Nationality Diversity and Firm Performance †MyAssignmenthelp.com

Question: Discuss about the Nationality Diversity and Firm Performance. Answer: Introduction: Recently, I am working with a multinational organization as a human resource manager. My job responsibilities include; setting up employee benefits and performance appraisals, maximizing the opportunities and others. In any company, a human resource manager plays a major role in binding the staff members together. In my office, I undertake several activities to strengthen the bonds among the staff members and manage the employee relations. In addition to this, organizing get together and small gatherings is also a part of my job duties. It is beneficial for the office environment, as it plays a major role in building up the employee relations (Bach, 2012). Human resource management is often linked with employee relations. The term refers to the management of human resources of an organization. The department is concerned with the management of the people within organizations by focusing on their systems and strategies. The human resource department is being designed in order to maximize the performance of the employees, which in turn benefits the company. The department of human resource is hugely responsible for designing employee benefits, performance appraisal, recruitment of the candidates, employee training programs and their development as well, maintaining industrial relations and others. It mainly focuses on maximizing the productivity of the employees. The human resource professionals are responsible for managing any organizations human capital by implementing policies and procedures. They specialize on training, recruiting and selection of the candidates, designing employee benefits and relations. In the early twentieth century, human resource was a product of human relations movement. Initially, it was dominated by works like payroll as well as benefits administration. However, due to globalization and technological advances, the human resource department now focuses on initiatives like talent management, industrial relations, labor relations, diversity, mergers and acquisitions and more. Efficient and effective human resource managers can benefit any company to a huge extent. In small companies or start ups, trained and experienced professionals may perform the duties of the human resource department. In bigger companies, there is an entire group who performs the duties and responsibilities of the human resource management team. Human resource departments make sure that the organizational teams are functioning well. Moreover, with the competitive environment, the organizations are becoming more diverse. The human resource management team must ensure that the organization have diversity policies and procedures. The department of human resource strives to offer better benefits to the workers, therefore, reducing the risks in business (Beardwell Thompson, 2014). Employee relations help in maintaining good relations with the staff members, which reduces workplace conflicts, increases overall productivity and raises staff morale. There are various ways of improving the relations and help in making the workplace more constructive and efficient. Improving communication among the members can prove beneficial for the company. Moreover, it is important to encourage and motivate the staff members to voice their opinion, whenever necessary. It helps in reducing the conflicts among the members and raises productivity as well. In addition to this, gathering feedback from the employees regarding the workplace environment as well as interacting with them can raise the workplace morale and improve relations (Bell, 2013). An organization is going to implement diversity in their policies. In order to implement it, developing a plan or strategy is highly required. Firstly, the organizational leader must make relevant decisions before imposing any rules or regulations. Existing employees may not be comfortable with the new set of rules. Therefore, the planning must be done strategically. Diversity trainings or programs must be conducted, in order to make them aware of the issues. Secondly, the plans and policies must comply with the legislative requirements. Thirdly, while communicating with the staff members, it is to be kept in mind that the organizational leader sounds supportive. The staff members must be encouraged to voice their opinion fearlessly, in a professional manner. Fourthly, the problems must be identified and proper plans must be implemented in order to deal with them (Chelladurai Kerwin, 2017). Diverse culture in any organization brings in high values and it is a reflection of the changing marketplace. However, after gathering data and feedback, it is seen that the issues can be improved more. Proper diversity trainings must be conducted in the organizations to make the existing employees aware of the issues. If any employee faces any issue he/she must feel free to communicate his/her problems to the higher authority. In addition to this, he/she can take legal actions against the organization. The employees mindset of, we have always done it in this way, needs to be changed. It is high time organizations take diverse work groups seriously (Deyoe Fox, 2012). Furthermore, arranging events and social gatherings will help the employees open up. They must be given the opportunity to speak their heart out and voice their opinions on such occasions. It is to be kept in mind that their feedback is highly beneficial for the companys success. Organizations must promote diversity in the workplaces. Interactive sessions must be conducted as it helps in knowing the staff members better, their wishes, choice and demands. Valuing their opinions also make them feel that they are an important part of the organization. Therefore, the management team needs to be more cautious regarding such issues and workplace bullying must never be encouraged (Hamilton Webster, 2015). Diverse workforce is responsible for bringing in high values to the organization. In todays competitive environment, a diverse number of employees are seen as a reflection of the changing world. Diversity can be integrated into the workplace by providing the existing employees with diversity trainings and mentoring programs. In my workplace, diversity trainings are being provided to the employees in order to accept it in the workplace policies. Moreover, the managers and supervisors are also very cooperative in terms of diversity management. There does not exist any stereotypes or discrimination, which helps in maintaining a safe and friendly workplace environment (Pieterse, Van Knippenberg Van Dierendonck, 2013). In order to deal with workplace conflicts the management team first needs to talk to the person who is involved with this. It is important to focus on their behaviors as well as events and not on the personalities. The management team must listen to the issues carefully, without interrupting. He/she needs to point out the areas