This website uses cookies to ensure you have the best experience. Learn more

Diverse Recruitment In Organisations Essay

2082 words - 9 pages

P1 Into
The only thing we all have in common, is that we are different. GLobalisation has been sweeping the world since the early 1990s. The rise of technology has allowed us to connect with people all over the world. In leaps and bounds, technology has brought everyone on earth closer, creating a global village, where you can speak to someone through a computer, instantaneously, as if you were face to face with them. Populations have begun to diversify, as travel is easier and many people are branching our of their home nation. The effect of globalisation has no bounds, it has changed how we live, and it has definitely changed the way we operate in organisations. Toda y’s workplace has ...view middle of the document...

The cost of recruitment, and the value lost through voluntary turnover are some of the reasons why organisations wish to retain their diverse team members. Finally retaining these culturally diverse team members is paramount to the success of all the described programs in this essay that organizations can undertake. All of these reasons, techniques and practices lead to an organization improving themselves from the inside out, ultimately benefitting the organisation and its members.

P2 - Recruitment - Why

Recruiting the right people for an organisation is one of the methods of organisations improving themselves from the inside out.

People no longer remain insular in their lives, we travel, we are exposed to other cultures on a daily basis through technology and diversifying populations. Globalisation has opened up a global workforce for organisations to tap into and harness. However, this also acts as a doubled edged sword, as globalisation also opens up new sources of competition to the organisation. Organisations are no longer limited by geography, multinational teams in organisations have created a twenty-four hour work process.

One other outlook on this argument is defined by Barney and Wright (1998), in order for organisations to stay competitive, it must create value, remain hard to imitate and appear rare. (Barney and Wright 1998). Cultural diversity provides us with a team that can be difficult to imitate and rare. Human capital is an organisations most important and most expensive asset. Creating a higher calibre of that asset can work wonders for the organisation.
A team made up of woman, age-diverse and multi-ethnic members would be a dream team for organisations. It brings in many aspects and the amount of perspectives that this unit could create are endless. This value can not be imitated, proving that human capital is a business's most important asset, and that a diverse team can multiply this benefit, manifold.

To stay competitive in the current business climate, organisations have seen the need to diversify their workforce. Mazur (2010) claims that diversity has the potential of yielding greater productivity and competitive advantages. Diverse members of the organisation bring to the table different ways of communicating, different ways of conducting business, but more importantly, they bring about different ways of thinking, which is where the benefits of diversity lye.
Hopkins believes that along with these, they will bring many more job relevant factors to the organisation, such as values, languages, skills, attitudes, and communication styles. All of these factors are critical to an organisations success, these valuable skills bring fresh ideas and new points of views to organisations, boosting creativity, and ultimately the allow an organisation to avoid stagnation of ideas and work processes, which can cripple an organisation. In addition, a diverse team opens up the organisation to creativity, and it also...

Find Another Essay On Diverse recruitment in organisations

Managing Diversity Essay

2843 words - 11 pages behind why diversity is important and its benefits to organisations will be analysed in the first part of this essay by discussing the advantages and disadvantages of a diverse workforce. The second part of the essay will focus on the methods of attracting, selecting and retaining diverse employees. This will include a brief mention of aspects of job analysis and design, various recruitment methods as well as methods of retaining culturally and

Please discuss how the concepts of ‘person-job fit’ and ‘person-organisation fit’ can inform a recruitment strategy

917 words - 4 pages organisations - money. The result of many recruitment strategies is often a ‘subjective fit’, governed less by informed consideration and more by choice (Carless, 2005). Job seekers should therefore also adopt “fit-based job search strategies” in which they obtain and evaluate information about organisations that will enable them to find and choose one that is a good fit (Saks, Ashforth, 1997). Works Cited Anonymous, (2013). Human

Please discuss how the concepts of ‘person-job fit’ and ‘person-organisation fit’ can inform a recruitment strategy

932 words - 4 pages organisations - money. The result of many recruitment strategies is often a ‘subjective fit’, governed less by informed consideration and more by choice (Carless, 2005). Job seekers should therefore also adopt “fit-based job search strategies” in which they obtain and evaluate information about organisations that will enable them to find and choose one that is a good fit (Saks, Ashforth, 1997). Works Cited Anonymous, (2013). Human

Managing labour turnover and Equal employment opportunity

3872 words - 15 pages businesses (Nankervis et al 2005). Workers of the future need the skills to create and manage their own work, to work within organisations and to help create their futures through innovation and a global mindset. The new challenges for any organisation is to manage the knowledge capital of the workforce, the workplace in terms of health & environmental issues, new jobs designed to focus on the diverse workplace, to make full use of advance technology

