Requirements in

Special Topics in
Human Resource Management

Submitted to: Dr. Esmena Javier

Submitted by:

Ronalyn E. Asi
BSBA-HRDM/ ETEEAP
Question 1.HR Management of diversity in the workplace

What is diversity in the workplace?

Workplace diversity refers to the variety of differences between individuals in an
organization. Diversity in the workplace encompasses race, gender, ethnic groups, age,
religion, sexual orientation, citizenship status, military service and mental and physical
conditions.
The role of diversity at work
Race diversity is not just a moral issue. The business case for diversity shows that
companies can benefit greatly from opting for a more diverse workplace.
Not only by simply better understanding demographic of the marketplace that they
serve, diversity in the workplace allows companies to secure a competitive advantage,
as market become increasingly global, whilst enabling them to discover untapped
opportunities in news customers and products or services.
How can HR help promote diversity?
Diversity in the workplace also gives companies the opportunity to ensure a head start
on identifying new trends by having a workforce which is representative of its customers
and it acts as a key motivating factor for staff, reducing absenteeism and low
productivity levels by creating an inclusive environment that values diversity.
HR has an important part to play in fostering and promoting diversity. Its key role in
diversity management and leadership is to create and empower an organizational
culture that fosters a respectful, inclusive environment where each employee has the
opportunity to learn, grow and contribute to the organization’s success.
How can HR Monitor diversity?
HR teams should be responsible carrying out annual monitoring and diversity audits
not only for current employees, but in recruitment for prospective employees, so the
racial profile of their organization is known and progress can be measured effectively.
Widening the talent pool through recruitment
HR teams should be committed to increasing the diversity of their workforce actively
through recruitment or development. This can be via internal or external partnerships
with schools, charities and other organizations.
Promoting diversity through mentoring
HR teams should ensure their organizations have support groups and mentoring
initiatives. Mentoring can be internal or part of a community scheme with schools or
local youth groups. Its important to foster talent early and ensure ethnic minority
individuals are aware of the right choices to make to reach their career goals.
Progression & leadership in creating diversity
HR teams should commit to initiatives that help to aid progression and leadership for
ethnic minorities. This area remains one of the most challenging for employers in the
UK and without action, ethnic minorities will continue to be under-represented at
management level. These initiatives need to ensure the organizational culture enables
talent to flourish and progress and individual’s skills and talents to be recognized and
harnessed to ensure they are reaching their full potential.
Supply Chain Diversity
HR teams should aim for good practice in supplier chain diversity in their company.
Many companies need to significantly change the way they produce goods and services
and adopt a supply chain diversity policy as part of their corporate social responsibility.

Tips for managing workplace diversity

 Prioritize communication
Policies, procedures, safety rules, etc should be designed to overcome language
and cultural beliefs.
 Treat each employee as an individual
Avoid making assumptions about employees from different backgrounds.
 Encourage employees to work in diverse groups
Diverse work teams let employees get to know and value one another on an
individual basis and help break down preconceived notions and cultural
misunderstandings.
 Base standards on objective criteria
Ensure that all employment actions , including discipline, follow this standardized
criteria to make sure each employee is treated the same.
 Be open-minded
Look for ways to incorporate a diverse range of perspectives and talents into
efforts to achieve organizational goals.
 Hiring
To build a diverse workplace, it is crucial to recruit and hire talent from a variety
of backgrounds. This requires leadership and others who make hiring decisions
to overcome bias and hire the most qualified people, to make a diverse
workplace comes in natural result.
Question 2.Innovation and Technology in HR Management

How does technology impact HR practices?

Technology changes the way HR departments contact employees, store files and
analyze employee performance.
1. Recruitment transformed by the internet
Before:
 Connecting with job seekers thru phone, face time or a letter.
Now:
 Application thru internet and email makes HR less time dealing with paper
resumes and personal calls.
Disadvantage:
 online forms have standardized format that often makes it hard to tell a
star performer from a slacker.

2. Ease of communication
HR staff find it easier to stay in touch with the rest of the company through
email, text and messaging apps.
Disadvantage:
 There’s a risk of relying too much on the technology as a time-saver.
 Information may be better off delivered to the group face to face so that
everyone can questions and hear the answer.

3. Data analysis of employee performance

Advantages:
 Technology makes it easier to gather and breakdown data on employees
to get an overall picture.
 Software programs can even take over much of the work in evaluating
employees.

