Global HR, Diversity, Risk Management, and Social Responsibility
Global HR, Diversity, Risk Management, and Social Responsibility
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Diversity and inclusion
Diversity in a workplace can exist in many forms, so the inclusion of all categories is fundamental for its growth. For example, there exists diversity in the generations that make up the workforce. These generations can be classified into five categories according to their age groups. The generations include; generation z, who were born between 1997 and 2012. This generation was raised in the current technological era and is referred to as digital natives who view smartphones and other personal devices as essential. The second generations are the millennial who were born between 1981 and 1996. This generation began working in the recession period, which affected their long-term career goals. They are more oriented with internet communications than the previous generations. They adopt new advances in technology faster than earlier generations and believe that instant messaging is more efficient than physical delivery Global HR, Diversity, Risk Management, and Social Responsibility.
Generation x is the third group, and they were born between 1965 and 1980 (Clark, 2017). This generation enjoyed the accessibility of knowledge and are generally more educated than their predecessors. The generation placed high emphasis on education as a form of status in society and personal achievement. The fourth-generation was referred to as baby boomers born after the conclusion of the second up to 1964. This generation is linked with a strong work ethic, and they like their work to have a target, which is a motivating factor. They began working before the computer era but could utilize them for work-related tasks (Clark, 2017). The last group is the silent generation, born between 1928 and 1945, making them the workforce’s oldest group. They are not technologically versatile because they began their careers before the technological era. Due to living through many economic struggles, they have sound financial practices.
As illustrated above, the diverse groups have many differences that need to be addressed to create harmony in their duties. There are strategies an organization can implement to address the differences (Clark, 2017). The strategies include building collaborative relationships to combine their skills for more efficiency. Management should create room for cross-generational mentoring so that the retiring generation can leave behind valuable practices. Human resource needs to consider the life paths of all generations for purposes of incentives. Since human resource is responsible or handling staff in a department they are charged with identifying the different age groups and find a way to combine their strengths for more efficient production. Human resource should also constantly monitor the implementations to ensure they are working as intended or make necessary adjustments.
Human resource management is a crucial entity in an organization because it helps manage the workforce and maintain a good relationship with their clients. The employee handbook can be proactive in mitigating risk in an organization if its activities are applied accordingly. The employee handbook orients recruit into the organization’s culture to adapt the values unique to the organization. By teaching the organization values to new employees, they ensure that they do not perform activities that expose the company to liabilities (Hersch, 2018) Global HR, Diversity, Risk Management, and Social Responsibility. The handbook further explains what the company expects from them during their tenure at the firm. It explains the communication patterns that the company uses should the employee have any issues.
Once employees have guidelines for the business’s smooth running, the company remains key to risk management. There is a process of managing risk that is universal and effective because it helps the company assess the risk to determine if they are willing to face it (Badran, 2019). The five steps include identifying, analyzing, evaluating, and then treating the risk accordingly in favor of the company’s future. After the risk is assessed and addressed, human resource is tasked with monitoring the progress made a choice. The human resource department manages the workforce to conduct business in favor of the decision, which creates the company culture.
A prevalent risk associated with the workforce is related to a company’s sexual harassment policy, which is set up to protect both the victim and the company. If a company is faced with a legal incident of sexual harassment, they are likely to register steep financial costs to resolve the case. Therefore the risk is assessed and addressed using the employee handbook to ensure they understand how to avoid the financial risk associated with sexual harassment.
Corporate social responsibility
With globalization, a company is exposed to diversity and the elements that accompany said diversities. Companies with branches worldwide have a central human resource team tasked to maintain appropriate corporate and social responsibility. Human resource teams research programs that are socially accepted in all the countries where the company has branches and at the same time fit with the needs of the company to maintain relations in all the host countries. Apart from formulating a corporate social responsibility plan, they are also tasked with maintaining it to adjust to the world’s dynamic nature.
Since each society has its own unique cultures, a company needs to be socially aware of the social activities conducted by the natives and learn to integrate their business practices with theirs. Human resource adopts a good corporate social responsibility using various globally accepted practices. For example, an organization can implement green practices in their business to ensure they reduce their carbon footprint in all their branches (De Stefano, 2018). They can also adopt beneficial cultural practices to be welcomed in foreign nations. With each level of triumph, international organizations should make it a point to celebrate the continued success to ensure the locals feel as though they are a part of the process. The human resource department should include corporate social responsibility in their employee handbook to ensure it becomes a culture the organization practices.
HR in a global context
With the expansion in businesses globally, employees are assigned international assignments to offer their much-needed expertise. The transition from one country to another can be challenging for both the company and the employee. However, human resources can apply some strategies to facilitate a smooth transition to the host nation. The strategies are geared to ensuring the employee accomplished their assignment (Miller, 2017). For the business, they have to identify the need for the international job, and then they will decide who is best suited to handle the assignment. Subsequently, the company will acquire necessary travel documents for the expatriate while preparing them for the assignment.
The chosen expatriate also needs to put their affairs in order in preparation for the assignment. For instance, the expatriate needs to involve their family to prepare them psychologically for the period they will be away. The expatriate needs to understand how they will fit in the work team abroad to comprehend the role they are expected to play when they arrive. The expatriate also needs to revise if the managers have taken all necessary measures to ensure the assignment’s success. The employee needs to conduct in-depth studies about the organization they have been assigned to, which will help them understand the business values practiced. Finally, the expatriate should familiarize themselves with the laws of the host nation.
Human resource management has a broad perspective, especially in a time where businesses have become globalized. Most businesses have restructured their internal human resource practices to accommodate conflict of interest globally to reduce their risk exposure. With the expansion, businesses have employed a diverse workforce that has different capabilities. The human resource departments are responsible for determining how they should manage each employee group for effective results. An effective human resource department is directly related to the effective relation of the company with its environments.
Badran, N., & Maayouf, M. (2019). Does SHRM Body of Competency and Knowledge behavioral competencies be beneficial for Hotel HR Managers? The Case of Cairo Five-Star Hotels. International Journal of Heritage, Tourism and Hospitality, 13(2), 299-313.
Clark, K. R. (2017). Managing multiple generations in the workplace. Radiologic Technology, 88(4), 379-396.
De Stefano, F., Bagdadli, S., & Camuffo, A. (2018). The HR role in corporate social responsibility and sustainability: A boundary‐shifting literature review. Human Resource Management, 57(2), 549-566 Global HR, Diversity, Risk Management, and Social Responsibility.
Hersch, J. (2018). Valuing the risk of workplace sexual harassment. Journal of Risk and Uncertainty, 57(2), 111-131.
Miller, M. (2017). Human Resource Management.