Assignment
Module 2 - Home
Embracing Diversity Management and Strategies for Retaining Top Talent
Modular Learning Outcomes
Upon successful completion of this module, the student will be able to satisfy the following outcomes:
Case
Evaluate the importance of HR managers and professionals understanding and embracing diversity management.
SLP
Explain the importance of retaining top talent.
Discussion
Discuss the needs of HRM in a multinational organization.
Module Overview
This module will focus on strategies for retention.
Module 2 - Background
Embracing Diversity Management and Strategies for Retaining Top Talent
Required Reading
Labedz, Chester S and Berry, Gregory R. (2013).Emerging Systemic-Structural Threats to Workforce Diversity: Beyond Inadequate Agency. Journal of Organisation Transformation & Social Change, ISSN 1477-9633, 11/2013, Volume 10, Issue 3, pp. 218 - 237.
Martín Alcázar, Fernando and Romero Fernández, Pedro Miguel. (2013). Workforce diversity in strategic human resource management: a critical review of the literature and implications for future research. Cross cultural management, ISSN 1352-7606, 2013, Volume 20, Issue 1, pp. 39 - 49.
C.W. Von Bergen; Barlow Soper; John A. Parnell.(2005). Workforce diversity and organisational performance. Equal Opportunities International, ISSN 0261-0159, 2005, Volume 24, Issue 3/4, pp. 1 - 16
Iverson, Kathleen. (2000). Managing for effective workforce diversity. Cornell Hotel and Restaurant Administration Quarterly, ISSN 0010-8804, 2000, Volume 41, Issue 2, pp. 31 - 38.
Pope, Mark. (2012). Embracing and harnessing diversity in the US workforce: what have we learned? International Journal for Educational and Vocational Guidance, ISSN 0251-2513, 03/2012, Volume 12, Issue 1, pp. 17 - 30
Brannick, Joan. (2001). SEVEN SRATEGIES FOR RETAINING TOP TALENT. Journal of Business Strategy, ISSN 0275-6668, 2001, Volume 22, Issue 4, pp. 28 - 31.
Morgan, Howard J. (2008). I hired you, you're perfect ... now stay! (the top ten list for retaining top talent). Business Strategy Series, ISSN 1751-5637, 2008, Volume 9, Issue 3, pp. 119 - 125.
Ricker France, Debra and Leahy, Marilyn.(2009). Attracting, developing and retaining talent.Research technology management, ISSN 0895-6308, 2009, Volume 52, Issue 6, pp. 33 - 44.
Day, N.E., & Greene, P.G. (2009).A case for sexual orientation diversity management in small and large organizations. Human Resource Management, 47(3), 637-654. Retrieved on March 15, 2011 from https://www.shrm.org/Education/hreducation/Documents/47-3%20Day%20et%20al.pdf
Green, K.A., Lopez, M., &Kepner, K. (2009). Diversity in the workplace: Benefits, challenges, and the required managerial tools. Retrieved on March 15, 2011 from https://edis.ifas.ufl.edu/hr022
Module 2 - Case
Embracing Diversity Management and Strategies for Retaining Top Talent
Case Assignment
Individuals in the workforce are from different generations and have varying lifestyles that can range from smokers to nonsmokers to individuals with differing sexual orientations. With organizations becoming more diverse, it is crucial for HR professionals to treat all employees equally and to promote a safe environment for all employees. By treating employees equally, a culture of egalitarianism is created and employees feel more comfortable and are able to focus on their work tasks as oppose to being judged, singled-out, or stereotyped. Furthermore, HR professionals should consider the many benefits (added value) of hiring individuals with differing lifestyles because external customers also have differing lifestyles and thus feel more comfortable when interacting with a diverse workforce. Through trainings, HR professionals can spread awareness regarding the importance of diversity. Thus, human resource professionals are responsible for staffing, recruiting, and training individuals with differing lifestyles. One aspect of a thriving employment brand is the recruitment of individuals with differing lifestyles.
