...1.1 Analysis of the existing policy, practices and information on the Bounce Fitness Website relating to diversity. 1.4 Access diversity policies from other organisations similar to Bounce Fitness and review for their relevance to Bounce Fitness. See attached The following documents on the bounce website have a direct relation to diversity. (precisiongroup, 2012) Diversity Policy Work Place Harassment prevention policy Code of conduct Personal Policies - Equal employment - Anti –discrimination - Parenting leave - Military leave - Harassment policy Annual Strategic Human resources Plan 20XX to 20XX Staff Induction Procedures Mission, Vision Statement along with Values Staff reward and recognition policy Bounce fitness internal communication strategy, this document suggest that bounce fitness audience is the following Total Amount of people - 34 Composition: 26 staff, 4 managers, 3 senior managers and 1 CEO Location: 6 in Brisbane, 14 in Cairns, 7 in Sydney, 7 in Melbourne Working Language: English Native Language: 28 English, 1 Spanish, 1 French, 1 Korean, 1 Italian, 2 Japanese Also on the Hierarchal Structures show that current staff have a mix of gender, age, race (precisiongroup, 2012) Bounce fitness, with their current policy, is implying the importance to their company surrounding the recruitment of diversity as they are a large multinational organization. They express their vision of what they are working towards...
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...of Diversity Policy You must read AXA’s diversity policy in Appendix A, and then answer the following questions: 1. How do you believe that this policy can improve AXA’s business? 2. Who are the important stakeholders within AXA who can implement and enforce this policy? 3. What actions so you think need to be taken in order to implement and maintain this policy? 4. What improvements do you believe can be made to this policy? 5. How does this policy differ from the diversity policy at your current or prior work place? Part 2 – Develop and Implement a Diversity Policy You must develop a diversity policy for Wesfarmers which includes the following components: 1. Research Wesfarmers’ diversity needs 2. Write the diversity policy 3. Implement the diversity policy 4. Review the diversity policy Your submitted documentation should clearly indicate the Stages and tasks as outlined below. Eg. Stage 1, task 3, etc. Stage 1: Research Cole’s diversity needs You should start by reviewing Wesfarmers’ existing practices and policies regarding diversity. 1. Identify potential benefits to Wesfarmers by having a diversity policy. 2. Discuss how these benefits will help Wesfarmers meets its business objectives and goals. 3. Consult with key stakeholders about their requirements for a diversity policy and evaluate their input. Stage 2: Write the diversity policy 1. Draft a diversity policy for Wesfarmers based on the research you conducted above. 2. Develop action...
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...resources (HR) officers develop, advise on and implement policies relating to the effective use of personnel within an organisation. Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance and achieve the employer's business aims. HR officers are involved in a range of activities required by organisations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment, negotiation with external work-related agencies, and equality and diversity. Typical work activities An HR officer must have a clear understanding of their employer's business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. The HR profession has undergone some changes in recent years. There has been some movement away from staff welfare and administration-centred activities towards strategy and planning. HR departments are now expected to add value to the organisation they support. The exact nature of the work varies according to the organisation, but is likely to include: * working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; * promoting equality and diversity as part of the culture...
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...before. This scenario is known as diversity in workplace. Organization needs diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Besides that, diversity has the potential of yielding greater productivity and competitive advantages as long as organizations need to focus on diversity and look for ways to become totally inclusive organizations. Managing diversity means more than simply observing legal and policy requirements. Diversity is not something that will go away or diminish over time. Rather, the increasing diversity within our workforce population is emerging as a major resource upon which managers and organizations can seek solutions to various aspects of their businesses. 1.1 Definition of Diversity Frequently, diversity is viewed in a narrow perspective which includes differences in terms of race, ethnic or gender differences, and quite often linked to discriminate and enforcing laws to protect certain groups. Diversity includes all characteristics and experiences that define each of us as individuals. It can be further defined as primary dimensions of an individual, including race, ethnicity, gender, age, religion, disability, and sexual orientation. Secondary dimensions include communication style, work style, unique contribution of individual in organizational role/level, economic status, and geographic origin. Once diversity is defined, it must be acknowledging...
