4 questions total...... Please list what sources are used! Thank you!!!! Diversi

Question

4 questions total...... Please list what sources are used! Thank you!!!!

Diversity and Inclusion: Explain generational differences within the workplace, and describe appropriate strategies for managing a diverse workforce.

Risk Management: Determine appropriate proactive HR activities and policies for mitigating risk, and explain how these strategies can be used within the organization.

Corporate Social Responsibility: Describe HR’s role in creating a culture of social responsibility within the organization and the organization’s community.

HR in the Global Context: Determine appropriate strategies for properly preparing employees for an expatriate assignment, and explain how these

approaches ensure ongoing engagement.

Explanation / Answer

Diversity and Inclusion:

Managing different kinds of people is one of the most common challenge for an organization. These differences can be of communication skills, technical skills, their adaption to change, etc. There are various ways by which managers can manage the diverse workforce in their organization. These are listed below:

1-Mix the project teams: Mixing the team if diverse people can actually help them to gel up with other people. They will not feel ignored. It will also help the managers to build the team, which will result in improving problem-solving techniques.

2-Let new people lead the team: It will help the new people to mix up with the team and be more confident. This may help them display their own skills and techniques.

Risk Management:

Risks are inevitable for any organization. These may be handled well by the HR personnel within the organization. For HR, people are the biggest source of risk for the organization. The HR activities and policies for mitigating risk are:

1-The first thing for HR to do is writing the job description. When the HR analysis a job, he may be able find a suitable person and that will reduce the possibility of hiring of a person who is not eligible.

2-Hiring is another step after job description, in which job should be described to the hired candidate properly, so that he may be able to relate with the organization and perform his job with efficiency.

3-Next step is orientation and training of the selected employee. In orientation, the employee is made aware of the companies' policies, history and his personality, skills, etc. will be developed by the training.

Risk decisions can be carried out by selecting correct people for the organization. Contingency planning is also one of the most important factor to reduce risks.

Corporate Social Responsibility:

HR plays an important role in the organization's success. It ensures that a company adopts coporate social responsibility. HR must promote to follow green practices like recycle cans, bottles and paper in office. People should collect food, clothes, etc. for the victims of natural disasters. Encourage employees to reduce energy consumpltion. HR can implement reward programs for employees following social responsibility to recognize their efforts within the organization.

HR in the Global Context:

There are various strategies by which employees can be prepared for an expatriate assignment:

1-A study needs to be understaken to check what is happening with expatriate preparation as well as to determine the best practices for expatriate preparation.

2-Selecting the right candidate for the assignment. Also to ensure that the person has the ability of work internationally.

3-Employees needs to be trained for the assessment. Training will help the employee to grasp more knowledge and perform well in the assessment.

4-A meeting between the expat and the manager is an important discussion to grasp organization knowledge.

With these four approaches, the employee will be able to prepare himself for the expatriate assignment and he will be able to perform well. These will also help in grooming the personality and organizational skills of the employee.

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