The document discusses several key aspects of human resource management (HRM) at Aotearoa Institute of Technology (AIT), including training and development, compensation, performance appraisal, industrial relations policies, and health and safety programs. It also identifies some areas for improvement at AIT, such as increasing interaction between employees and management, empowering women, and recognizing employee achievements. Recommendations are provided, such as holding social events to encourage understanding between diverse cultures and ensuring disciplinary policies are applied fairly and without bias.
The file has the summary of that case study and additionally has solutions to every question with proper explanation. I had tried to solve every question with proper understanding.
A Study on Awareness and Satisfaction towards Employee Welfare MeasuresDr. Amarjeet Singh
The employees are considered as major resources
of all organisations including service as well as
manufacturing industries. So in the present day of business
world, the companies are giving more benefits to their
employees and maintaining good standard measures to
make them satisfy in the organisation. The present study is
on the above subject which studies the welfare measures.
Therefore the reason of the study is to find out how welfare
measure are provided by the private organisation and how
the employees are satisfied with the company
accommodation given to the employees which plays a very
important role in the employee satisfaction and their life in
the organization. The study found that the employee welfare
measures are highly satisfactory in their concern which was
done through perfect analysis & interpretation. This study
would be helpful for the company and also to improve some
welfare and safety activities inside the company.
The file has the summary of that case study and additionally has solutions to every question with proper explanation. I had tried to solve every question with proper understanding.
A Study on Awareness and Satisfaction towards Employee Welfare MeasuresDr. Amarjeet Singh
The employees are considered as major resources
of all organisations including service as well as
manufacturing industries. So in the present day of business
world, the companies are giving more benefits to their
employees and maintaining good standard measures to
make them satisfy in the organisation. The present study is
on the above subject which studies the welfare measures.
Therefore the reason of the study is to find out how welfare
measure are provided by the private organisation and how
the employees are satisfied with the company
accommodation given to the employees which plays a very
important role in the employee satisfaction and their life in
the organization. The study found that the employee welfare
measures are highly satisfactory in their concern which was
done through perfect analysis & interpretation. This study
would be helpful for the company and also to improve some
welfare and safety activities inside the company.
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
A STUDY ON EMPLOYEE RETENTION IN EDUCATION SECTOR IN INDIAIAEME Publication
The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.
The impact of compensation and reward systen on the performance of the Niger...Femi Michael Ajayi
THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON THE PERFORMANCE OF THE NIGERIAN BANKING INDUSTRY
(A CASE STYDY OF SOME SELECTED BANKS IN KEBBI STATE)
BY
AJAYI FEMI MICHAEL
A STUDY ON EMPLOYEE RETENTION IN PL.A GROUP OF COMPANIES IAEME Publication
Employee retention is the foremost problem; which all organizations are now facing in the global competitive environment. In this conceptual paper, I have attempted to bring out some employee retention approaches, which have developed over a period of time. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. Employee Retention refers to the ability of the organization to retain its employees and it's emerging as a big challenge to organizations. Organization culture, pay and remuneration, flexibility and job satisfaction highly influence the retention rate for any company. Retention of employees is an important function of the HRM.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
The purpose of this manual is to provide a policy framework and procedural guidelines for the Human Resource Function in the bank. It articulates and provides a record of the significant policies formulated by the Bank from time to time for guiding decisions concerning employee related activities. It also defines the procedures to be followed by the Human Resource Function and other Functions of the Bank in the actual implementation of the prescribed policies.
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
A STUDY ON EMPLOYEE RETENTION IN EDUCATION SECTOR IN INDIAIAEME Publication
The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.
The impact of compensation and reward systen on the performance of the Niger...Femi Michael Ajayi
THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON THE PERFORMANCE OF THE NIGERIAN BANKING INDUSTRY
(A CASE STYDY OF SOME SELECTED BANKS IN KEBBI STATE)
BY
AJAYI FEMI MICHAEL
A STUDY ON EMPLOYEE RETENTION IN PL.A GROUP OF COMPANIES IAEME Publication
Employee retention is the foremost problem; which all organizations are now facing in the global competitive environment. In this conceptual paper, I have attempted to bring out some employee retention approaches, which have developed over a period of time. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. Employee Retention refers to the ability of the organization to retain its employees and it's emerging as a big challenge to organizations. Organization culture, pay and remuneration, flexibility and job satisfaction highly influence the retention rate for any company. Retention of employees is an important function of the HRM.