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...investing in human resources its success is not possible in this competitive era. Human resource department of the bank is in its head office. Bank’s HR department is practicing all the important activities of HR that includes the recruitment, selection, orientation, training and development, performance appraisal, and incentive system. Citi’s Human Resource Division is the leader in its field and has experts in all areas of the Human Resource function. Citi’s people are aligned by function covering the broad spectrum of human resource management contain compensation and benefits. Citi’s compensation and benefits team is comprised of Compensation, Benefits, Relocation, Tax, Deferred Compensation and Pensions. Citi’s specialists develop and implement compensation strategies to ensure Citi are able to offer and perform some of the most effective compensation plans in the industry. They work with all Citi’s businesses to provide strategies that are seamless and fully integrated solutions. Besides that, they deliver high quality and easy to use benefit, pensions and relocation services to all Citi’s employees. So, employee are willing and hardworking to do their jobs. Furthermore, function of HRM is resourcing. Citi’s Professional Resourcing team provide key recruitment strategies for implementation at all levels across the company. They have a strong graduate supplement team who work in partnership with the businesses to recruit the most talented graduates in the market. Citi’s...
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...Part A 1. Three major pieces of federal legislation related to diversity Legislation | Explanation | The Racial Discrimination Act 1975 | makes it unlawful to discriminate in employment on the ground of race, colour or national or ethnic origin. | The Sex Discrimination Act 1984 | makes it unlawful to discriminate in employment on the grounds of a person's sex, marital status, pregnancy or potential pregnancy or to sexually harass another person. | The Human Rights and Equal Opportunity Commission Act 1984 | provides for the rights of people with physical or mental disabilities and addresses complaints of discrimination in employment. | 2. In my own words, Diversity in the workplace is about learning from each other regardless of our cultural background and bringing those differences into the workplace to broaden experiences and knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education and background. It is a good idea to have a diverse workforce because: By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person. In a competitive marketplace, an organization that puts people first – regardless of their race, religion, gender, age, sexual preference, or physical disability has an advantage over the other players. Just as the workforce is becoming more diverse so is your market. Employees who mirror the customers you serve can benefit...
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...Importance of Training in the Workforce Ardelia Houston HRM/326 April 6, 2015 Dennis Heins Importance of Training in the Workforce The importance of training in the workplace stems from motivation, because it is an essential part of the employee, and the organizational success of a business. In most business employees tend to get irritated or frustrated when he or she works for a long period of time. Most employees of an organization get frustrated from working for a long period time, therefore, it is up to the company to create training courses to encourage its workers, and their quality of work. Motivation is a drive that helps increase the performance of productivity of an organization. It is important for businesses to achieve a pattern of training goals or objectives for employees to learn legal aspects of the company, and learn to work in a diverse environment create growth or profits. In order for a company to become successful in the marketplace, it is important for training courses to take place. When training course occurs it can increase, motivate, and provide potential growth for the employee. Training sessions help to build career development that produces a healthy image for the business, and the consumer. Human resource use learning classes to achieve long, and short-term objectives, and goals. A strong sense of cooperation, and teamwork, and urgency to learn when staff members have the proper training. Employees work together as a unit, and team...
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...1. Business-level Strategy Walmart uses a combination strategy of cost leadership and differentiation. They provide a wider variety of products and services with the same or better quality at a price that is cheaper than their competitors can provide. Walmart concentrates on finding ways to lower their costs by constantly rethinking how to complete their primary and support activities to reduce costs still further while maintaining competitive levels of differentiation. Their successful supply chain management is an important way helping them to implement the cost leadership strategy. They has effective inbound logistics by using just-in-time inventory. And they have cut costs from outbound logistics by creating better fuel efficiency in their trucks, getting more pallets on a load, and decreasing empty miles driven by their trucks (Dess, 2012). Walmart also reduces costs by buying in large blocks. Technology plays a key role in Walmart’s supply chain too, it allows Walmart to accurately forecast demand, track and predict inventory levels, create highly efficient transportation routes, and manage customer relationships and service response logistics (Walmart's Keys to Successful Supply Chain Management, 2013). In conclusion, Walmart's successful overall cost leadership/differentiation strategy leads to high entry barriers for competitors. • Corporate-level Strategy The major reason behind the success of Walmart lies in the fact that the company believes and concentrates...
