hi all!!i need u guys 2 help me with d project on --- MANAGING WORKFORCE DIVERSITY.. I am actually clueless about the language and type of questions to b askewd although i am clear about the basic framework of d projectregards aditi
From India
From India
Hi Aditi,
Find the below an extract from Vault.com:
"Top managers often say that their company's people are its most important asset. Those who go beyond the clich? recognize that in a tight job market and a global economy a company that puts people first - regardless of their race, religion, gender, age, sexual preference, or physical disability - wins.
Being successful at creating a workforce diversity program involves attracting and retaining the highest quality individuals in the talent pool. For the HR professional it means looking beyond obvious recruitment methods and venues for good people, then learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Promoting workforce diversity is a process that takes place in many stages and on many levels. It requires HR professionals first to recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Michael Forrester, president of Cleveland-based Job Options, an online jobs board that attracts a rich demographic mix says, "If you're not reaching out to diverse groups, whether it's minorities, the visually impaired or other groups underrepresented in your work force, you're missing out on huge pockets of the talent pool." Pointing out large organization with successful diversity programs, like Federal Express and the U.S. Army, he says that with careful planning and execution any organization can recruit and retain a rainbow coalition of workers.
Recruiting a Diverse Workforce
Forrester notes that JobOptions, which has been successful at attracting a balanced gender, age, and ethnicity mix, advises HR people to market strategically to targeted communities. For example, print advertisements in minority-owned newspapers give a lot of bang to the buck, as do ads in minority trade organization publications and college newsletters. Forrester also hails the variety of opportunities created by the Internet, "As an HR professional, look at the way you're using the Internet. With the 'Net you can tap directly into communities targeted geographically, ethnically, by profession, age and gender. Allocate your advertising dollars wisely, recognizing that some of the best ad opportunities are very inexpensive," advises Forrester.
For more information on workforce diversity, kindly visit the following link:
Recruiting and Managing a Diverse Workforce: Vault People Management Career Information
Regards
Julie
From India, Hyderabad
9Find the below an extract from Vault.com:
"Top managers often say that their company's people are its most important asset. Those who go beyond the clich? recognize that in a tight job market and a global economy a company that puts people first - regardless of their race, religion, gender, age, sexual preference, or physical disability - wins.
Being successful at creating a workforce diversity program involves attracting and retaining the highest quality individuals in the talent pool. For the HR professional it means looking beyond obvious recruitment methods and venues for good people, then learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Promoting workforce diversity is a process that takes place in many stages and on many levels. It requires HR professionals first to recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
Michael Forrester, president of Cleveland-based Job Options, an online jobs board that attracts a rich demographic mix says, "If you're not reaching out to diverse groups, whether it's minorities, the visually impaired or other groups underrepresented in your work force, you're missing out on huge pockets of the talent pool." Pointing out large organization with successful diversity programs, like Federal Express and the U.S. Army, he says that with careful planning and execution any organization can recruit and retain a rainbow coalition of workers.
Recruiting a Diverse Workforce
Forrester notes that JobOptions, which has been successful at attracting a balanced gender, age, and ethnicity mix, advises HR people to market strategically to targeted communities. For example, print advertisements in minority-owned newspapers give a lot of bang to the buck, as do ads in minority trade organization publications and college newsletters. Forrester also hails the variety of opportunities created by the Internet, "As an HR professional, look at the way you're using the Internet. With the 'Net you can tap directly into communities targeted geographically, ethnically, by profession, age and gender. Allocate your advertising dollars wisely, recognizing that some of the best ad opportunities are very inexpensive," advises Forrester.
For more information on workforce diversity, kindly visit the following link:
Recruiting and Managing a Diverse Workforce: Vault People Management Career Information
Regards
Julie
From India, Hyderabad
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