Training and Development for a Diverse Workforce’
IRHR3510
Research Paper 1
‘Training and Development for a Diverse Workforce’
Completed by Emma Moulder
Due April 14, 2010
Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and occupational background (Pynes, Joan E, 2009, p88). Although, these elements should not impact negatively in anyway and each person should be given equal opportunities determined by job performance and initiative. Because of this diversity, it is unlikely that all employees will hold similar work values (Noe, Raymond, 2002, p18) Research suggests that to maximise employee’s motivation and commitment to company goals, employees should be given the opportunity to develop their skills, meet their interests and balance work and non work activities (Noe, Raymond, 2002, p18). Taking this into account, this essay will explore a few groups included in the diversity of organisations, how and why organisations train and develop their diverse workforce, and how their performance in this, can affect their competiveness in the Global Economy.
It can be said that many employees of any company often do not want to stay in entry level jobs. Individual career progression is an issue that can affect the diversity in the work force. Where some employees like to stay doing one job, most prefer to be trained and moved upward in the organisation, taking on different roles as they are developed. At the Marriott, a chain of widely spread hotels, HR recognise
Research Paper 1
‘Training and Development for a Diverse Workforce’
Completed by Emma Moulder
Due April 14, 2010
Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and occupational background (Pynes, Joan E, 2009, p88). Although, these elements should not impact negatively in anyway and each person should be given equal opportunities determined by job performance and initiative. Because of this diversity, it is unlikely that all employees will hold similar work values (Noe, Raymond, 2002, p18) Research suggests that to maximise employee’s motivation and commitment to company goals, employees should be given the opportunity to develop their skills, meet their interests and balance work and non work activities (Noe, Raymond, 2002, p18). Taking this into account, this essay will explore a few groups included in the diversity of organisations, how and why organisations train and develop their diverse workforce, and how their performance in this, can affect their competiveness in the Global Economy.
It can be said that many employees of any company often do not want to stay in entry level jobs. Individual career progression is an issue that can affect the diversity in the work force. Where some employees like to stay doing one job, most prefer to be trained and moved upward in the organisation, taking on different roles as they are developed. At the Marriott, a chain of widely spread hotels, HR recognise