Greetings Javairia:
Thank you for your thread on the challenges that Human Resource Development (HRD)
within your organization. “HRD seeks to develop people’s knowledge, expertise, productivity,
and satisfaction whether for personal or group/team gain, or for the benefit of an organization,
community, nation, or ultimately, the whole of humanity” (Werner & DeSimone, 2012, p. 4).
HRD is in the business of having a successful business that thrives to build an organization that
is focused on the goals of their said organization.
Taylor (2016), suggest that her organization will be faced with the challenge of diversity
soon. This will indeed be a challenge, that her HRD must face head on in concerning the
necessities that are required when they are ready begin diversifying. They should ensure that
their old and new employees are on one accord within their working departments. Many of the
HRD challenges confronting HRD arise from this lack of unity (Khoury & McNally, 2016, p.
718}. It is a that Taylor organization must ensure that they have in place their micro and macro
changes to effectively improve their organization as a whole when they are diversifying (Werner
& DeSimone, 2012). In facilitating this change Taylor’s organization should acquire and hire a
professional such as a change agent. The change agent will point them in the right direction and
they will make sure that all managers are advised accordingly to guarantee that their desired
result is accomplished.
According to Werner & DeSimone, (2012), when HRD managers are able to effectively
manage diversity within their organization, changes are that they will be on fortunes magazines,
list of the best 100 companies. “Diversity, whether it be racial, aging, gender, or cultural, will
impact the outcome of an organization” (Taylor, 2016). When diversity is done right within an
organization it is recognized because it is sending a clear message that everyone is important, no
matter their race, religion, and or age. Several organizations may say that they practice equal
opportunity employment, however, the proof is within their stats of diversity within their
organization. It not only hiring individuals to meet the employment quota of one’s head count of
who is working within your organization, it’s about truly owning it and allowing for growth for
the overall moral / values of the organization.
Conclusion
“Human resource development (HRD) practitioners should adopt an expansive definition
of HRD which include the design and implementation of developmental interventions for an
increasingly diverse workforce” (Haynes & Alagaraja, 2016, p. 69). Diversity will continue to
make a significance difference within the work place. When we look how far we as a people
have come from gender and race, we have come a long way. Women from homemakers to
running their firms, we can now find Men that are content with being homemakers and Obama
with being the first black President. Diversity is a necessity if organizations are to be successful.
References
Haynes, R., & Alagaraja, M. (2016). On the discourse of affirmative action and reservation in the
united states and india: Clarifying HRD’s role in fostering global diversity. Advances in
Developing Human Resources, 18(1), 69-87. doi:10.1177/1523422315619141
Khoury, G. C., & McNally, B. (2016). The importance of fostering alignment to ensure
sustainable nation building: The role of HRD in large palestinian organizations. Journal
of Management Development, 35(6), 718-734. doi:10.1108/JMD-12-2015-0175
Werner, J., & DeSimone, R. (2012). Human resource development (6th ed.). Mason, OH:
Thomson-Southwestern. ISBN: 9780538480994.
