Introduction
The aim of the report is to discuss the future of HRM in the in organization in terms of diversity, inclusion and equality. The objective of this report is to discuss the current scenario of the organization’s HRM policies and practices that are prevailing in the organization. Moreover, the discussion is done on the organizational HRM advantages and limitations that the policies are facing. In this report, the discussion is done on the meaning of workplace EDI and its relevance to the organization, the role of HR in designing, implementing and managing a successful EDI strategy, role of the CHRO, CEO and CFO in driving EDI in the workplace, changes and challenges related to EDI that HR professionals and recommendations on how HR professionals can address the changes. Moreover, the discussion is done on personal reflection related to the HRM policies are also discussed here.
Background of the study
Aldrich and Pullman, (2019) describe that maintaining the workplace protocol helps the organization to meet its goal and the role of HRM in this process is very significant. Human resource is the practice of hiring developing, recruiting and managing the organization’s employees As opined by Barney and Wright, (1998) human resources are a firm’s most significant asset and it can be said that human resources are known to gain a competitive advantage for the organization. The benefits of using Equality, Diversity and Inclusion in the development of the future of HRM practices help to develop the work culture and working environment. This helps the employee to feel a sense of belonging, and safety that empowers productivity of the employee.
The future of the organization depends on the organization’s human resources which need to follow some characteristics. The organizational HRM need to be people-oriented that is it to be employee-oriented helps them to understand the employee’s need and requirement and it helps them to meet their satisfaction which increases their productivity. Amazon has got the title of the top employer of 2023 in EU for their better work environment and excellent policies of HRM and the people practice in the workplace in entire Europe (Aboutamazon.eu, 2023). The organization is known for their prestigious human resource management, opportunities for professional development and employee program.
Therefore the organization has to become very effective in making human resource policies and practices so that it can prove as the most valuable part of the organization. Proper delivery and promotion of EDI in the workplace as it has become a necessary requirement of the good management of organizational people.
Figure 1: HRM revenue in UK
(Source: Statista.com, 2023)
In UK by 2022 the staffing market was worth £325 billion which was more than the previous year (Statista.com, 2023). The study discusses that the future of human resources is in the growth stage and the organization must keep in mind that to ensure that human resource policies must be very efficient as they are the key to the success of the organization. The organizational general theme of HR on 2023 is employee-centric work.
Discussion
The meaning of workplace EDI and its relevance to organizations
A study by Benschop et al. (2015) defines that diversity in the human resource practices like training, networking and mentoring in the organization can sometimes become a challenge for the organization to maintain. Therefore it creates an impact on the organization’s performance end can create a negative impact on eth image of the organization. The study also defines the diverse organization practices used to target “the other” organizational employer to get the required task done whereas the majority of the employee is being left out. To make the future of HRM policies the organization considers some scopes of human resources. The organization must make policies for employee selection and recruitment, training and development of the employee, management of the organization employee management and other. The organization’s HRM policies must be very effective and simple which can motivate the organization’s employees to deal with and maintain the workplace environment.
Bernstein et al. (2020) opined that in order to facilitate inclusion in the organization various types of exclusionary dynamics like communication apprehension, self-segregation and other factors need to be overcome. The study also describes that adopting the skill development and cognitive process and adopting positive interaction can facilitate the future scope of the organizational human resource process. An effective EDI strategy can go above legal compliances and it is known to take various intersectional approaches that add value to the organization. It can improve the equality and well-being of the organizational employees which help the organization to get a proper work culture and a good work experience for the employee. This can create a scope for the HRM policies and practices for therein future development to become a successful asset of the organization.
“The Equality Act, 2010, part 2 chapter 1” describes that the act is made to give equal rights to all in respect of age, gender, age, disability, race, religion and other factors (Legislation.gov.uk, 2010). The act helps the employee to get equal right in the organization and it also improves the performance of human resource policies and practices The Equality Act help the organization to frame human resource policies in study and way that they can execute the equal right to all, employee in the organization. This law helps the organization to maintain Equality, Diversity and Inclusion inside the organization. This helps the employees to work satisfactorily in the organization and add value to the organization.
By 2019, 47% of the largest organization in the world revealed that they had taken steps to develop the HRM system that help to gain a brand image in the marketplace and it help them to get a competitive advantage too (Statista.com, 2022). The organization need to develop the policies more in order to get the organizational human practice to get the success in the organization. An organization like Unilever use to consider the EDI policies that help them to gain the positive work culture and effective employees in the organization (Unilever.com, 2023). Unilever use to take approaches to create scale to reach the business goals and create a good impact on the workplace.
