The document discusses HR strategy and workforce diversity. It provides details on how to create an HR strategy, including understanding business objectives, evaluating employee skills, assessing talent strategy, and relying on analytics. It also discusses the importance of workforce diversity and managing diversity as an asset. Diversity can positively impact productivity by increasing creativity, innovation, and flexibility. However, diversity can also lead to communication issues and conflicting viewpoints. The document emphasizes empowering women in the workplace through fair pay, flexible policies, and promoting women into leadership roles. It notes the challenges modern organizations face with technology, a diverse workforce, and rapid changes.

1. HR STRATEGY AND
WORK FORCE DIVERSITY

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

5. WORK FORCE DIVERSITY

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

9. CULTURAL DIVERSITY

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

12. MANAGING DIVERSITY

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

15. IMPACT OF DIVERSITY ON
PRODUCTIVITY

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

18. WOMEN AT
WORKFORCE IN THE
CONTEXT WOMEN
EMPOWERMENT

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