Final Project Submission: Comprehensive Program Proposal Presentation

Running head: FINAL PROJECT 2

FINAL PROJECT 2

Global HR, Diversity, Risk Management, and Social Responsibility

Name

Course

Institution

Date

Diversity and Inclusion

Today, generational differences exist in the workplace as organizations need experienced people and those who have been there before are not retiring early. There are different generations working in organizations and it is not a miracle that you will find a young person being a manger to an older person. According to Knight (2014), it is easy for conflicts to arise when a millennial is managing a baby boomer because the working style of the two people are very different. It is likely that the older person will feel bad being given instructions by someone younger than them and the young person may feel insecure leading people who have more experience than them. There are cases where generational differences have led to conflicts in the workplace.

An organization will have traditionalists, baby boomers, generation Y, and millennials. The communication style of all these generations is not the same. Generation Y and millennials are used to the computer and therefore they are faster, while on the other hand, baby boomers are slow and their communication is literally reversed. HR has to understand all these in order to put across the necessary communication strategies for easy management of this diverse workforce. The first step for HR to manage a diverse workforce in to understand it. Accommodating the differences that exist in the different generations will keep employees engaged. HR has to ensure mentoring is cross-generational. This involves putting together different generations such as baby boomers and millennials to complete certain tasks together. It will allow employees the chance to work with each and understand the differences that exist between them. Consistent human resource surveys will help understand employees better and their needs. This includes ensuring there is equality across all generations so that all employees feel they are important.

Risk Management

Part of an organization’s plans include risk management and most decisions made must include exploration of risks and ways of mitigating them. HR has to do planning in an organization and this will allow the team to identify the risks involving human resources and their management. Even if the productivity of the organization is good, HR has to prepare for the risk and develop strategies to mitigate the risks and this will prevent problems such as employee turnover and ensure continued productivity. Remaining proactive in risk management ensures the organization’s productivity remains strong and remaining reactive can lead the organization into problems. According to Kraev and Tikhonov (2019), the hiring and training is the most important step for HR to mitigate some of the risks that might befall its personnel. For instance, sexual harassment is a risk that HR can mitigate by implementing anti-harassment policies which when employees violate them, they know what will happen. Racism, sexism, and other forms of discrimination can be prevented in the same way too.

Corporate Social Responsibility

In corporate social responsibility, employees are an important stakeholder, and this is why HR has to be involved in it. If the goal is to get every employee considering sustainability or corporate social responsibility across every business function, the HR function plays such a key role (Babcock, 2015). HR has the responsibility to come up with plans that aim to develop environmental and social goals that align with the financial position of the organization. The organization will have HR as a partner in working together to develop corporate values and help the organization develop corporate sustainability. It is the role of HR to create a team of employees equipped with social values that align with the general corporate goals. CSR concentrates more on how the organizations carries out its operations, and it is the workforce that does all that. HR can achieve corporate social responsibility by training employees better ways of preserving the environment such as waste and chemical disposal. They can help the organization in finding better ways of recycling. An organization’s goal is to ensure it relates well with the external community and employees can be trained to achieve this. HR has to align with operations in a sustainable manner.

HR in the Global Context

In the global context, it is the role of HR to select an appropriate person to carry out their assignments overseas. The expatriate preparation starts by choosing the right person for the task. HR starts by preparing the qualified personnel including preparation of their papers which must containing their roles and responsibilities, salary, housing, and many more. Human Resources has to carry out a survey of various components of the expatriate program and understand everything associated with it. These components include culture of a country, political and legal system, and its economic system. Understanding all these will ensure HR prepares their employees well and this will help mitigate risks.

HR has to educate and train an employee well on the country they are going to work. This would ensure the employee functions better in that country and helps achieve organizational goals. It will be easy for the employee to deal with issues like cultural differences and they will desire to learn and get new experiences.

References

Babcock, P. (2015). Accelerating HR’s Role in CSR and Sustainability. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/ethical-practice/pages/hr-role-csr-sustainability.aspx

Knight, R. (2014). GENERATIONAL ISSUES: Managing People from 5Generations. Harvard Business Review

Kraev, V. M., & Tikhonov, A. I. (2019). Risk management in human resource management. TEM Journal, 8(4), 1185.