Critically evaluate the links between employees training and development and company's performance

3679 words - 15 pages organisation to maximise her ROI (Nankervis et al 2002).There should be diverse training needs in organisations because of different sectoral groupings. Training needs should be diverse and not seen as a singular element. T and D needs should be done is such a manner that organisations should identify the competencies needed in the job, select training programs to suit individual employee development to meet the strategic objectives of

Psychology of Terrorist Group Recruitment

2143 words - 9 pages audience where a large proportion of the population is likely to accept the message advanced by the terror group organization. Generally the classification of the recruitment techniques discussed is important for two main reasons. The first is that appreciating the necessity, variety and utility of the diverse recruitment strategies helps in creating understanding of the effort made in the recruitment process (Miller, 2013). This will lead

Human resource management. Topic on recruitment and selection

4343 words - 17 pages to the discussion of our extensive findings. The project then concludes with our recommendations to organisations which we believe would assist them greatly in innovating their recruitment and selection process.Review of the literatureThere are many academic articles dealing with the subject of recruitment and selection, which highlight a range of different topics in this area, such as:•Attracting excellent recruits.•How to combat

Why Human Capital So Vital To Organisation

3096 words - 13 pages bring positive effect such as, accomplish goals and objectives (e.g. profits, high turnover in sales), reduce high cost in labour turn over, more productive, capable to market to a diverse customer base, and achieve greater organisational loyalty, creativity, innovation, flexibility and most importantly increase reputation of the organisation(Kezar, 2002).Organisations with good reputation in fostering human capital will have the best chance of

Recruitment and Selection - HRM

4967 words - 20 pages reflected in planning of skill and competence.' Resource planning considers approaches that are best suited to the organisations goal, for M&S they should execute internal resourcing, which seeks those from within the organisation to see if their skill match to the organisation new requirements. For M&S it would be best to recruitment internally, with large organisations promoting internally eliminates additional training proposes

Resource and talent management

938 words - 4 pages Assessment Centres: A Justification It may be surprising to learn that Assessment Centres have been used in various guises Since the mid-1950s, it may also be surprising to see an ever increasing number of organisations adapting or developing Assessment centres to recruit new employees, but should it be? CIPD reported as far back as 2003 (CIPD, 2003) that 47.5% of organisations that took part in its survey used Assessment Centres for selection

Discuss the similarities and differences between the business case for equal opportunities and diversity?

1777 words - 7 pages The main focus of this essay is to discuss the similarities and differences between the business case for equal opportunities and diversity. In order to do this I will be defining the meaning of equal opportunities and diversity, the benefits and costs of equal opportunities and diversity, with examples of approaches UK organisations use towards equal opportunities and diversity. Finally I will be discussing the similarities and differences

Similar Essays

The Importance Of Diversity In An Organization

517 words - 3 pages In the essay the importance of diversity in organisations will be highlighted and it will be argued that organisations can implement specific practices to attract, select and retain culturally and demographically diverse employees. The following articles summarise this argument. The increasing number of diverse employees in organisations can be attributed to globalisation (Richard 2001). Managing diversity successfully requires organisations to

Managing Human Resources Recruitment And Selection Process Mgmt 206 Assignment

1177 words - 5 pages organisation, Human resource management is essential for an efficient and effective recruitment and selection process. It is This report mainly discussed about recruitment and selection issues in an organisation human resource department. An efficient and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect the organisation`s positive image and can contribute to its growth. Careful and

Managing Diversity In New Zealand Essay

2461 words - 10 pages dimensions of race, ethnicity, gender, sexual orientation, age, religious or political beliefs, and physical abilities (Albrecht, 2001). This means the workplace population is no longer traditionally homogeneous, but increasingly heterogeneous. In doing so, the flexibility of NZ to adapt with a progressively global, diverse, heterogenic, and shifting labour market, commands diversity of thinking, perspective, and behaviour from organisations (eHow

Are Diverse Teams Really More Creative And Effective Or Do They Simply Invite More Conflict? Explain

648 words - 3 pages backgrounds, members in the diverse teams will take long time to discuss issues and spend more time to make a decision. As Kravitz (2005, pi) discussed if organisations want to use creative and effective diverse teams to achieve high performance, they should know how to lead a diverse team; how to create diverse team effectiveness and avoid diverse team conflict. Kreitner and Kinicki (2007, p345) said that "anyone contemplating the use of team