BUS 5511 HUMAN RESOURCE MANAGEMENT

Written Assignment Unit 6

Case Study
Submit a paper which is about 4-pages in length, exclusive of the reference page, and
double-spaced. The paper should cite sources independent of the textbooks using APA
format.

You have been hired by a company to help them diversify their workforce -- your choose the
type of company. Write a proposal to present to the Senior Management staff that
addresses how to begin this diversification. Assume the business that has hired you is
committed to training and education of people who have the talent, but may need some
professional development, coaching, mentoring, etc. The CEO and Vice President for
Human Resources have met with you and made it clear that diversity of all types is
important, including cultural, gender and sexual orientation; they believe in inclusivity in the
broadest of terms.

This company is looking for a proposal that is integrated into all key functions of the
organization, including, Recruitment and Selection; Training and Development; Pay and
Incentives; Performance Management and Appraisal; and anything else appropriate to the
type of organization you choose. You should consider the geographic region where the
company is located and the demographics of the people who live nearby. Along with
proposal include recommendations for policies and procedures that need to be considered
as part of this effort.

The choice of business is yours, your paper should include start with a brief description of
the business and where it is located.

Assessment Criteria

 Description of business and geographic location is included and provides enough

detail to set the stage for the rest of the proposal
 Paper includes a description of the overall plan for diversification that makes sense
given the business itself and where it is located
 Paper includes proposal for recruitment and selection of employees
 Paper includes proposal for training and professional development
 Paper includes proposal for restructuring pay and incentives
 Paper includes proposal for performance management and appraisal
 Paper includes recommendations for policies and procedures that need to be added,
updated or changed
 Writing Organization
 Use of Research and References

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 Abstract

Understanding diversity is very important. If understood well, knowing about diversity helps to

understand how others feel. Used in a business context, it enables an organization to face many

problems and become more successful financially.

Keywords: HR, diversity, inclusion, understanding

The organization we have chosen is a new company that provides expertise in search marketing

solutions for organizations around the world including website promotion, online advertising and

engine optimization techniques. research to improve the positioning of its customers in search

engines.

They cater to the higher education market, including colleges, universities and vocational

education institutions. They are in Chicago, Illinois. We would write a proposal as follows:

A. Inclusive and climate culture from top to bottom

1. Reduce silos between departments so staff can work collaboratively to provide high

quality customer service: Provide opportunities for staff to work together on meaningful

interdepartmental projects. Organize interactive meetings involving all staff, at least once

a year. Organize other meetings that focus on themes or topics of interest to all staff.

2. Put in place an improvement written communication that would help improve a common

organizational culture. Create broader communications that engage staff. To establish an

interactive online presence, use social media tools and ensure that communications are

provided in many languages.

3. Develop awareness of cultural sensitivity and diversity. Develop training sessions related

to working with a diverse clientele, working with a diverse staff and strengthening cultural

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 skills. Work with Employee Resource Groups (ERGs) on the best staff engagement

practices. Communicate ERG information to staff.

4. Strive to continually improve surveys. Create and implement an organizational climate

survey for all employees. Create action plans to answer survey questions that have

negative answers (Reyes, n.d.).

B. Recruitment and job branding

Recruit diverse, talented and qualified staff.

1. Create job descriptions that provide opportunities for a larger pool of qualified

candidates. Revise and review job descriptions, removing any written or implied bias.

Work with union representatives to develop a process for reviewing union positions.

Drive a policy to ensure that all search and postings plans for non-union positions are

reviewed by the Vice President of Human Resources and his direct reports

2. Work with Human Resources and ERGs to gain support to attract a larger pool of

applicants. Translate job postings into multiple languages. Collaborate with human

resources to improve military recruiting. Participate in job fairs with human resources.

Attend ERG meetings and present job offers

3. Establish an interview framework involving a diverse committee which should include

staff who will work closely with the position. Put in the research guidelines and

describe the interview process. Review the requirements with the selection team and

all interviewees. Hiring managers should submit a brief report outlining the reasons

candidates are not being hired

4. Examine the onboarding processes. Build rules that immerse new and promoted staff

members approximately 6 months after starting the new role. Consider assigning

mentors to listen to them twice a week. Develop all existing processes and training

already provided by the organization (Reyes, n.d.).

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 C. Training and skills development

Create short and long-term training and development goals; improve the customer communication

skills and responsiveness; provide more integrated teams and services; and empower employees

to succeed.

1. Create continuing education opportunities. Collaborate with human resources to adopt

managerial skills across the organization. Explore opportunities for apprentices and

internship programs. Develop a mentoring program

2. Establish service standards for the organization. Communicate the standards of service

to be adopted by all ministries. Create cross-training opportunities

3. Communicate to staff about the diversity initiative and get feedback. To discuss the

diversity initiative during service staff meetings

4. Collaborate with human resources to develop personalized training for hiring

managers and staff related to cultural competence and potential for unconscious bias.

Put in place a training opportunities procedure for hiring managers and those

responsible for writing job descriptions (Reyes, n.d.).

D. Engage leaders and establish measures of progress

Develop keys indicators that would measure the progress of the diversity and inclusion plan.

1. Develop standardized criteria to measure progress on diversity and inclusion in all

departments. Work with human resources to review performance indicators for each

department within the organization (e.g. demographics; diversity-focused training,

including cultural competencies; other activities included in the diversity plan and

inclusion). Regularly share data and track progress with staff (perhaps quarterly)

2. Make diversity one of the key success factors. Create a standing group as a Diversity

Working Group that will manage diversity efforts across the organization

3. Look at the makeup of the organization. The management team will review the

organizational makeup twice a year (Reyes, n.d.).

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 In conclusion, understanding diversity is very important. If understood well, knowing about

diversity helps to understand how others feel. Used in a business context, it enables an

organization to face many problems and to be more successful financially.

References

Reyes, K. (n.d.). Developing a Strategic Inclusion & Diversity Action Plan: Lessons Learned from

Research & Practice. Retrieved from

https://www.sreb.org/sites/main/files/fileattachments/diversity_and_inclusion_webinar.pdf

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