One of the most significant objectives organisations may have today is ensuring diversity in the workplace. Therefore, the HR manager’s function from this perspective is avoiding possible discrimination and hiring individuals of all cultural and ethnic backgrounds. In addition, it is crucial to establish age diversity in the workplace, too, by offering jobs to individuals from various age groups. Managing diversity in an organisation is vital because it fosters sharing of ideas, improves retention, and increase productivity among employees.
To manage diversity in the workplace, HR managers should be aware of the diversity of the population of the country where the company operates. For instance, if a country has a high degree of diversity, the HR department should preserve around the same level of diversity in the workplace as well. HR managers have a crucial role in avoiding biases and prejudices while hiring individuals. The other function of HR managers from the perspective of ensuring diversity is implementing diversity-related training sessions. Such events are crucial for eliminating possible discrimination among employees and helping them to understand the differences between co-workers and their benefits. Finally, the HR department should encourage interaction among employees and place individuals from diverse cultural backgrounds in one team to foster improved decision-making processes.
It is vital to mention that the role of HR managers from the perspectives of diversity management has changed over the past years. Before the era of globalisation, diversity was not such an acute issue in society, which means that the HR departments did not concentrate on its preservation as much as they do today. However, currently, diversity management is one of the priorities in the company as it is highly beneficial for the working environment and the well-being of employees.
The second objective of the organisation is to enhance employee participation and dedication. HR managers can contribute to achieving this goal significantly, as they can enhance the workers’ loyalty to the company. They can do so by asking employees to provide feedback on existing policies or the company’s operations and implement personal and group discussions to assure the staff members that their opinions are important. Moreover, they can design reward systems for employees and encourage them to engage in friendly competitions. HR managers may also be responsible for setting attainable goals and developing incentives for team members. Finally, they can address the value of employees’ work for the company during regular meetings, showing them that their dedication is highly significant. It is possible to say that the roles of HR managers from this perspective have not evolved in the organisation significantly, as it has always been important for the firm to preserve a high level of employee participation. However, the approaches of the HR department are different compared to several decades ago because the incentives for employees have shifted from primarily financial ones to the ones related to the overall working environment and available benefits.
Finally, another objective of the organisation is improving its performance by 15% within the next nine months. HR managers’ role in achieving this goal can be to evaluate employees’ performance using the evaluation tools presented below. In addition, the HR department may hold regular personal and group discussions, highlighting the strong points of team members’ performance and outlining the weak ones. HR managers can also fire the employees that yield significant losses to the company and hire professionals that may improve its performance. The role of HR managers has evolved slightly, as their functions involve not only improving the company’s performance but also analysing the problems that lead to a decrease in efficiency.