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
The purpose of this manual is to provide a policy framework and procedural guidelines for the Human Resource Function in the bank. It articulates and provides a record of the significant policies formulated by the Bank from time to time for guiding decisions concerning employee related activities. It also defines the procedures to be followed by the Human Resource Function and other Functions of the Bank in the actual implementation of the prescribed policies.
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docxjoellemurphey
Running head: IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive summary………………………………………………………………………………. 2
Chapter 1 Problem Definition, Background to the Study…………………………………………4
Chapter 2 Literature Review……………………………………………………………………12
Chapter 3 Research Methodology……………………………………………………………....19
Chapter 4 Data Analysis Future…………………………………………………………………22
Chapter 5 Summary, Conclusions, and Recommendations Future ……………………………..28
Terminology and Definitions Page
References Pages……………………………………………………………………………..31-35
Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the flaws in the current logistics process and to develop a positive reinforcement for employees in the automotive sector. In doing so, the employees will develop a comfortable attitude in adjusting to the changes in the layout of how the company’s foundation is built and how that foundation’s usefulness is a major contributing factor to the overall success of the business, especially considering the fact that the automotive sector has at least one hundred thousand employees. Creating this survey offered the opportunity to find out what the root cause is of why employees are not reporting to work either on time, or at all. This methodology will be used to elaborate the data compiled in the company’s daily, weekly, monthly, and yearly reports. These same reports describe and display the hourly needs of employees, lost hour cases, vacation, personal time off, rehabilitation and training in the facility.
The company believes that with the proper resources in the production environment, and along with reliability, simplicity, and fundamental training skills there can definitely be a major change in the way employee retention can be improved. The company also agrees that they have a mutual obligation to sustain a foundation by incorporating a trustworthy dedicated program while leading the necessary awareness of training. The major conclusions drawn were that the observations and experiences of the data displayed will provide one the company with the knowledge to seek ways to reduce and eventually eliminate lost hours worked that occur in the workplace. The goal is to change the perception of the employees so they may by getting them to assist using suggestion programs in the hopes of future success.
Currently, the most important recommendationsare is that the automakers continue with the internal process implemented at this time. Further Additional research indicated that based on ...
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
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Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
1. Group Assignment
Contents
Part 1.................................................................................................................................................2
Operational Context of HRM ...........................................................................................................2
Training and development:...................................................................................................2
Compensation:....................................................................................................................3
Performance Appraisal.........................................................................................................3
Industrial relations policies and procedures...........................................................................4
Health and safety programme and Legislation.......................................................................4
Part 2.................................................................................................................................................5
2. Group Assignment
Part 1
Human Research Management Function: The function of HRM (Human Resources
management) is very important and play a key role in the organization. One of the
major role of the HRM is to design a plan for the organization to use its human
resources. Basically, HRM is mainly focused on the Human Resources and it is always
plan a strategy to use Human Resources in such way that the organization can get
maximum profit out of it and it will not affect the personal right of the employees as well.
So, keeping all that in mind while making plan is the role of the HR. (Bianca, 2007)
Operational Context of HRM
A
Training and development: It is the main role that the HRM must do. It Provide
the knowledge of the job and the skills that are needed for the job. When the new
employee enters the organization even he/she are just beginner or the
experience pro still the organization provide them the basic training to know
about the organization environment. The requirement of this training is because
every company follow different work culture and different set of rules and
boundaries in which the company perform their task and managing their work
force. So, every employee which is newly recruited must have to do this training.
It does not matter whether the new comer is experienced or fresher.
The development part is to enhance the skills of employee to provide him more
responsibility and Raise their rank in the organization. It is important part of the
job of HRM on which the success of the organization is depend and it has great
impact on the profit or the loss of the organization as well.
