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Workforce Diversity

• Diversity: Gender, Age, Qualifications, Skills, Language, Religion, Geography, Nationality, Experience, Nature of
engagement, level of engagement, etc.

• Planning for Diversity: Nature of Business, Challenges, Complexity, need for diversity, advantages or disadvantages of
diversity for the business, ease of having & managing diversity. Depend on Business Strategy & aligned HR Strategy.
Diversity can be planned in Short Term or Long Term basis, based on the organizational needs.

• Dimensions of Diversity: Gender, Age, Religion, Geography, Nationality, Geography, Skills, Education, nature of
engagement, period of engagement, qualifications, etc.

• Diversity Policies : Diversity & Inclusion Policy, Domestic Policy, International Policy

• Valuing Diversity in Organizations: Diversity can be an internal strength or weakness. It can be an external
opportunity or threat. All depend on how an organization look at it. Diversity brings in variety, it encourage &
promote diverse views & opinions, it help explore multiple angles & perspectives to solve problems collectively, it
strengthen organization culture. Diversity when planned & managed well help align employees fruitfully & engage
them constructively. Managers need to be trained in managing diversity in their teams to start with & at Organization
level over the period. The organizational approach to deal with the diversity has to be consistent end to end to reap
its real benefits.

• Gender Diversity & Inclusion - Legislation, Statutory Compliances, Global Corporate Governance rules
• Corporate Initiatives on Gender Diversity: Increasing trend on % female employees inclusion across levels, Minimum
one female member on Board of Directors, Female employees being introduced on shop-floor & labour intensive
units, all female employees run plant & offices, all female employees police stations, etc. Increasing spend on
providing flexible working hours for female employees, mandatory transport & creche facilities for female
employees, Second Career Schemes for female employees.

• Organizational Strategies for promoting Diversity: No discrimination on any account during recruitment & selection,
Equal Employment Opportunities Strategy, Strategy to have certain percentage of female employees in workforce,
Strategy to deploy diverse workgroup, Strategy to job rotate & transfer employees across global operations or across
cross-functional departments to consciously build & nurture diversity.

• Diversity Awareness Training: Gender Diversity Training, Cross-cultural sensitivity training in MNC work
environment & especially for Expats. Diversity Training as a part of Induction Training. Diversity Training as a
mandatory input for Leadership Development & Organization Development training interventions. Executive
Coaching on Diversity & Inclusion Training.

• Inclusion & Diversity as a Systematic Change Management initiative: Example Hero MotoCorp Ltd

• Future of Diversity: All Gender neutral policies catching up globally ( inclusion of LGBT Community being legalised).
HR Policies to be flexible & adaptable to include all and ahs to be gender neutral – equal employment opportunities.
Technology in Human Resources
• Technology in Human Resources : Human Resources Information System - an Integrated approach of managing
human resources through robust, well integrated IT enabled system.

• Need: Ease of Management, real time data accessibility & decision making, power of data analytics & decision
support system, empowerment of Managers on employee decisions, effective use of HR data for effective talent
management across talent life cycle.

• Applications: Talent Acquisition ( Recruitment, Selection, Campus, On Boarding), Talent Development (Learning
Management System, E-Learning, Cloud based learning), Talent Performance Management System (Goals setting, on
going performance reviews & annual appraisals, post appraisal decisions), talent engagement ( Hyphen, Employee
Engagement Surveys, Engagement on line systems, Social media based engagement analytics, etc), Talent Career
Development (Assessment & Development Centres), Compensation & Benefits administration, Payroll Management,
International HRIS Management ( NA, EU, APAC, Africa, SA, Australia)

• SAP HR, SAP HR Success Factors, People Soft, Oracle HR, MS Excel Based internally designed & developed system

• Need for HRIS, Business Case, Blueprint, Master Plan, HRIS Task Force, Budgetary allocation, Project Plan, Execution
of Plan, Periodic Reviews, Milestone based implementation, on going feedback & review based mid course
corrections, pilot testing & pilot implementation, communication & change management, wide spread execution,
Help Desk Management, smooth transition as a change management program.
Introduction to Analytics
• Introduction to Analytics

• Business Analytics

• Need for Business Analytics

• Applications of Analytics in Business

• Introduction to HR Analytics

• HR Analytics & People Strategy

• Becoming a persuasive HR function

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