The role of HR in designing, implementing and managing a successful EDI strategy
Workplace inclusion, diversity and equality are the effective strategies that help the organization meet eth organizational business objectives (Cipd.co.uk, 2023). The use of the EDI strategy helps the organization to get the rationale of the topic and the strategic steps help the organization to manage and implement the successful “EDI storey” that helps them to get an effective selection, retention of an employee, recruitment, training and effective communication in the workplace. This helps the organization to manage employee productivity and makes the future development of human resource policies.
Diversity at work practice defines the solution for changing inclusion and it connects with the people of the organization that help them to get the expected outcome from them (Ferdman and Deane, 2014). Human resource policies can help the organization to develop [p eth organizational objectives and implement the EDI strategy in the organization. The HRM team need to ensure the organization takes the approach to EDI strategy that helps them to avoid the pitfall that led to years of a narrow focus on Equality, Diversity and Inclusion.
The role of HR in the implementation of EDI in organizational practice has become a significant factor for organization. The HRM needs to take the necessary stem to promote equality in the organization and it can create a different effect on the organization’s human resource practices (Cuéllar-Molina et al. 2019). The human resource team needs to play a key role in the development of the organizational growth and development that help them to manage and led the employees in the organization effectively. Equality in the organization provides the opportunity to grow, learn and give an indivisible contribution to the company.
Gomez and Bernet, (2019) define that diversity promotes the performance outcome of the organization and help the sustainable growth of the organization. Organizations like Tesco use to give importance in the development of quality and inclusion in the workplace to maintain the workplace culture in the organization (Tescoplc.com, 2023). The human resource team of the organization pays an important role in the development of the organization’s culture and employee satisfaction is they people’s consent in the organization.
The organization’s human resource is an important aspect of the organization that is in the role of the development of the organization’s impact in the market palace. The HRM of an organization play an important role in the growth of the organization and it help the spread of equality and diversity that helps the employee to become satisfied.
Role of CHRO, CEO and CFO in driving the EDI in the organisational working place
The CHRO is one of the essential parts of an organisation that makes effective decisions for the organisation in order to build efficient EDI in the working place of the organisation. As depicted by Shubiak (2020), the organisational culture changes in the organisation could be done with the help of the company CHRO. In addition, the CHRO builds the efficient decision to implement the organisational cultural changes in the working places of the organisation. The cultural change initiatives have been implemented by the company CHRO and taken effective initiative decisions towards the EDI of the company. Moreover, the organisational culture including the expectations, employee philosophy and values of the employee could be recognized by the company CHRO enhanced the company employee performance in an organisational working environment. As opined by Combs et al (2019), equality, diversity and inclusion in organisational working places could be led by the company CEO efficiently. In addition, the organisational management has selected the company CEO that takes effective decisions towards the EDI in the company working place. Building a good culture in the organisational working place could be done with the help of the company efficient CEO that takes efficient decisions towards the EDI. An efficient relationship with the subordinates has been created with the help of the CEO which builds a strong communication channel between the subordinates of the company. The company CEO has decided the employee welfare decision and created a positive diverse working dynamic in the organisational working place.
Figure1: Role of CHRO, CEO and CFO in an organization
(Source: Samans and Nelson, 2022)
As opined by Ferdman and Deane (2014), positive leadership in the working places of the organisation could be developed with the help of the good practice of diversity management through a high level management of the company. Moreover, the efficient human resource practice in the company organisational working place could be done with the help of the efficient CEO that have proper practice of the HRM in an organizational working place. Hence inclusive leadership practice has created a sustainable business and sustainable environment within the organisational working places of the organisation. An effective decision-making process could be done with the help of the efficient CEO of the company that leads the business in a sustainable way in the business environment. The CEO has the good power that takes the efficient decision towards the EDI in the organisational working places. Moreover, the eliciting and facilitating of the company dialogue related to the EDI has been done with the help of the company CEO and made a green working environment in the business market. Inclusive leadership has played a pivotal role for the company CEO to build a strong relationship with the subordinates of the company and made the commitment towards the goal of the company. Positive leadership could be developed with the help of the effective learning experience that has to build positive working behavior in the organisational working places of the organisation.