Aotearoa Institute of Technology also provide the Technical, Vocational and
professional education to their employees as well. Which is quite the essential
part of this institute because as student’s future is depending on it more the
3. Group Assignment
betterment of the training and development high the quality of the education
provides in the Institute. (Human Resource Management, 2012)
Compensation: The compensation is the other job of the HRM (Human
Resource management). It is defined as the reward or the benefit that the
employee gets from the employer for the hard the employee did for the company
it can be in the form of financial or non-financial meaning it can be money bonus
for the employee or it can it in the form of promotion as well. It has a great impact
on the organization because every employee need motivation when it comes to
work and rewarding the employee give him/her the motivation not only him/her
but all the employees as well as they also start feeling that they can get that
reward as well. Every big industry is depending on their employee’s efforts for the
industry this is the expectation of every company, but the employees have their
expectations as well and satisfying those needs is the job of HRM. Simply define
HRM must design a compensation system in such a way that it will provide the
positive attitude to the employee toward the organization so that they can work
beyond their limit for the company and help the company to achieve the success
in the market industry. (Nazir, 2012)
Performance Appraisal: Performance Appraisal mean in simple words is to
deeply analyze the quality of work done by the employees and then give rank to
the employee accordingly. It gives rise to the discussion that whether it can be
done by the Manager or supervisor or not. The manager level of organisation
cannot get the overall view of the performance but at some level it makes the job
HRM easy to evaluate the employees on the base of the remark of the employee,
but it cannot provide the true facts to support it. So, for that the HRM analysis the
performance and give remark to the employees. It helps in many action like the
promotion or demotion or the reward and if there any employee who need
training. These all inspect consider with the information that achieve during
performance appraisal. Also, the employee’s future depends on this evaluation,
so employee want any negative feedback in the evaluation and have high hopes
4. Group Assignment
for the future from it. The disciplinary action is also taken after this if needed to
manage the organisation employees and make sure that every employee is
doing their work and that no employees is having any trouble handling his/her
job. (MGM , 2017)
Industrial relations policies and procedures: Industrial relation policies is
simply mean the relation between the union of the employees and the company's
higher management. Here also the HRM plays a significant role so that there will
be no complications between the employees and the Higher management. This
look easy but it is the most delicate and complicated issue to handle. A little
delay in the best decision can become a reason of loss for the company. So the
HR department has to check that all the rights of the employees should be given
to them and the legal policies that consider the employees should be follow
properly. For example here in New Zealand it is legal policy that the employees
should work 40 hours and it is excluding the extra hours or overtime. The
employees should be informed by the company about their rights and how they
can use them and protect them. If the company is not telling this to their
employees then it is against the legal lawsuits. So it is compulsory that the
employees should be informed about all the term and condition of the company
before taking his/her sign on the company contractor. Employee can file a case
against the company if the company is hiding the information related to the
employee from him/her. So this all is the job of HRM that the issue like this will
rise because not only it give rise to the general problems like the strike , Protest
but also it will put bad impact on the reputation of the company and it will cost the
company a big amount of money. Because as a result company can lost their
precious employees along with the trusted customers of the company. (Indutrial
Relations, 2013)
Health and safety programme and Legislation: Every company should have
the health and safety programme. It is again the job of HR department that there
5. Group Assignment
should be general information provide about the job and the work environment to
the new employee even if he/she is experienced. The reason for this is every
company have different layout that why the new employees should be provide
the little tour of the company giving him/her the information about the first Aid and
exit plan in case of emergency. There is one New Zealand law act on the health
and safety as well according to which the work place should provide the
protection to their employees from the work place accidents and the risk that the
employees have to take during the work. The HRM role here is to keep an eye on
the work place and remove any hazards that might take place during work. It is
the responsibility of the HRM department that the employees should not face any
kind of mental or the physical damage during work or due to work because only
then the employees can give their 100 percent to the company. Healthy
environment at work place also give rise to innovative ideas as well which is the
basic necessary of the company. It all comes under the act 1974 health and
safety act. (NHS, 2014)
Part 2
C
AIT is more considerate toward providing equality to the employees on the work place
by giving every one equal opportunities and chance to get the promotion and reward
from the Institute. Institute not even considering the cost in this matter. Also the other
main issue the Institute is dealing with the harassment issue and being fair to every
student by providing the biased decision for each and every students. System is putting
all their efforts to ensure that the student as well the as the teacher can get best from
the education system. Same thing is being applying for other employees of the institute
as well. The other factor that keep in check in the institute that the students and teacher
should have mutual understanding so that if the student is facing any problem he/she
can tell that to the teacher openly. Apart from theses thing still AIT is not the institute
6. Group Assignment
without the demerits. There are some areas that need improvement and for that the
providing recommendations are given below:
When we talk about the equality the first thing that we need to discuss is the
understanding because only then we can find out if the need of each and every person
is being satisfied or not. For that there are some recommendation that we can put into
use:
1. Employees get together events: There should be events in the institute in which the
participation of the every employees of the institute should be compulsory. It will be very
useful for the interaction between the higher management and the employees. This will
help to decrease the gap between them and increase the comfort level of the
employees which visa versa increase the performance level of the employees.
