9-1 Final Project Submission: Strategic HR Plan

Final Project Milestone Three: Global Human Resource, Diversity, Risk Management, and Social Responsibility

    Precious Teasley

                            Southern New Hampshire University

           OL-600 Strategic Human Resource Management .

                      Professor William Modis

                                       July 30,2021

Final Project Milestone Three: Global Human Resource, Diversity, Risk Management, and Social Responsibility

The current paper investigates and presents a report on human resource management from a global perspective, risk management, social responsibilities, and diversity as human management practices in organizations.

Global Human Resource

Managing employees in a global context is not a walk in the park as many people or HR managers may think. The practice begins with selecting the right people for the job in a complex and multicultural labor environment. Therefore, human resource managers in this area need to have cultural competency since they will have to prepare and deal with employees from different cultures (Bailey et al., 2018). HR has to research to understand critical elements important to the program's success the organization is hoping to implement. It is therefore essential for the HR managers in this area to understand different dynamics such as the culture, political, economic, legal, and social setting of the country they are assigned in. understanding these factors will enhance relationship formation, collaboration, effective communication, and interaction hence promoting success (Storey, 2016).

Similarly, HR in a global context has to assess other factors such as intellectual capacity or the country, education system, and work-related behaviors of the people to prepare employees effectively. This may call for rolling out cross-cultural training programs, providing sufficient information about the country employees will be deployed in, and imparting employees with social and interaction skills (Newstrom et al., 1993). Implementing such activities will help the employees understand the new country's culture, develop positive cultural and social skills, and increase their level of interaction with the people in the new working environment hence success.

Diversity

One of the primary functions of the HR department is to handle employees in the organization. Given the recent trends in globalization, diversity is a significant issue that HR has to deal with in organizations today (Storey, 2016). Diversity of the employees is a considerable challenge today, and HR professionals have to devise ways to deal with diversity and inclusivity. To attain this goal, HR managers have to understand their communication behaviors. Younger employees are likely to communicate or receive a message differently compared to older employees. Therefore, it is the role of HR to ensure that it develops an inclusive communication plan to reach its diverse workforce population.

Similarly, HR has to develop an effective plan to ensure that changes in the company are received positively (Newstrom et al., 1993). Generation Y and X perceive change differently. While generation Y sees changes to enhance their career and profession, generation X is resistant to change. It is the role of HR to ensure that change management plan is inclusive of the diverse workforce.

Risk Management

Risk management involves the process of identifying, assessing, analyzing, and prioritizing organizational risks. The human resource department must deviate between what is happening and what is occurring in the organization. It is the role of HR to identify issues that pose risks to the production process and correct them (Bailey et al., 2018). This can be done by defining the risks associated with human capital and implement a well-planned communication strategy that will ensure that the entire staff is notified of the risks and the plans to eliminate them. Involving the whole staff and departments will ensure that all risks are identified, and people are given responsibilities to manage the identified risks. Risks associated with human capital can be solved through training and professional development programs. Therefore, human resources play an essential role in managing risks in the organization (Newstrom et al., 1993). The department plan and control situations that involve human resources, which may negatively impact organizational productivity. Once risk is identified and plans to improve in lowering are in place, organizations would experience better morale, lower misunderstanding between staff, and enhance workplace productivity.

Social Responsibility

The role of human resources in the corporate social responsibility perspective is significant and cannot be undermined. HR helps the organization plan how the organization will build and maintain a better environment and achieve its social goals while also considering the need for the company to make profits (Bailey et al., 2018). In this perspective, human resource acts as a partner with the organization to identify and enforce corporate values and goals that expose the organization's positive image in public. It is involved in building a value-oriented workforce culture that supports the organization's corporate social responsibility goals. The department is involved in providing training programs to employees on the best environmental conservation practices that reduce operational impacts of the organization on the environment. Training employees and encouraging them to identify and initiate programs that promote effective waste management and pollution reduction (Newstrom et al., 1993).

Similarly, the department trains employees on the best relationship skills to easily interact with the people in the community when implementing corporate social initiatives in society. In this way, HR is directly involved in developing its corporate social responsibility strategy and ensuring that it is effectively implemented to achieve its set goals (Storey, 2016). In many cases, the HR functions are designed to align with the needs of the internal and external stakeholders. For this reason, HR is at the center of any successful CSR strategy or program implementation.

References

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.

Newstrom, J. W., Davis, K., & Pierce, J. L. (1993). Organizational behavior: Human behavior at work.

Storey, J. (2016). Human resource management. Edward Elgar Publishing Limited.