of agreement or disagreement, while prioritizing the conflict areas at the same time. After hearing from them, he/she needs to chalk out a plan for working on the conflict and follow through the plan. He/she can also take legal actions, if necessary. In addition to this, the management team must set up a conflict resolution method. This includes; arbitration, conciliation, mediation, negotiation, collaborative law, conflict resolution, dispute resolution, lawyer supported mediation and others (Van Dooren, Bouckaert Halligan, 2015). Knowledge Activity Preparing employment records. Hiring, promoting, transferring and terminating employees. Training and development. Interviewing applicants and implementing new recruiting strategies (Hamilton Webster, 2015). It is very crucial to understand industrial agreements as it can affect the workplace in a huge way. The industrial agreement is a formal document that consists of specific terms, which is lodged formally by the authority. It is an agreement which can be inconsistent at times. However, specific documents need to be finished before lodging an industrial agreement. Failing to do so can cause severe penalties to the organization. Employees must be provided with specific documents in order to make them become aware of their rights before entering any organization. Such agreements help in outlining the terms and conditions of the workplaces and make them clear to the employees. The industrial agreement is not applicable on the awards and remuneration of the employees. However, the basic pay rate mentioned in the agreement will not be less. There award system may modify on the basis of their skills and abilities. The registered agreements are applicable until they are replaced or terminated. If the employees are not provided with proper awards and recognitions, it may mar the progress of the organization and also hamper its business structure. Employees must be protected from unlawful or unfair means of termination. They must be provided with workplace safety and security and it is the duty of the organization to ensure the wellbeing of both the employer and employee. The industrial agreements are made between employers and employees along with the chosen representatives. The industrial agreements include several matters like; safe employee conditions, working hours, overtime benefits, pay rates, consultative mechanisms, dispute or conflict resolution procedures and wage deductions for any purpose which is authorized by the employee. Unlawful or unfair contents must not be included like; objectionable or discriminatory terms. The workplace safety procedures totally depend on the organizations environment and their legal systems. If any organization lacks strategies and policies, employees will not feel safe working with that company. Therefore, industrial agreements must be made on the basis of these factors; otherwise, it may affect the workplace (Van Dooren, Bouckaert Halligan, 2015). Customer satisfaction and ensuring delivery of good quality products within the delivery time: Product Manager. Selecting, recruiting and hiring functions: Human resource manager. Product management, quality check and record keeping: Senior manager (Olanipekun, Xia Nguyen, 2017). The organizations department of human resource will be responsible for designing employee benefits, performance appraisal, recruitment of the candidates, employee training programs and their development as well, maintaining industrial relations and others. It will focus on maximizing the productivity of the employees. The human resource professionals must be responsible for managing any organizations human capital by implementing policies and procedures. They should specialize on training, recruiting and selection of the candidates, designing employee benefits and relations. Effective and efficient human resource management can benefit the company on a long run. The team must be able to provide the new employees with proper trainings and induction. The department of human resource must make sure that the organizational teams are functioning well. It is the duty and the responsibility of the team to check the employees are working by maintaining a well balanced life. The department of human resource strives to offer better benefits to the workers, therefore, reducing the risks in business. Moreover, with the competitive environment, the organizations are becoming more diverse. The human resource management team must ensure that the organization have diversity policies and procedures. If the company lacks diversity policies, the human resource department must implement new strategies and plans for the organizations benefits (Pieterse, Van Knippenberg Van Dierendonck, 2013). The organization has been able to provide its employees with a balanced professional and personal life. The employers provides with several benefits in order to reduce the stress factor. The project managers play a major role in this to let the employees have a balanced life. Firstly, it is very crucial to maintain a structural consistency inside the organization. The employees are less nervous if the organization is consistent in nature and they know what to expect. A steady as well as reliable working environment helps in reducing the stress of the employees and in turn makes them feel like home. Secondly, the employers can offer them with several opportunities related to community engagement. This is another way of connecting the dots between the working time and out of work time. This helps in engaging the employees to activities which are meaningful as well as beneficial. For examples; fun activities between work, getting involved into community causes and others. This will benefit the employees to a huge extent and increase their productivity. At times, the employees must be given early paid leave as an incentive to spend time with their families. Moreover, company must organize parties or gatherings and invite the employees family members too. Thirdly, every individual has a bad day; therefore, they must be given some lone time or personal space, before engaging into work. The organization must have a quiet space for the employees so that they can take a break when required. The space must be clean and free of companys materials and items. It should be filled with flowers and plants, comfortable seating arrangements, soft music or light materials for reading. This would make the employee feel better in a homely environment. The space should be filled with silence, so that the employee can spend some time with himself/herself. Fourthly, the organizations must have flexible schedule. In case of any emergency, the employee must be given full right to schedule their time as per their choice. The organization can however ask the employees to make up the deficiency later. For instance; if an employees family member is sick, he/she can be given the opportunity of working from home or may be he/she can go to office in the weekend and make up for the lost time. In such ways, an