2. Woman Empowerment: There should be one event in the organization in which all
the female employees should take part and open up their thoughts about the work place
in front of all. This will provide them the feel of protection and confident to speak against
the wrong deeds if happen.
3. Socializing events: There should be an event in the organization in employees from
different culture and believe take part and share some information about them and their
traditions. It will encourage other to know some more about them and this will give rise
to mutual respect toward each and also it helps to clarifies the issues between the
employees. Because what happen sometime is the believe of one person can be
become nuisance for others.
4. Reward ceremony: There should be a reward ceremony in the institute in which
students and teachers will be rewarded by the management for their hard work. This will
provide them motivation and goal to them
5. The disciplinary division should do their job properly to prevent the things like
partiality, Bullying and cheating in the institute. Strict action should be taken against the
person if he/she will be charged with any of the above crimes and every employee and
students should have the access to talk to the division about their problems.
7. Group Assignment
6. The personal information of the employees should not be disclosed to anybody like
their culture or religion, Sexual preference and the personal opinion. It should be save in
the system only accessed by the higher management.
7. The process like hiring and providing training should be done with a proper way. So
that when the hired person start his/her job there should be no confusion about the role
and no reason for the rise of any dispute.
8. There should be a arrangement for the employees with kids like any day care centre
inside the facility so they can work without any kind of stress regarding their children.
8. Group Assignment
Harassment/Bullying –
It is hardest task for any organization to maintain its working environment that they feel equality
and independent to work without any fear or stress factor. The working environment can be
maintained only by educating people about working culture of environment like in New Zealand
working environment. To minimize harassment at work, the staff should communicate and
interact with each other. For instance, no one can pay any employee less than $15.75/ hour if any
employer is doing so then it is a harassment case.
Every employee should be treated with equality, no matter at what position thy are. The higher
authorities must request the staff members for completing a specific task (Harassment, n.d.).
Prejudices/Biases –
Prejudices or biases can be based on number of factors like age, race, religion, employment
position or on political thinking. There is a nepotism fact that can be type of prejudice which can
be seen mainly in family business by giving first preference and opportunity to you relatives or
close friends consequently going to affect company in long term.
To prevent this type of discrimination, strict guidelines and training should be given to staff about
the working environment so everyone has equal priority towards any job. The human right act
1993 prevents people from getting discriminated in New Zealand culture (Working together:
Racial discrimination in New Zealand, n.d.).
Ethnocentrism –
Ethnocentrism is when people from different class, race, religion or country work together and
they made groups on based on that in a working environment. It can lead to downgrade the
working culture at Aotearoa institute. It weakens the humanity relations at work
Multilingual culture standards need to be considered and then it might be age of new mentality,
which can be gainful (Examples of Ethnocentrism, n.d.).
Stereotyping –
Stereotyping can get arise from number of diversity factors like gender, age, religion or
nationality and treat the person based on the history of individual or group. It is most commonly
happened in companies that lower the confidence and self-esteem of other employees.
It is classified as public belief in which one person has Fixed mindset about the specific topic due
to which others have faced discrimination at work. Common example of stereotype at work are
racial, gender profiling, cultures or group of individuals (Stereotype Examples, n.d.).
Discrimination –
9. Group Assignment
It is common experience gained by most of New Zealand employers according to New Zealand
General Society Survey (NZGSS). The society had taken a survey during 2008-2010 on 17271
respondents and they had found one in ten people has faced some type of discrimination during
last twelve months (Working together: Racial discrimination in New Zealand, n.d.).