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...Place of work diversity states to the assortment of differences between individuals in an organization. Diversity incorporates education, background, gender, personality, cognitive style, race, organizational function, age, ethnic group, tenure. Diversity not only includes how persons identify themselves, but how they see others. Those observations affect their relations. For a wide mixture of staffs to function efficiently as an association, human resource specialists need to deal well with matters such as adaptability, change and communication. Workstation diversity is built on the old-style ideology of equal work opportunity. Though equal work opportunity concentrate on warranting that all people have right of entry to work opportunities and conditions, diversity is accommodating, receiving and appreciating the dissimilarities inherent in every single person and distinguishing the involvement that a diverse employees can make to organizational success and performance. An important feature of workstation diversity is the role that we all play to a place of work that is at liberty from harassment and discrimination. An establishment's achievement and attractiveness is determined by its capability to clasp diversity and appreciate the advantages. Organizations aggressively evaluate their management of place of work diversity, implement diversity plans, concerns and develop multiple benefits such as: Improved flexibility; Establishments hiring a diverse employees can supply...
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...Reengineering · 5 Current Organization and Workforce · 5 Reliance Upon Library of Congress Human Resources Services · 6 7 Part 1 · Strategic Alignment 7 Part 2 · Organizational Alignment and Workforce Planning 9 Part 3 · Talent 15 Part 4 · Results-Oriented Performance Culture Performance Culture 17 Part 5 · Leadership and Knowledge Management 19 Performance Measures and Evaluation 19 Appendices a: Stakeholder Roles and Responsibilities · 19 b: Implementation Framework · 21 Message from the Register of Copyrights I am pleased to present the Copyright Office Human Capital Management Plan for 2004–2008. This Plan has been developed as a companion to the Office’s Strategic Plan and links our human capital planning to the Office’s strategic policy and management objectives. It emphasizes the importance of human capital management to the successful accomplishment of our mission. In every organization, people are the most valuable resource. This is especially true at the Copyright Office, which is fortunate to have a seasoned, dedicated, and professional workforce that is customer-service oriented. The Office has a unique mission, and I am gratified when I work with staff and see their dedication and commitment to ensuring that we carry out that mission in the very best way possible. Over the last several years, the Copyright Office has been engaged in charting a clear vision and strategic outlook to help us accomplish our mission: to promote creativity by administering and sustaining an...
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...Companies ("2011 World’s Most Ethical Companies | Ethisphere™ Institute," 2011) as well as Fortune Magazine’s list “100 Best Companies to Work for” ("100 Best Companies to Work For 2011: Full list - from FORTUNE," 2011). Summary of HR policies Starbucks, the Seattle based coffee giant, claims, that working at Starbucks is like working with friends. Besides their “Special Blend” package that is offered to all employees and contains assistance for diverse problems, ranging from adoption assistance to benefits for domestic partners (which includes same sex partnerships) to child and eldercare, Starbucks embraces diversity. Starbucks Coffee Company has earned a 100% rating for the 4th consecutive year on the Human Right’s Campaign’s (HRC) Corporate Equality Index ("Career Diversity," n.d.). As a National insurance provider, Aflac is reacting to a very diverse client market with the right mix of community involvement and its mix of diverse employees and agents. Aflac states on its website that combined with their product, their diverse employee base creates the environment to assist and guide their clients to some of their most challenging moments. To further develop and enforce the organization’s diversity policies, Aflac has a diversity council in place. Aflac, for example, has the largest on-site child-care in the State of Georgia and encourages parents to take off time (Parents Time Off (PTO) Initiative) to be with their children. Through their employee training programs...
