Organisational Benefits Of Having A Diverse Workforce Case Study
Section 1.1 Using examples from the organisations you are considering, explain at least four organisational benefits of having a diverse workforce
a) Organisational benefits of having a diverse workforce
The benefits of having a diverse workforce in an organisation are uncountable and can range from increase of innovation, increase of return of investment (ROI) for shareholders as well as increase of the satisfaction of other stakeholders including employees. The workforce is changing and organisations are taking into account diverse social groups in the workplace. It is important to remind the purpose of equal opportunities and its link to workforce diversity which come into practice in the last decade or so.
Equal opportunities in a workplace: …show more content…
A clear written recruitment policy is also a key for hiring the best candidates for the success of an organisation. There are rules and regulations that organisations must follow to make sure that recruitment and selection are fair and do not discriminate candidates at any stages of the process. There are external and external factors that affect an organisations’ recruitment and selection policy.
Recruitment stages: Accoding to CIPD “Effective recruitment is not just about filling an immediate vacancy but about having an impact on longer-term issues, such as future skills development, organisational performance and employer brand”
Identify the need, define the role, Job desciption and person specification, advertise the vacancy internally and externally, manage the applications and shortlisting, Interviews and testing, appointment and induction. The equality Act 2010 must be applied in the whole process
Internal factors: are those directly controled by the organisation which need to be taken into consideration when planning to bring in new employees. These internal factors …show more content…
Using LinkIn for instance enable organisations to find the right candidates quicker, contact them via Inmail and also help manage candidates.
Employment agencies: This method can be costly for organisations, however still widely used for both temporary and permanent positions. This method enable organisations to have access to a wide pool of candidates available to start work as soon as possible and also their suitability for the job might has aready been been assessed.
E-shot: this method is used to reach candidates who have registered with a particular organisations to receive job vacancies adverts in their field and who are actively searching for work.
Methods of recruitment selection: shortlisting of candidates with a clear selection creteria are selected following different processes such as:
Assessment centres, interviews, psychometric tests, competency based tests, online assessments, panel based
a) Organisational benefits of having a diverse workforce
The benefits of having a diverse workforce in an organisation are uncountable and can range from increase of innovation, increase of return of investment (ROI) for shareholders as well as increase of the satisfaction of other stakeholders including employees. The workforce is changing and organisations are taking into account diverse social groups in the workplace. It is important to remind the purpose of equal opportunities and its link to workforce diversity which come into practice in the last decade or so.
Equal opportunities in a workplace: …show more content…
A clear written recruitment policy is also a key for hiring the best candidates for the success of an organisation. There are rules and regulations that organisations must follow to make sure that recruitment and selection are fair and do not discriminate candidates at any stages of the process. There are external and external factors that affect an organisations’ recruitment and selection policy.
Recruitment stages: Accoding to CIPD “Effective recruitment is not just about filling an immediate vacancy but about having an impact on longer-term issues, such as future skills development, organisational performance and employer brand”
Identify the need, define the role, Job desciption and person specification, advertise the vacancy internally and externally, manage the applications and shortlisting, Interviews and testing, appointment and induction. The equality Act 2010 must be applied in the whole process
Internal factors: are those directly controled by the organisation which need to be taken into consideration when planning to bring in new employees. These internal factors …show more content…
Using LinkIn for instance enable organisations to find the right candidates quicker, contact them via Inmail and also help manage candidates.
Employment agencies: This method can be costly for organisations, however still widely used for both temporary and permanent positions. This method enable organisations to have access to a wide pool of candidates available to start work as soon as possible and also their suitability for the job might has aready been been assessed.
E-shot: this method is used to reach candidates who have registered with a particular organisations to receive job vacancies adverts in their field and who are actively searching for work.
Methods of recruitment selection: shortlisting of candidates with a clear selection creteria are selected following different processes such as:
Assessment centres, interviews, psychometric tests, competency based tests, online assessments, panel based