As depicted by Gorman et al (2023), the CFO of a company has decided the financial decision and built a strong collaboration with the employee of the company. In addition, the CFO of a company monitors professional development and monitoring inclusive diversification in the organisational working place. The company’s financial assets have been generated with the help of the company CFO and made the strategy to optimize the resources of the company. The CFO of an organisation helps in the decision-making process of the EDI in the working places of the organisation. Hence, the company’s financial assets could be arranged efficiently with the help of the CFO’s management skills and build a strong organisation in the terms of the financial assets in the business market. As opined by Menicucci and Paolucci (2020), the company CFO and the CEO have the responsibility for maintaining gender diversification in the organisational working places. Moreover, the key responsibilities of the CFO and the CEO are to build strong cultural diversification within the working places and enhanced the company’s productivity in the business market. Effective good governance has been made with the help of the company CFO and the company CEO which helps to create the effective governance model within the organisational working place of the organisation. Hence, the company CEO has enhanced the business performance with the help of effective HRM management skills and mitigated gender diversification within the organisational working place of organisation.
The challenges faced by the HR professional in driving the EDI in working place
The HR professional in a company has been facing several problems in the context of applying EDI in organisational working places of the organisation. The issue faced by the HR profession such as Communication issues, biases, diversity challenges and recruiting and selecting the right candidates for the selected jobs. As depicted by Tamunomiebi et al (2020), the diversity of the workplace is one of the key issues that has faced by HR professionals in the current business environment. In addition, globalization and liberalization have changed employee behaviour within the organisational working places and created problems in link with cultural diversification in the organisational working place. The key dimension in relation to cultural diversification is decreased organisational performance in the business market and created a bad image of the organisation in the business market. Moreover, the diversification in the working culture among the employee lead to the different skills of the employee and discourage collaborative teamwork in the organisational working places in the organisation. Hence, collaborative teamwork has been hampered due to the cultural diversification among the employee within the organisational working places of the organisation.
As stated by David et al (2020), recruiting and selecting the right candidate for the HR professional in the organisation has created a key issue and hampered the business performance in the business market. The effective leadership approach for the HR profession has mattered during the period of recruiting and selecting the right candidates for suitable jobs. Moreover, the HR professional has been facing transparency problems and is unable to make the bias decision among the men employee and the women employees. Gender diversification matters a lot for the HR profession in the organisational working places of the organisation due to the HR professionals being unable to differentiate between the men employee and the women employee. Moreover, the HR professional is unable to implement the right policies for gender diversification within the organisational working places of the organisation. As depicted by Lang (2020), employees in the organisation need relevant policies regarding gender diversification in the organisational working place of the organisation. In addition, the HR profession in the current business scenario is unable to implement the right policies that help the employee in the context of the safety of the work and provide effective health services within the organization working place. Moreover, the HR professional has not completed the diversification gaps during the period of the implementation of the EDI in the organisational working places. The right selection of the candidates through the recruiting process has not been done by the HR profession due to the gender diversification in the organisation. The inclusion of the right candidates for the suitable job has not been done by the HR profession due to the EDI driving in the organisational working places.
As depicted by Onyeador et al (2020), the biases problems have been created during the selection of the right candidates for suitable jobs. In addition, the HR professional has to face problems related to biases in recruiting the right candidates for suitable jobs. Organisational diversification has been created by the HR profession in organisational working places. Several difficulties have been arisen due to the implementation of cultural diversification by the HR profession within the organisational working place. The majority of the employee and organisational member have not seen the right decision that has been taken by the HR profession in order to implement the cultural diversification within the organisational working place.
More focused and critical analysis
The role of Human Resource Management in the development of business for a company is based by working various types of work, their working strategy to promote and support workers of an organization and they also have to ensure to provide a positive working environment. They mainly focus on the area of EDI (equality, diversity, and inclusion) to provide better service to their employees, HRM focuses on requirement, training and development, compensation and benefit-related matters, and the development o employees’ relations with their leaders. An Organisation instructed human resource management and “equality, diversity, and inclusion” approaches to manage the ingrained weaknesses participated by workers with various social essences in various conditions in a company (Umeh et al. 2023). In the United Kingdom, the establishment of the organization and negotiation with external stakeholders play an important role for diversity leaders in advancing EDI in their organizations.
It is important to choose the prevalent performers in the field as an HRM in a company and understand how they relate to other performers by focusing on EDI in an organization to provide a better environment for working, where they can work independently by getting support and motivation from their leaders (Kornau et al. 2022). In this way, Human Resource managers could specify who they work with, and how they frame issues and bypass surprises during the cross-national transfer of their EDI policies in the company.