employee will never have the fear of losing wages at times of emergency and at the same time the companys deadlines will be met (Olanipekun, Xia Nguyen, 2017). Five external organizational support services for the employees: Counseling and support. Online services. Trauma response. Financial assistance. Legal assistance. Five internal organizational support services for the employees: On site counseling assistance. Advices related to industrial matters. Expert advice and support to deal with sensitive workplace issues. Workplace rehabilitation. Organizational advice (Pollitt, 2013). The performance measurement is referred to the results as well as their outcomes, which are obtained from the processes, services and products permitting evaluation as well as comparison relative to the goals, past results, standards and others. It can be expressed in terms of finance as well as non finance. It helps in creating and managing the key performance indicators and stimulates the most apt behavior. Successful measurement helps in providing an unbiased performance assessment which leads to the success of the business. The organization needs a balanced measurement generic measurement factors in order to prevent delay in delivery and sacrificing quality. The performance metrics is used by the organization as a part of performance measurement, which gives desired results. The behaviors of the consumers are also tracked in order to get benefitted (Nielsen Nielsen, 2013). The organization provides its employees with work health and safety policies. The organizations workplace creates a safe and secured work environment for the employees. It contributes in the long term benefit of the business. Workplace safety helps in retaining the staffs and maximizes productivity. The organization assesses the risks as well as implements various measures in order to control them. It ensures safe handling of substances and goods. It provides the employees with insurance policies and workers compensation. In addition to this, the organization provides equal rights to everyone, irrespective of their culture, race, sex, diversity, gender and other factors. There are strict laws against discrimination and workplace bullying. Strict actions are taken against those who perform such offences. Anti discrimination laws help in focusing on the protection of the individuals from any kind of harassment (Ireland, Hoskisson Hitt, 2012). Staff development strategies include; Skill assessment plans: This includes some skill tests like personality ability tests, aptitude tests, face to face interview and others. Training and development: Proper trainings and mentoring programs must be offered to the employees on a daily basis. Resources: The employees must be offered with resources like books, software programs, videos and others in their spare time, which will help them enhance their skills and abilities. Leadership: Effective leadership helps the new employees enhance their skills. Trainers: Professional and certified trainers helps the new employees develop their skills and abilities (Kumar et al., 2012). Unfair dismissal occurs at times, when the organization dismisses their employees in an unjustified manner or unreasonable way. There are no such rules which exist in our organization. The company on terminating employees, provide with valid reasons so that the dismissal is justified. Employees can apply for unfair dismissal and take legal actions for this. However, the employees need to serve the company for at least six months before applying for unfair dismissal. Small businesses have a different policy here; they can apply only if they are employed for at least one year. Our organization has a strict Fair Work Act, which protects the employees from unlawful termination (Hentschel et al., 2013) The management is highly responsible for the maintenance of discipline within the organization and ensuring that adequate disciplinary rules are available. The management team must take the initiative of establishing these rules. Moreover, the team needs to take care that the rules are fully effective and efficient. The team is responsible for providing the employees with a fair and safe environment. Therefore, the teams aim must be securing the employees unfair dismissals by introducing new set of rules and regulations. If the employees feel that they are being treated badly, they can file a complaint against this to the management team in the stage one. However, if the management fails to take actions against this, the employees can move to the stage two. In stage two, the employee can move to the next stage, that is complaining to the human resource management team and frankly share his issues. If the human resource manager fails to resolve his/her queries, the employee can now move to the last and final stage. In this fourth stage, the employee can take help of the third party, that is labor union, representatives and others, for resolving his issue. Furthermore, if any unfair dismissal or termination occurs, the employee can even take legal actions. Therefore, the management team must take care of such issues in order to stop employee exploitation and unfair termination (Deyoe Fox, 2012). Performance Activity Diversity: Diversity can be integrated into the workplace by providing the existing employees with diversity trainings and mentoring programs. Recruitment: On the basis of skills and abilities of the employees. Induction: Sessions must include trainings and mentoring for staff development. Training and development: Proper trainings and mentoring programs must be offered to the employees on a daily basis by professional and certified trainers. Performance management: Managers must promote strategies for improving their employees performance. They must work together to review and assess their issues in order to create a better environment (Anitha, 2014). Risks Identification: Conflicts between workers, discrimination, workplace bullying, unfair dismissal and others. Risk Management Strategies: Handling the issues in an effective manner, implementing diversity in the policies, legal procedures and actions (Girling, 2013). Negotiating awards and contracts: In any workplace negotiating awards, agreements and contracts are all done by the human resource department based on the skills and abilities of the employees. It motivates the employees to work better and contributes to the organizations productivity and growth. References Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management. Bach, S. (2012). Performance management.Managing Human Resources: Human Resource Management in Transition, 219-242. Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Bell, N. (2013). Experimental evidence on the relationship between public service motivation and job performance.Public Administration Review,73(1), 143-153. Chelladurai, P., Kerwin, S. (2017).Human resource management in sport and recreation. Human Kinetics. Deyoe, R. H., Fox, T. L. (2012). 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