What Are the Areas in Which HRM Can Have a Major Impact on Diversity? Essay Example

At present, the concept of diversity among the work force directly affects modern organizations. As the world embraces globalization as common culture, it could not be denied that such advancement in social camaraderie brings in several risks to operating organizations today. With diversity specifically affecting the overall operation of the business, it is evident how much human direction is needed. This is where the real worth of the HRM department comes in full control. Among the aspects of organizational operation that the HRM department gets involved with is the establishment of policies that would help employees see beyond the differences of each other and instead give importance to one particular goal that has been set for them by the organization. The work they complete for the business is a crucial source of success for the entire organization in the industry. The HRM personnel see to it that such goal is then vivid among the employees; therefore guiding them on how they should handle the difference tasks they are assigned to complete.

Another aspect to which HRM department helps in determining the relative role of diversity in the organization is the way by which they recognize the need to utilize such differences for the best cause for the business. Instead of seeing diversity as hindrance for development, HRM personnel need to find ways to make sure that the differences among employees are given focus and are illuminated as particular sources of strength as the company or the business establishes a more original stand against its competitors. This way, the HRM department is able to turn around the situation and make use of  a supposed organizational weakness as a stepping stone towards greater heights of progress.

Practically, individuals working under the HRM department are also expected to mediate when conflicts arise among highly diversified population of employees working for the business. Such mediation is accompanied by the creation of practical and ample policies that would help keep peace in the organization. True, conflicts are bound to happen; it is but human nature for individuals to clash because of their differences every now and then. While such occurrences are considered common, they should not be set aside as somewhat unimportant or unworthy of attention. Every single conflict among coworkers, no matter how simple or how small they may seem, could turn into larger issues that could create much larger conflicts if not contained immediately. In cases such as this, HRM personnel are expected to become more composed and determined to push through with the policies they have created. Most often than not, the hardest cases to crack are the ones involving ethical issues which are at some point not included in most company policies dedicated for the human resources to give attention to. When such situations occur, HRM officers need to give attention to how they use the element of personal decision and perception of the case to close the issues and move on to better stages of progress.

True, when dealing with human resources, human resource management need to know where to place themselves, how to handle themselves as they mediate between individuals having conflicts between each other. They must also be prepared to mediate between the working class and the administrators of the organization as this defines their role as managers of the primary asset of the business, the people.