Performance of the Equality, Diversity, and Inclusion schedule through reliable policies and methods is a key duty of HR management and a critical part of diversity leadership actions (Ciuk et al. 2022). The knowledge of how to virtually execute the EDI plan in a company, there is a scope of importance for the Human Resource Management method both naturally and across the other HRM processes for example recruitment and selection of new employees, and training them in accordance to the company’s development. An HRM of an organization is usually feasted as an organization’s poor family, this is a viewpoint that needs to change, and the changes should base on the need of the company and its workers to develop their experienced working method to achieve their goals. HRM has to take challenging approaches to achieve the organizational goals and aims within less time, so they have to train their employees on that challenging based approach. It helps to prepare employees for future related issues and challenges. When it comes to the EDI in a company, HRM is perfectly placed to see the benefits and bear the outcomes of good or bad EDI practices, and they also follow vocal in opposing random methods to EDI. HRM also use Artificial intelligence technologies to develop their working strategies and to taking decisions for an organization (Ramesh and Das, 2022). The success of EDI agendas is inherently connected to the success of HR processes, thus HR groups must always challenge their organizations to do better.
Conclusion
This report has discussed several theories of human resource management in relation to EDI in organisational working places. In addition, the role of the EDI in organisational working place has been stated in this report and its implication has been identified in this report. The role of HR in an organisation has been discussed and the strategy of the EDI has been identified in this report. The proper EDI strategy has been made and its implication has been stated in this report. Moreover, the role of the CHRO, CEO and CFO in an organisation has been stated in this report. The CHRO is one of the essential parts of an organisation that makes effective decisions for the organisation in order to build efficient EDI in the working place of the organisation. The key challenges that have been faced by the HR profession during the period of the implementation of EDI in the organisational working places have been stated in this report.
2. Reflection documentation
Gibbs reflective model
One of the considerably prominent circular designs of reflection that leads through six phases of analyzing experiences follows describe, feel, evaluate, analyze, conclude, and plan action.
Description
I want to be an employee of the selected firm or organization and I am proceeding to embellish my discoveries concerning the significance of “Human Resources Management” with the help of the reflective model of Gibbs. The Human resource manager of an organization generally knows the significance of human resource techniques for the development and growth of an enterprise. I am also a member of the recruit management team that appoints candidates from numerous universities and colleges to carry the firm onwards.
Feelings
Previously I was part of various recruitment methods and I thought the selection and recruitment procedure to be one of the toughest jobs in a Human resource management system. Choosing the right applicant is very challenging with the use of knowledge tests, skill tests and numerous additional assessments. Various problems arrived when I employed an inaccurate candidate that quit the firm after some working days and affected the industry enormously. Sherman et al. (2021) have stated that Equality Diversity and Inclusion (EDI) measures have commonly encountered injustices in the workplace where EDI actions can be developed to create a workforce for providing health advantages more equitably.
Evaluation
Evaluation of the process that analyzed the company’s ups and down and what problems faced by the industry that all are identified. HR leaders’ job is to enhance the company’s goal, and decision-making strategies, design innovative paths to gender equality bias, and workplace bias and foster inclusive environments which provide opportunities for all employees (Vargas-Solar et al. 2022). After the evaluation of the human resource management system, all the higher authorities including CHRO, CFO and CEO are has been clearly committed that Equality, Diversity and Inclusion (EDI) are properly maintained in the workplace.
Analyzing
As a human resource manager, it is critical to analyse all the things related to the firm, especially Equality, Diversity and Inclusion (EDI). Choosing the perfect employee is formidable yet it is unbelievable as a human resource manager. After some years of experience, a human manager can effortlessly recognize the proper contender with some assessments, tasks, and questions. I have evolved and concentrated after years of experience regarding employing a suitable candidate. Diversity and inclusion improve HR obligations and control departments responsible for work directed by law. Khassawneh, and Abaker, (2022) have stated that diversity also impacts human resource processes, such as training, record keeping, skill requirement and recruitment of HR staff. The HR manager should concentrate on constructing a diverse workforce via development or recruitment.