4. Too much Data

HR makes more use of data collection and analysis like using of security
cameras that monitor employees.
Advantages:
 Easier to the facts behind a harassment charge or someone drinking on
the job
 Disadvantages:
 Employees might feel their privacy shrinking
 Constantly monitored can alienate employees
 HR department can end up getting more data that it can manage
 HR will misread data or make assumptions.

5. Security practices
Before:
 Securing employee records by locking a cabinet.
 HR practices have to include security for the digital data (IT matter) such
as a good firewall.
Ten innovations of HR technology
a. HR professionals are setting the pace.
With the pace of change disrupting conventional best practices most HR
professionals are eager to use the latest learning methods and
performance management tools.
b. The rise of people analytics
People analytics helps businesses uncover trends and identify potential
problems before they even happen.
c. The ever changing world of talent sourcing
By utilizing the power of technology, companies are able to connect with
potential hires all over the globe.
d. The increasing popularity of wellness apps
Businesses who use wellness apps provide their team with the tools they
need to monitor their activity levels, maintain a healthier diet, and live a
better lifestyle.
e. A noticeable shift to the cloud
Utilizing the power and convenience of cloud-based servers is a great
way to obtain information at work, home, play and even on vacation.

f. Intelligent self-service tools like case management

Tools that make things like case management, employee
communications and help desk interactions easier are highly desirable in
the world of small businesses.
g. The new age of corporate learning tools
These modern learning aids are interactive and some are even based in
virtual reality.
h. Smarter recruitment tools
Many companies are using new technologies such as applicant tracking
software to automate high value recruitment.
i. Video conferencing is a great way to connect remote workers
 With the power of this technology, businesses with remote workforces are
able to connect with their workers on a personal level.

j. Using intelligent apps

These apps are used to do everything from attracting talent to monitor
employee performance.

6 technological trends that redefine human resource management

a) Big data powers organizations
Big data gives HR managers a fact-based view of the current workforce and
helps them to identify emerging trends.

b) Mobile apps are the future

Trend of creating applications that streamlines the basis HR functionality
continues to evolve. Mobile apps have become essential for every application
that a company develops.

c) Social media – a powerful tool

Around a quarter of employers are using social media channels like
facebook and LinkedIn to recruit staff. HR departments use social media not
only for recruitment and also for employee engagement.

d) Cloud technology and SaaS

With the advent of cloud technologies, all the information such as documents
and other pertinent information can be easily accessed online.
Examples of cloud-hosted HR related applications
 BambooHR (help HR professionals track applicants, onboard new hires)
 LinkedIn recruiting service (help recruiter find candidates easily)
 Lucidchart (use to create organizational chart and mind mapping)
 Google docs (makes data collection easier)
 Google forms (allows HR departments to send every employee a
question and response form with questions)

e) Bring your own technology

It has been found out that employees are better able to balance their personal
and professional lives when they use their own devices for completing work
tasks.
f) Wearable technology
Wearable devices can make employees stay connected and improve time
management.
 How to manage the millennials?

Who are millennials?

Referred to generation born between 1980 and 2000. Millennials as a whole do
possess characteristics and motivations that differ significantly from earlier generations
in regards to the workplace. To get the best from their millennials employees, managers
must understand this and adapt their management style accordingly.

Nine tips for managing millennials

1. Provide opportunities for learning and development

Junior millennials (born in the 90’s) have grown up in a culture of immediacy
surrounded by stimuli. They are impatient , eager for new experiences, and
they thrive on short term goals with visible results.
Managers must help identify opportunities to develop news skills.

EXAMPLE: Frequently assigning new and different projects or temporary

positions within the same company.

2. Offer a balance between personal and professional

life
Experts multitaskers, today’s constantly connected
young workers expect flexibility and autonomy in their work. They do
not want to be tied to an eight –hour office schedule: they do not share
previous generation’s elevated view of in-person collaboration, or of
marathon work sessions within the confines of an office. They just care about
results.

3. Money isn’t everything

It is not that millennials do not understand the value of money. It’s just not
their primary motivation.
What they value most?

