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For your final paper, you will review a focused HR practice or topic. As a starting point, consider your favorite HR course, then focus down into one aspect of that area. As an example, if your favorite course was Training and Development, you might consider "On the job training" as your topic of interest.

Minimum requirements for this paper are:

  • APA Formatting (margins at 1", minimum font size 12)
  • Cover Page
  • 15 pages in length
  • 5 references from scholarly studies.

The paper should be at least 15 pages in length (excluding cover and citations) with at least five different references (one may be the text book). Please make sure the paper is free of grammar and spelling errors.

Your focus for this assignment is to identify a specific HR topic and focus your efforts on:

  • Illustrating your expertise in HR by identifying opportunities for improvement with the selected topic.
  • Apply concepts of HRM and explore a practical approach to the real world HRM issue.
  • Propose improvements or formulate a considered opinion on the HR topic of interest.
  • Analyze available literature to provide greater understanding of research topics related to the HR topic of interest.
  • You should have at least 3 paragraphs, 1 full section of your paper, dedicated to recommendations for improvement. Consider this assignment a paper you are delivering to the HR Manager at a company who has asked you for help on the topic.
  • Analyze the practices of HR in organizations using the concepts of the HR topic of interest.
  • Analyze the approach of HRM in organizations on the selected HR topic(s), including the strengths and weaknesses of the current approach in organizations, citing relevant research and theories.

I HAVE ATTACHED AN ANNOTATED BIBLIOGRAPHY REFERENCES AND A PAPER TOPIC

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HRMG: 6000 Paper Topic (Week 2) By: Parish Brown 3-30-2019 I am choosing to do my final paper on anti-discrimination and diversity as it relates to training and development. I believe that this is a very important topic for many different reasons. Every company or organization should a have a set of values and morals that they abide by. Equality is something that should lie in these set of values. I first took interest in this topic when I took a recent course called HRDV: Training and Development. We covered many different topics in the course but incorporating anti-discrimination and diversity training in training and development programs stuck with me. This is probably because training and development is the career path that I would like to be in as it relates to HR. In that course our text was written by Raymond A. Noe. Noe tells us that discrimination at work can include excluding or giving different treatment to women, minorities and older employees (Noe, 2017, pg. 451). Although discrimination is frowned upon it is still very prevalent in many workplaces today. Title VII of the Civil Rights Act makes it illegal to discriminate or hold biases against any of the protected classes. It is imperative to have a business that is full of diversity and is non-discriminative. In order to have an environment free of any prejudice, anti-discrimination/diversity training should be implemented into every organizations training and development programs. “The goal of diversity training is to make employees understand that even if there are differences amongst the team members that they are working with, a little adjustment in one’s attitude will make for an extraordinary team. To make them not only tolerant of the differences that they see around them, but to value those differences as a part of successful teams” (Srikanth 2018). I plan on furthering my research about this topic and coming up with multiple different ideas and different tactics for employers to use to include anti-discrimination into their training and development programs. And hopefully someday I can implement these tactics in my own organization when I am the director of training and development for a great company. References Noe, R. A. (2017). Employee training and development. New York, NY: McGraw-Hill Education. Srikanth, M. (2018, May 28). What is Diversity Training? and Why It's Important. Retrieved from https://www.infoprolearning.com/blog/what-is-diversity-training-and-why-it-isimportant/ Annotated Bibliography References Glassman, A. M., & Glassman, M. (2017). The use of affinity groups by fortune 100 firms. The Journal of Business Diversity, 17(2), 104-114. Retrieved from http ://library3.webster.edu/login?url=https://search-proquest com.library3.webster.edu/docview/1949477018?accountid=14944 This article talks about the success of affinity groups in workforces’ diversity programs as a means of creating togetherness amongst employees. These affinity groups are built on joint interests that bring staff members together to share their concerns and address mutual problems as well as inspire camaraderie and fellowship. “Employee affinity groups, also known as network(ing) or resource groups, can add value to a diversity program” (Glassman A. & Glassman M. 2017). This article goes into detail about the advantages and the very few pitfalls of affinity groups in the workforce. The study also concludes that the success of diversity training depends upon top management support. Nguyen, S. (2014). The critical role of research in diversity training: How research contributes to an evidence-based approach to diversity training. Development and Learning in Organizations, 28(4), 15-17. doi:http://dx.doi.org.library3.webster.edu/10.1108/DLO-012014-0002 The focus of the article was to outline a diversity training framework in which research literatures and findings in psychology and human resource management are used to guide companies in the transmission of diversity training. Nquyen suggests improvements to the present state of diversity training practices and implementations within different companies through the use and integration of research literature. Sharma, U. (2016). Managing diversity and cultural differences at workplace. IPE Journal of Management, 6(2), 63-79. Retrieved from http://library3.webster.edu/login?url=https://search-proquestcom.library3.webster.edu/docview/1894952768?accountid=14944 This article defines diversity management as ensuring that factors are in place to offer and encourage the continued development of a diverse workforce by merging the actual and perceived differences among workers to reach maximum productivity (Sharma 2016). Diversity management includes creating a supportive culture where employees can be operative. This article also focuses on management and how important it is that top management continuously and strongly encourage workplace diversity as a company goal and include diversity initiatives in the companies' business strategies. Sippola, A. (2007). Developing culturally diverse organizations: A participative and empowerment-based method. Women in Management Review, 22(4), 253-273. doi:http://dx.doi.org.library3.webster.edu/10.1108/09649420710754228 This article’s purpose to investigate the promotion of workplace multiculturalism through the use of a “participative and empowerment-based” diversity training and development method (Sippola 2007). The method aids in planning the content and transmission of different diversity training and development approaches. The different methods and approaches used in this study di prove to be effective in developing culturally diverse. Stone, M. (2005). Building a successful workforce diversity program. American Water Works Association.Journal, 97(9), 46-49. Retrieved from http://library3.webster.edu/login?url=https://search-proquestcom.library3.webster.edu/docview/221568334?accountid=14944organizations. This article focuses on diversity as a key point in an organization’s success. The author states that valuing diversity in the workforce is an essential ingredient in the recipe for a successful organization. Stones found in his research that recognizing and embracing diversity in the workplace can also pay dividends in terms of increasing respect and teamwork among employees and bringing more value and creative problem-solving to almost any situation. This article focused in on a successful local business that goes above and beyond to promote an outstanding diversity program throughout its organization.
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Running Head: DIVERSITY TRAINING AND DEVELOPMENT

