Human Resource Management - Diversity In The Workplace

6.4. AFFIRMATIVE ACTION
Affirmative action does not end when the employment process has resulted in placement. Although the major thrust of affirmative action is the identification and elimination of barriers that preclude the hiring of women, people of color, and other disadvantaged persons, its subsequent and logical efforts must be directed toward fair and equitable treatment of all employees, the application of consistent human resource management practices, and the provision of equal opportunities for promotion and advancement. The administration of sound and equitable human resource policies and practices in a consistent manner will contribute greatly toward accomplishing the goals of workforce diversity.

Human resource strategies to manage work force diversity: Examining “the business case”.

The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development.


Human Resource Management - Diversity In The Workplace

(Ed.), Handbook of International Human Resource Management: Integrating people, process and context.

This paper will highlight on how a HR manager can meet the challenges of workplace diversity, how to motivate employees through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources.


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The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources.

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The District’s human resource management policies and practices pose the greatest potential for illegal discrimination. Human resources policies and practices normally are not intended to discriminate or somehow have a disparate impact on women, people of color, people with disabilities, or other protected groups. It should be noted, however, that systemic discrimination, while unintentional, is most often the major barrier to equal employment opportunity; yet, it is the most difficult to detect. That is the reason human resource policies and practices must be reviewed and corrective actions taken when they are found to inadvertently discriminate or offer less than equal opportunity to women, people of color, or people with disabilities. Responsibility for human resource management includes all officials, administrators, and supervisors in addition to the staff of the Human Resources Department.