Then, drawing on the material in the background readings and doing additional research, please prepare a 4-5 page paper (not including the cover and reference pages) in which you:
Analyze the importance of having individuals with varying lifestyles in the workforce from a human resource professional perspective and discuss strategies for selecting and recruiting a diverse group of individuals with differing lifestyles in the workforce.
Identify different strategies for retaining individuals with differing lifestyles in the workforce.
What trainings could you provide?
Discuss the idea of needing to "treat all employees equally." What exactly is it that HRM/management needs to do? How do human resource professionals "treat employees equally" when their situations are so different? (e.g., consider the Golden Rule).
Assignment Expectations
Your paper will be evaluated on the following points:
Precision - Does the paper address the question(s) or task(s)?
Clarity - Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?
Breadth - Is the full breadth of the subject addressed?
Depth - Does the paper address the topic in sufficient depth?
Grammar, spelling and vocabulary - Is the paper written well - is the grammar, spelling, and vocabulary suitable to graduate level work?
Referencing (citations and references) - Does the paper use citations and quotation marks when appropriate?
Critical thinking - Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?
Module 2 - SLP
Embracing Diversity Management and Strategies for Retaining Top Talent
Retaining Top Talent
Organizations will always have some employees who are overachievers or "A" players. Thus, it becomes important for HR managers and professionals to retain their top talent. Many organizations mainly focus their efforts on developing their bottom 10% of employees instead of focusing on retaining their top 10% of employees. Some managers provide incentives such as merit pay for their top employees but at times that is not sufficient. For some employees, pay is not a significant factor when evaluating job satisfaction levels. For others, pay is a significant factor when evaluating job satisfaction levels. Nevertheless, when dealing with top talent, it is important to focus efforts on re-recruiting this elite group, re-engaging this unique group, and re-energizing this vital group. As mentioned above, re-recruiting is a strategic HR process that identifies top performers so that management can engage them in a conversation about their needs and desires, and then entice them to recommit to the company in the same way they were persuaded to join it in the first place. Re-engagement is the act of getting employees to feel connected to, and enthusiastic about their jobs. Employees are more likely to feel engaged when they have a solid relationship with managers and a belief in leaders. Re-energizing employees is a strategic process that provides a meaningful purpose for one's service and dedication to an organization. This process rejuvenates employees from a physical, emotional, mental, and spiritual perspective. The following figure illustrates the three mechanisms for retaining top talent.
Retaining Top Talent Diagram
Assignment
Discuss specific strategies for retaining top talent. Of the three mechanisms, which is the most important? Justify your response. Which strategies have you used in the workforce? If you were to create your own model for retaining top talent, what would it look like? Explain in detail your model and why it is more effective than the model mentioned in this module.
SLP Assignment Expectations
Your paper should be short (2-3 pages, not including the cover sheet, and references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.
As we become ever more global in operations and organizations. We are increasingly having to address the needs of HRM on an international, national, and regional level within the organization.
Please complete the following for this Discussion:
Locate a credible scholarly or professional resource that addresses the needs of HRM in a multinational organization. Provide a summary analysis of this article regarding the concepts that this organization is using and its effectiveness. Please substantiate your perspectives through the use of internal and external resources of the course materials.
Additional Key Elements of the Assignment:
Your Initial Post should occur in a timely manner (by the third day of the module for full timeliness points). Include the original questions along with your initial, informative post. Support your post with information from at least one reference and provide complete source information (so that your peers can find the article if they wish). Bring in your own personal experiences, as applicable.
Your Subsequent Posts: Read through responses by peers and post responses to at least two classmates' posts. Bring in ideas/comments and/or research not mentioned yet.
Remember-To receive full credit in this forum, you need to post a minimum of three quality posts (your own initial post, and responses to two classmates). Only one outside source is needed (in the initial post). But in any post, if you borrow ideas/information from other authors, give them credit for their work.