Talent Management for Industrial and Commercial-myassignmenthelp

Question: Discuss about theTalent Management for Industrial and CommercialTraining. Answer: Management diversity The two approaches to manage diversity at workplace are Creating a team-building environment- The organization should create an atmosphere that would make employees feel as a part of the team of the organization. An effective team can be build by giving values to the ideas of the employees. The communication should be made clear so that the gap between the employees and the organization diminishes (Harvey and Allard 2015). The managers of the organization should execute team-building training in order to build trust between workers and the organization. A report has been given by the Society for Human Resource Management that the trust between staffs and senior management was ranked to sixty-four percent (Nica 2013). The confidence and the moral of the employees can be increased through the appreciation of their contributions and by helping them to respect each other. These programs will help in management of diversity. Establishing a diversity council- Diversity council is a collection of staffs which also includes senior executives who works on behalf of organization to control the progress of diversity and inclusion (Lee 2014). The progress, performance as well as analysis of the action plan for taming diversity are managed through the diversity council. The council also examines complaints and scrutinizes the issues related to diversity. The diversity is one of the main factors in organizational change and it helps in providing focus to the initiatives of Diversity and Inclusion (Goodman 2013). These initiatives are aimed to the increment of the demographic diversity of the population of workers and to control such diversity to develop the performance of the organization. The diversity management can be developed by breaking the recruitment and selection stage in three divisions- recruiting method, interview method and hiring process (Podsiadlowski et al. 2013). These divisions should be considered as two dimensions that is individual level along with system levels. Each and every employee who is included in these three parts should understand and consent upon the requirements of job and necessary purposes of job. The construction of cultural competencies in the method of hiring for the diversity area engages in recognizing partiality and obstacles for different applicants in hiring method and also in making changes essential to remove those obstacles. It has been showed in a study that sixty- five percent to seventy-five percent of jobs in the United States are packed through employee transfers or networking (Podsiadlowski et al. 2013). Henceforth, it can be said that a high percentage of hiring efforts of an organization should focus on system insid e different individuals. Part 2: Collaboration A South African organization chosen to approach the management in diversity is Africa Food for Thought. The diversity in workplace in South Africa requires the support of higher level management of an organization. The organizations need to be cautious and the decisions taken by human resource management should be ethical and in conformity with the different laws and acts of labor (Clark and Worger 2016). The cohesion of inter members or staffs is the most important challenge to diversity in the organization. The workers from different backgrounds feels hesitated while working collectively as a group as they have dissimilar thoughts and behavior. This results in the decrease of production along with waste of resources of the organization. The diversity management of the organization also faces problem regarding high cost. The wastage of resources, personality tests, employee skill tests as well as managers of human resources and others costs a major amount of expenditure in the organ ization. These issues need to be solved to improve the diversity management in the organization. The best example of selection and recruitment of the organization is anybody can become sponsors or volunteers and can give donation to them. It is just that one should have willingness to help them so that they can supply food to the needy people. Some workers of the organizations are asked about the interpretation of their ideas about the recruitment and selection process. They have answered that the discrimination happens regarding race, age, disability and religion in the method of staff selection and recruitment. It is found through the conversation of workers that age is one of the main reasons of biasness in recruitment because there is a certain limit of age in different organizations which restricts the application of the workers. Another reason of biasness is race and color. There are some organizations which gives more preference to white color people rather than the brown color people and even there is a biasness of salary regarding race. Therefore it is to be mentioned that the organizations should change this type of discrimination in their recruitment which would help them improve in management of diversity. References Clark, N.L. and Worger, W.H., 2016.South Africa: The rise and fall of apartheid. Routledge. Goodman, N.R., 2013. Taking diversity and inclusion initiatives global.Industrial and Commercial Training,45(3), pp.180-183. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. Lee, C.C. ed., 2014.Multicultural issues in counseling: New approaches to diversity. John Wiley Sons. Nica, E., 2013. Organizational culture in the public sector.Economics, Management and Financial Markets,8(2), p.179. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), pp.159-175.