 Attractiveness of the work itself

 Mobility (both geographical and between assignments
  The opportunity to meet people and network
 Relaxed atmosphere.
Millennials are also ambitious. They may not aspire to have many direct
reports or a particular job title but interested in reaching executive position where they
have an impact on the world.
4. Make way for improvement
Millennials characteristics:
 Make decisions more autonomously than their predecessors
 They don’t fear change
 They will look for an exit if they cannot identify a clear purpose of their
work , do not see development opportunities, unbalance work and
personal life or don’t have good relationship with superior

5. Be mentors, not bosses

Millennials approach to superiors:
 Lack respect for traditional structures of authority.
 Do not respond well to rigid protocols or display of power
How to handle?
Managers should take care to avoid setting themselves up as role
model of flexing their authority. They should earn the respect of millennials
through the professional prestige and consistency of their actions. Not trough
some innate sense of respect for the established hierarchy or obedience of
authority.
6. Create a strong company culture
Millennials employees are attracted to companies with a strong culture and
values that are in line with their own ideas and lifestyle. If the company
culture is not consistent, they will quickly notice and seriously reconsider
whether they will stay with the organization.

How to handle?
Make them feel what they do is worthwhile and has a meaning beyond
making money. Motivate them by being part of something important that
positively affects their environment.
7. Recognize their need for recognition
Some of millennial’s distinctive features:
 The need for other’s approval
 Addicted to recognition
 How to handle?
Recognize their well-being and appreciate their work performance whether
trough social media which for them is a number one tool to protect themselves.

8. Take the good with the bad

Their inclination to publicly promote themselves, and their natural ability to
build images and stories from their own personal and professional life
experiences has made hem a powerful vehicle for marketing and
communication.
It can be very effective to identify social leaders among millennial employees
and turn them into brand ambassadors.

How to make it happen?

Include them in employer branding activities or internal focus groups, taking
them to job fairs, or making them spokespersons for the company on social media, for
example.

9. Don’t disconnect the digital natives

Junior millennials are very adept at technology. They simply cannot conceive
of an unconnected life: so much so that up to 56% of millennials would turn
down a job that denied them access to social media.

How to handle?
Companies should not hinder the use of technology and social media. Managers
from previous generations stand to learn more about he world we live in and tto make
better decisions accordingly.
 Inverse mentoring programs could help older employees learn from millennials
technological skills.
 The evaluation of new purchases and technological developments could also
benefit from this tech-savvy generation.

Some weaknesses of millennials

 Impatience
Millennials are no expert of waiting. They are spoiled with fast internet
connection, instant download, and real-time apps.
How to deal with it?
 Upgrade your system. It will be good for the overall productivity.
  Adopt the mindset to embrace the technology as it advances.
 Commitment-phobia
They focus more on their personal development. They want to be at a place
where they can grow. If you don’t give them the chance to grow, they will leave
for a place that does.
How to deal with it?
 Companies should start focusing on the reasons why millennials leave
and work from there.
 Build a culture that reflects what millennials value
 Constant feedback transparency, flexibility and work-life balance.

 Short attention span
Millennials have their attention span shortened by their desire to check their
facebook and twitter all the time. Internet provide millennials with a lot of
information. The mind learns to multitask and scan data instead of going deeply
into things. It affects the ability to learn the depth and stick with goals.

 Strong sense of entitlement

Millennials want constant and instant compliments and gratitude. They ask for
flexible working time. They rather work from home. They demand fewer hours
and more work-life balance.

Management style to handle millennials

 Help them learn

Allow them the time to learn new skills. Provide them the resources they need to
learn. Give them advice on skill-related courses that they can register. Connect
them with experts in the field.

 Be approachable
Let it be known that you are open for their ideas. Remove physical obstacles for
communication. Sharing an open office with Gen Y employees is a good start.

 Be a role model
Millennials are known for their civic mind and their liberal attitude towards
authority and hierarchy. Forcing an authority on them won’t keep them engaged.
A better approach is to become their mentor, their friend and their role model.
REFERENCES
https://hr.berkeley .edu/hr-network / central-guide-managing –hr/managing –hr/
interaction/diversity
https://www.peoplescout.com/insights/managing-diversity-in-workplace
https: www.forbes .com/ sites/iese/2016/09/08/ managing millennials-nine tips/
https:// small business.chron.com/ technology –impact-hr- practices-37912.html
https://www.successperformancesolutions.com/hr-technology-ten-innovations-in-2018
https://finance online.com/6-technological-trends-redefine-human-resource-
management