Hr Adaptations
HR Adaptations
As businesses strive to be competitive and successful, there is an increasing focus on methods that will attain this goal. Employers are realizing that their human capital is just as essential as their monetary capital. Employee contributions in terms of training, knowledge, insight and judgment add great economic value to an organization. (Noe, et al). Quality employees are crucial to the overall accomplishments, as well as the bottom line of a company. Human resource departments have an evolving, ever important job to adapt to processes that foster positive employee growth and contribute to this vision.
Charlotte Garvey (2005), in an article for HR Magazine describes the evolving role of HR departments. “No longer satisfied with basic metrics that show how many jobs openings are being filled or how long it takes to fill them, HR professionals are analyzing hiring data in greater depth to better determine the value of their hiring practices and to better align them with business priorities” (¶ 1). Part of this process includes examination of current trends in the workforce. Contemporary workplace trends include an emphasis on diversity, globalization, technology and e-business.
Diversity
As the U.S. Labor Force continues to grow in terms of racial, ethnic and generational aspects, companies look to benefit from a diverse workplace. “Diversity brings each of us strength in new ideas, new experiences and new contacts” (Dorsey, 2005, para.1). However, attempting to achieve a diverse workplace presents special challenges. Not only is there a goal to reach, but attempts at reaching that goal can be thwarted by a variety of issues. Personal beliefs, prejudices and stereotypes among existing employees are difficult to combat with traditional methods. Additionally, many employees cringe at the idea of yet another uninteresting, obligatory diversity learning session.
After Texaco had to settle a $175 million...
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