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... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 2.0 Identify the formal relationship between the employer ‘Janssen pharmaceutical’ and their employees . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 3.0 Distinguish the techniques and methods used to attain the Janssen organization goals and objectives . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . 5 4.0 Design training strategy to reinforce business strategy. . . . . . . . . . . . . . . . . . . . . . . 7 5.0 Design and implement a training needs analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 6.0 Devise methods for cross- cultural diversity management . . . . . . . . . . . . . . . . . . . . 9 7.0 Explore the use of new technologies for the development of HRM efficiency and effectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 8.0 Identify the factors that impact on HRM in global markets . . . . . . . . . . . . . . . . . . . 12 9.0 Differentiate the ways to strategically manage the HRM function . . . . . . . . . . . . . . 14 10.0 Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 References . . . . . . . ....
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...Best Practices Sherwood Manufacturing Diversity Plan Current Climate Complete annual surveys with the first survey asking employees questions such as: what is diversity, do they believe that this company exercises the use of hiring diverse employees, why or why not, what would increase productivity and more. This will give the company a starting point to start at. It seems that Sherwood Manufacturing might not have focused on all of their employees, so this will help provide the company a starting point. They should then follow up with employee surveys on a six month basis for the first year and then on an annual basis after that so that employees know that the company wants to understand the employees and what they are thinking. Timeline Next, the CEOs or management staff should develop a timeline to execute and measure the components of a diversity plan. This would also designate specific time frames to implement the plan and how often the management staff would follow up. By following up staff would be gathering feedback and making necessary changes. This timeframe will ensure that they stick with the time schedule as well as not lose track and head towards where they started, which is failure. Advisors For this company, it might not be a bad idea to hire a third party to help be an advisor to the company on how to target specific issues in the plan. You want to ensure that you have someone who has done this before. Sherwood could use a lot of help, so making...
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...the importance of human resource to administer employers relations with employees. Such human resources services involve the recruitment for a company as well as over seeing benefit and compensation packages, temporary and permanent placement of qualified workers and ensuring training and future development are observed and meet the company's qualifications. Employment policies must take into account court decisions and legislations pertaining to a wide range of issues - age, race and disability discrimination; health and safety requirements, employment security, confidentiality; and sexual harassment, to name a few. Tyson suggests that the aim of the HR strategy process is concerned with devising ways of managing people, which will assist in the achievement of organizational objectives. Within these processes HR assists management in development and implementing policies, practices and philosophies to benefit the organization. Tyson recognizes that there is a lack of importance placed on the actual process that leads to the success of organizations and therefore could be seen as changes in the policies, practices and philosophies of organizations. Kane and Stanton realize that the planning process of the human resource function is key to the challenges of the future to organizations. They also discuss the importance of developing and understanding the appropriate process for organizations to...
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...Diversity Leads To Success Diversity is an aspect of life that is almost inevitable, especially in the workplace it is growing by the numbers as years are going by. As we go on with our daily lives, people of different cultures that differ from what was once considered the typical American lifestyle more and more surround us. There are countless ways that diversity has impacted our lifestyle, by introducing the old lifestyle of living with different foods, music, and social activities that allow us to have an idea to explore how life in other countries live. Businesses are also noticing the necessity and the importance of diversity. Many have already started investing in diversity and inclusion as part of their overall management structures. To continually challenge their practice, organizations are working to make the connection between those principles and their corporate performance (American Progress, 2011). Workplace diversity refers to the variety of differences between people in an organization. That seems pretty simple enough but diversity encompasses race, gender, ethnic group, personality, age, tenure, cognitive style, education, organizational function, education, background and more. Diversity not only involves how people perceive themselves but how they perceive others whom are different than themselves. Those perceptions do affect their interactions with one another, especially in the workplace. For a wide assortment of employees to function effectively as...
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