Sally is a proficient and experienced Human Resource Management (HRM) leader at ABC Bank. In the contemporary, Sally feels overwhelmed owing to the recent acquisition of the Local Bank by ABC Bank. There are various key aspects that present a HRM challenge for Sally. To begin with, the workforce at the new branch comprises of 40% of older workers that possess knowledge and wisdom. However, there is a need to instigate new technologies to provide additional consumer convenience and therefore a decision as to be made whether the current set of workers should be laid off and new personnel hired. Two other problems encompass a pending lawsuit on sexual harassment and discrimination as well as lack of diversity and ethics training programs. There is also ambiguity regarding the core values of the bank. Most of all Sally is worried regarding the building of a strategic plan for the branch. The purpose of this assignment is to give detailed explanations as to how Sally ought to bring change and competency as a HRM leader to the ABC Bank branch.
It is recommended for Sally to cultivate and advance a diversity training program in the organization. This is largely for the reason that by building diversity in its workforce, it will have a constructive impact on its efficaciousness, adaptability, and apprehending of their consumer base, and in the end on their bottom line (Hamdani and Buckley, 2010). The actuality of diversity in the present day global business setting cannot be over emphasized. However, it cannot be assumed that when a company cultivates and develops diversity programs that it automatically bring success. It is imperative for the bank branch to understand that diversity is linked with both positive and negative effects. The latter consist of absenteeism, conflict, turnover, as well as lack of collaboration and cooperation. The main objective is for the bank as an organization to follow the approach of innovation or differentiation as this can lead to more perceptive and direct benefits from diversity. This will provide the company a clear rationalization for placing investment on business resources in employing a diverse workforce.
Moreover, the inclusion of such diversity programs into the organizational culture of ABC Bank is expected to instigate three key positive developments. To begin with, in accordance to Thomas and Creary (2009), the company will experience reduced turnover or improved retention. This will be an advantage for the company taking into consideration that reduced turnover is one of the biggest challenges for several organization. A second benefit is enhanced representation. Through the diversity programs, women and minorities will have better representations at the executive level in relation to a proportion of the general population. Lastly, the programs will facilitate ABC Bank to have improved organization health scores. According to Thomas and Creary (2009), Pepsi Company undertook surveys to assess the impact of inclusion programs together with other diversity activities on the organizational culture every financial quarter. Outcomes of the surveys indicated that personnel considered the company culture to be more inclusive and that communication regarding its diversity initiatives were becoming more systematic and consistent. This will improve the health of the organization in the sense that personnel will become more satisfied and have increased intent to stay in the company (Thomas and Creary, 2009). Lastly, as a HRM manager at ABC Bank, Sally should ensure effective diversity management by delineating and executing programs and policies that are purposed to decrease the detrimental impacts of diversity (Hamdani and Buckley, 2010). As outlined by Thomas and Creary (2009), "The social environment we operate in is changing too. We need to be sure that, as good companies, we reflect the society we work in. Diversity and inclusion needs to be taken to a new level. It needs to become multi-talented, multi-cultural, multi-regional and most importantly, multi-generational. No group in society can be or should be excluded" (p. 64).
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