It also effects on people mental health.
Blaming the Victims –
When employees make a complaint against an employer regarding discrimination or biasness
then HRM should take disciplinary action against it and provides a positive environment to the
victim, so the victim can work as before he or she was working. The HRM always must maintain
multicultural working environment (ROBERTS, 2016).
It can be minimized by HRM by taking following steps:
Offer your main goal with the group and vividly characterize the part every individual
play in accomplishing the broad image.
Have a qualities, practices and process center as opposed to blaming individuals.
Before giving sudden reaction to any incident, clear communication should be done to
see it from other angle (Eliminating a culture of blame, n.d.).
Backlash –
Backlash is termed as if someone is spreading negative thought, behavior on other staff members.
As some companies need an amendment in their strict guidelines which can be bad impose on
staff members. The same issue has happened with aotorea institute. The old policies were
imposed on students and staff members by indirect way of bias views (Backlash, 2017).
Opportunities
Mutual respect/ acceptance:
To maintain the working environment, the working team should respect each other in every
aspect whether it is a culture or anything. These all things helps to make healthy relation within
staff members and boost the working performance and quality of service of every individual as
there is a cooperation and team work.
10. Group Assignment
Impartiality / Fairness:
Company should accept diversity as lot of employees are from multi-cultural country. To
maintain the environment, there should be equality for any chance in an organization. For having
growth in institute, HRM should take extra efforts to control it.
Ethnorelativism:
This concept should be adopted by company that people working in their firm are from diverse
culture and backgrounds and every individual have their own thinking, culture and value. So by
considering Colorblind organization they should hire suitable employee to accomplish the target
with various background people.
Objectivity:
If Institute is adapting diverse culture staff members, it will help the institute as they will be more
conveniently help their customers from different cultures. Major of unable to satisfy the
customers according to the demands. Staff members from diverse region can accomplish this task
effectively on basis of diversity.
Empowerment:
If people from diverse cultures must work together, they must respect value, rituals, share
thoughts. So, there will be team work to achieve definite goals. The outcomes achieved are better
than before if there is more collaboration.
Recognition/appreciation:
Employees respond to appreciation imparted through affirmation of their incredible work since it
asserts their work is regarded. At whatever point agents and their work are regarded, their
satisfaction and proficiency rise, and they are convinced to keep up or upgrade their incredible
work. In addition, at some point worker feel anxious as English isn't their first dialect at work
environment and less friend to share their perspective however if the association give prizes or
thankfulness representative feel certain and perform well to give his best yield toward association.
11. Group Assignment
B – Equality and Diversity guidelines policy of 2017
Issues and Challenges
Harassment/Bullying
Harassment can be different forms which can be sexual or racial harassment. New Zealand deals
with these allegations on daily basis. It does come under the Employment Relation Act 2000 &
Human Right Act 1993. Under Employment Relation Act 2000, employee has got 90days and
Human Right Act 1993 allows for 1-year time for filing compliant. If an organisation experience
sexual harassment which is in the form of sex talk, sending sex materials as photos, videos or any
visual display, its possible irrespective of gender. Now, racial harassment can be faced by anyone
based on ethnicity or by mocking the accent of certain country. Harassment can also be gender
based such as transgenders were abused for their appearance. This issue will make employees
more with hostile nature (Bullying, harassment and discrimination, 2017).
Ethnocentrism:
Differentiating different groups of communities and proving one group superior and the other
group inferior. This practice encouraged by employer will prove damaging effect in near future as
diverse group of people might feel inferior and will not perform at their best for organization,
because they feel unwanted which will hinder the liberation of real talent.
Opportunities
Impartiality / Fairness:
Organization should be more diverse because all people are equal and deserve an equal chance.
By hiring people of various cultures background organizations strive to provide equal chances. In
order to promote their advancement in the organization. They consider it important to take extra
measures to support them.
12. Group Assignment
Fairness:
Fairness among employees will create a positive workplace environment and this result in 100%
satisfaction of employees and in turn profit to organization.
Empowerment:
Organization needs to become more diverse because there is a lot to learn from different cultures.
As a result, organization can perform work better and define new goals. Collaboration improves,
staffs develop themselves, and work outcomes are better, because of the different perspectives
that are available at workplace.