EDI can be applied in a workplace at the lid of the company because it strikes multiple boundaries. However, the role of HR in ensuring equity, diversity and inclusion is crucial and developing and driving a strong strategy is an ongoing commitment. As opined by Mohammad, and Darwish, (2022) the HR manager recommends retaining an EDI patron to lead the company’s strategy, while to achieve that perfect culture; an operation should not be owned. Rather, in addition to manipulating the EDI with the help of the management leader’s advice, the geriatric leadership and the Human Resource Manager should work jointly to provide that company’s EDI strategy conducts everything across the company’s business. Otten et al. (2022) have stated that a truly diverse, inclusive and equitable workplace is constructed and experienced at the time EDI evolved and ingrained in the company’s culture.
I am scrutinizing to enhance my judgment-making skills during the recruitment process to bring determinations about applicants without squandering much time. I am required to specify the best potential aptitudes within a moment by using some tricky assessments and questions. Adopting some strategies such as funding women’s organizations, supporting women’s leadership, investing in women’s care and protecting women’s health has to balance equality in the workplace within the next six months. There are countless ways to do this diversity process; some may be via internal or external partnerships. This process should take time only three months. Inclusion is an important component of a profitable corporate culture. As an HR specialist, my job is to make an environment facilitative to diverse perspectives and experiences within the workforce so that I can entice and possess the talent and stay competitive in the enterprises where I do the job. This process takes time only four months.
Developed a career with the help of Gibbs reflecting models
Reflection is a key factor of professional and personal growth that needs to maintain speed with the transforming nature of the procedure (Lynch et al. 2021). It also helps assure effective and safe evidence-based maintenance by allowing them to continually improve their skills. The HR post is a very responsible and respected rank in the corporate sector and this is my dream job since school life. I have gained a lot of knowledge about the Human resource management system and wish to become a successful HR in the future life. The main aim of an HRM process is to hire employees from different sources for a company. As opined by Abdalla et al. (2021) the appointment process in the industry is to select the most suitable applicant who will be capable to meet the requirements of the role in an organization. It also provides the most acceptable and to find which applicant is adequate in case they are employed for the company’s business. In this report, I learned how HR managers deal with new applicants and what the recruitment process is for a new employee. At the time of achieving this prospectus post, I have handled all the situations to the best of my knowledge and applied Equality, Diversity and Inclusion strategies for all the employees for creating a perfect workplace environment that is necessary for all organizations. All industries try to equally treat all employees so no gender bias issues are created in the workplace. Diversity is one of the big reasons to hamper an industry or firm so as an HR manager I always noticed whether all the employees are satisfied or not.
3. Reflective commentary
In the previous study where I failed to provide essential information related to the role and duties of the HRM in an organization. This time I learn from the feedback I receive from my first report and this time I will not repeat my mistakes like the previous feedback. This time I will focus on structure and presentation in the right format and will avoid any types of misconduct by working independently using original resources and will provide eligible references on Harvard referencing guidelines to develop the quality of work in my reports. I observe that the role of HRM is based on the future development of an organization, where they play a major role in running the business smoothly, They have to focus on providing equal opportunities and salaries to all workers without comparing any male or female and also provide equal support create administrative procedures to support workers in the company. According to “the Equality Act 2010”, the UK protects people in the workplace and in society equally, so HRM also has to follow the law to proved equal opportunities and protection. Their main tasks are salary and worker benefits, providing training and development of the working methods, aptitude management, observation of staff work, and workplace safety. I observe that the HRM of an organization helps to provide organizational structure and they have the ability to meet business needs by providing and managing workers during taking decisions and working on them.
The second time, I will focus on providing better information based on the topic where all provided information will provide with confidence and not follow any types of academic misconduct, and this time will focus on that provided information by using essential reading. I observe that a Human Resource manager of an organization has to take on various types of responsibilities in the development structure by providing training to employees to develop their working strategies.
I observe the meaning of workplace equality, diversity, and inclusion and their applicability in the development of an organization. Where it discussed that equality means making sure that every worker gets equal opportunities by the HRM, diversity means cherishing the disparities between people, and the meaning of inclusion is a measure of how safe and welcome people feel in their working place.
For successful equality, diversity, and inclusion strategy, the HR of an organization plays role in implementing, designing, and managing. I observe the role of the CEO, CHRO, and CFO in emanating equality diversity, and inclusion in the company. The changes and challenges in equality, diversity, and inclusion an HR face in a company at present and in the future also because of not focusing to provide to employees. I observe that the professional HR of a company creates various types of working strategies to face challenges and resolve them. I observe Gibbs’ Reflective Cycle model is taken to define the strategies which help the HR of a company develop their working strategies for the development of their business and to achieve their goals.
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