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HR Strategy and work force diversity.pptx

  2. GROUP 2  Member are: Alisha Tariq 1922110002 Aneela Shamshad 1922110006 Nida Fatima 1922110027 Vaniza Haneef 1922110048
  3. HR STRATEGY HR strategy is a roadmap for solving an organization’s biggest challenges with people-centric solutions. This approach requires HR input during policy creation and elevates the importance of recruitment, talent management, compensation, succession planning and corporate culture. Four HR Strategy:  Limit transactional problem solving  Be proactive, rather than reactive  Provide people-centric solutions to large-scale challenges  Connect people who can solve each other’s problems
  4. HOW TO CREATE A HUMAN RESOURCE STRATEGY  Understand the business and its objectives  Evaluate employee skill sets  Conduct a gap analysis  Assess talent strategy  Develop existing employees  Limit turnover  Plan ahead for succession  Rely on analytics  Create a mission and vision statement
  6. WORK FORCE DIVERSITY  “Workforce diversity means the heterogeneous composition of employees of an organization in terms of age, gender, language, ethnic origin, education, marital status, etc. Managing such diversity is really a challenge to HRM professionals.” Example:  India is a land of diversity that is caused by many factors such as composition of the subcontinent, co-existence of people following a large number of religions, an age old and deep rooted multi-caste system and cultural invasion.
  7. DIMENSIONS OF WORKFORCE DIVERSITY The characteristics that describe the workforce of an organization may be categorized under two groups  Primary Dimensions  Secondary Dimensions Primary Dimensions : Primary dimensions such as age, gender, race, ethnicity, sexual orientation, and physical abilities represent those elements that are either inborn or exert extra influence on early socialization. Secondary dimension: Secondary dimensions represent those elements that we learn or over which we have some control throughout our lives, such as education, marital status, religious beliefs, language, etc.
  8. FACTORS INCREASING WORKFORCE DIVERSITY  Expansion of the services sector  Globalization of markets  Requirement of teamwork  Mergers and alliances :  Changing labour market  Constitution and government laws
  10. Cultural diversity  Cultural diversity is about appreciating that society is made up of many different groups with different interests, skills, talents and. needs. It also means that you recognize that people in society can have differing religious beliefs and sexual orientations to you.  Cultural diversity is important in every setting in life, but it can be even more pivotal when it happens within education Example: In A Workplace: Having a multilingual team, having a diverse range of ages working together, having policies that are vocally against discrimination, etc.
  11. Benefits Of Cultural Diversity  Compassion  Innovation  Productivity  New Opportunities  Problem-Solving
  13. Managing Diversity o Managing diversity is defined as "planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized. o Managing diversity means acknowledging people's differences and recognizing these differences as valuable; it enhances good management practices by preventing discrimination and promoting inclusiveness.
  14. Managing Diversity As an Asset  Stimulate Creativity and innovation  Better service to diverse customer  Better problem solving  Greater system Flexibility  Better Image  Effective and Happy Workforce
  16. Productivity:  Productivity is the efficiency of production of goods  Productivity=output/input Impact of Diversity on Productivity:  A diverse team allows the company the flexibility to remain competitive in the marketplace, while also offering the ability to expand into new markets without the need to hire more employees.  Workforce diversity increases productivity as it can make teams more creative, innovative, efficient, and flexible.  The wider variety of skills and abilities associated with workplace diversity directly contributes to productivity.  Organizations that have more diversity in their office boast higher productivity, as different workers have different skills, abilities, and areas of work that they enjoy.
  17.  High level of productivity  Varity of view points diverse experience  Learning and growth  Quality Functioning  Effective communication Negative Impact: 1.Communication issues 2. Conflicting viewpoints 3. Discrimination
  19. Context Provides meaning and clarity to the intended message  The term “empowerment of women” refers to the process of providing power to woman to become free from the control of others,  Women empowerment refers to increasing the spiritual, political, social or economic strength of women  To be a woman in the workplace means to let your talent and passion thrive, regardless of your age, looks or gender. How can women empower at workplace:  Make pay schemes fair  Listen and measure.  Boost flexibility:.  public speaking opportunities  Diversify leadership by promoting women  Fair parental leave policy.
  20. Challenges of today's organization...  Technology  Diverse Workforce  Multiple Stakeholders  Responsiveness  Rapid Changes  Globalization