Diversity Training and Development
Student Name
Institution name

1

DIVERSITY TRAINING AND DEVELOPMENT

2

Introduction
For any corporate organization, the availability of governing and predetermined morals
and values is important to govern the integrity of all the business procedures done within the
company. Among these values lies equality. Equality is a corporate moral of treating every
stakeholder in the business equally despite their gender, race, religion or ethnicity in all business
procedures undertaken in an organization. Especially in the corporate practice of employee
education and training, anti – discrimination and multiplicity are imperative organizational
morals which define the first – hand integrity of the organization. As such, employee diversity is
an organization’s immediate objective before targeting other corporate fronts such as revenue
growth and profit margin readjustment. This essay focuses on an analysis of diversity and anti –
discrimination in relation to employee training and their education development in an industrial
model of HRM traditional approach and how this practice can get improved within the scope of
the organization.
Analysis
Diversity training is an organization – based program designated to support an aura of
positivity in grouped employee interactions, to reduce the degree of cultural prejudice as well as
teaching employees and the general organizational management on how they can work relevantly
and significantly with one another to realize the organizational objectives in harmonious groups.
As such, for many affinity groups, also referred to as resource or networking groups, the major
themes that line their websites and business communication models are employee diversity and
employee development. These group’s workforces and the diversity of corporate programs
creates intimacy between the employees. Affinity groups are formed under the platforms of joint

DIVERSITY TRAINING AND DEVELOPMENT

3

interests and thus brings the members of these groups in one platform which works together to
solve joint problems, inspire fellowship and solidarity as well as share their concerns
communally. These groups can benefit an organization by the addition of value to a defined
diversity program. However, for such groups to succeed in their corporate endeavors, the
management of the organization are based has to offer the basic support necessary to educate and
grow the group. This management support thus as to be unbiased depending on the
demographics of the individuals forming these affinity groups altogether. From this support from
the management, the organization thus profits from an enhanced talent of the affinity group
which aids in the marketing and production processes in the functions of the organization
(Glassman A. & Glassman M. 2017).
Considering a real – life scenario in a corporate organization where gender discrimination
is rampant is Nike. Nike has been sued several times over gender discrimination against women.
Alexia Fernandez Campbell reports that, four women who formerly worked for this company
have filed a lawsuit against the company. The case filed against Nike stated that Nike had
desecrated the ‘Equal Pay Act’ whereby, it engaged in general gender wage discrimination as
well as ignoring to take action against some reported sexual harassment. Apparently, the women
complained that Nike was paying women less than it was paying men while the two genders
were involved in the same degree and type of work. Also, the complaint extended that the
women received lesser bonuses and they were not promoted for their work as men were. One
article appearing from the New York Times back in April illuminated that Nike offered a
demeaning and abusive environment for their feminine employees but was keen to consider the
goodwill of men who worked on similar tasks as men did.

DIVERSITY TRAINING AND DEVELOPMENT

4

From these legal accusations, a great turmoil has erupted up in the company, shaking up
all the departments within Nike to the point where Mark Parker, CEO of Nike revised the hiring
and compensation strategies of Nike. This lawsuit against Nike indicates that many of the female
workers at Nike are not fully satisfied with the female working conditions in this company. As
such, the lawsuit is extended to demand for compensation for the pervasive sexism experienced
by women in this multi – million company among a court decree on the company’s structural
reform from the employment and compensation procedures currently practiced at Nike which is
to be conducted on the supervision of a monitor appointed by the court of law.
Despite having a corporate restructuring to change the management positions of Nike, it
is more likely that the same incident or a slightly different one is bound to happen in the future.
As such, Nike ought to not only revise their current corporate structure but also, Nike ought to
procure some corporate organizational employee diversity training for all the stakeholders
involved in this company so that all the stakeholders involved in this company should learn and
appreciate the concept of diversity in a company, the implications of not working in accordance
to this diversification as well as the benefits of getting involved with this practice (Campbell
2018).
By doing so successively, Nike would have the assurance that the issue of gender
discrimination and – or any other form of discrimination will not be practiced again within the
organization. This would then safeguard the integrity of Nike as it is viewed by th...


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