دانلود رایگان مقاله انگلیسی توسعه یک نوع تجربی از شیوه های مدیریت منابع انسانی متنوع - امرالد 2016

Introduction

Demographic changes in the labour market have made workplaces more diverse than before. The contemporary workplaces are characterized by increasing workforce diversity in an infinite number of dimensions for e.g. gender, age, race/ethnicity, religion, sexual orientation, functional differences, educational differences, geographic regions, tenure, physical ability and cognitive ability, language, beliefs, cultural differences, economic category etc (Krishna et al., 2004; Rogelberg, 2006). Moreover, organizations are making conscious efforts towards inclusion of minorities and people from different backgrounds as they conceive diversity as strategic priority to gain competitive advantage.

Conclusion

Current research in HRM - Diversity needs more depth of theory building to understand the role of HRM in managing diversity. The literature lacks classification system and moreover the initial effort found in literature is based on generic HRM typologies. The current study fills this significant gap by providing a comprehensive classification grounded in specific Diversity – HRM literature. Based on factor analysis, the study identified seven types of HRM practices to manage diversity. The analysis led to the conclusion that the various types of DHRM practices are conceptually distinct, yet related to each other on the underlying mechanism and the behavioral outcome of it. Further, the analysis shows that each type of DHRM practices is not limited to only a specific HR function , rather includes more than one HR function which supports the proposition in literature that all the major HR functions should have diversity orientation to foster management of diversity. Theory building in this area is in an early stage. The seven types identified are not the end, but an important way in a continuing stream of theory development.