ipl-logo

Evidence-Based Appraisal And Records Of Learnin

1455 Words6 Pages

Introduction
During the course of Strategic Human Resource Management (SHRM) this semester, I have been afforded the opportunity to gain an in-depth understanding of real-world organisation practices, their limitations, and the effects while providing recommendations backed by evidence and research. While working in a group and individually I have begun to shape my SHRM vision, and with the weekly learning activities, I have seen a change in my perceived knowledge, which I had at the start of the session. My understanding of future practices is that they are always changing and require dynamic management, especially with the issues surrounding social justice, development, diversity, organisational culture, and management of talent.
Records of …show more content…

In my opinion, this will create distributive justice opportunities, allowing to connect and communicate with employees so that appropriate feedback and fair rewards can be provided to top performers. There is a concern with the power dynamics of the organisation in my idea. Managers with this new training my see themselves as the higher authority (Avolio & Walumbwa 2006) and exercise this power unfairly or unjustly. To counteract this, I would implement a two-phase appraisal and rewards system whereby two managers and two peers/colleagues would provide a review, thus limiting the potential abuse of power.
From experience, cultural orientation activities have provided me with the ability to identify intersectionality preconceptions, and through team building, on culture days my firm provided me with a fantastic opportunity to learn and be more accepting. I would recommend transforming SHRM so that orientation procedures be implemented for new employees that include ethical and intersectionality training be provided on a bi-annual

Show More
Related

Hickory Foundation YMCA: A Cross-Cultural Misunderstandings

144 Words | 1 Pages

As a nation we have become tolerant of other cultures. We have come a long way from slavery and the internment of the Japanese-Americans in the mid 1900s. There are organizations that do not discriminate based on cultural aspects like the many of the YMCAs found across the country. For example, the Hickory Foundation YMCA is a multi-cultural hub that benefits from the cross-cultural interactions. I have practice in the YMCA pool six days of the week.

Read More

Glt1 Task 2

2251 Words | 10 Pages

Angeles, Christine N. Student no.: 20160066 Case Study Report: Windsor Residential Care Ltd I. Introduction This case report will examine the effectiveness of actively promoting equality, inclusion and diversity in the management of an organization, Windsor Residential Care Ltd. It also contains an action plan regarding Equality and Diversity Strategy for the year 2014 to 2017 in order to bring an effective change in the organisation.

Read More

NASW Code Of Ethics: The Role Of Diversity In The Workplace

1043 Words | 5 Pages

Organizations, agencies, institution and businesses that exhibit and promote cultural competence will integrate diversity into their policies, procedures, hiring practices and training. Social workers and members of diverse populations must participate in political office, administrative positions, program planning, and policy making and serving on boards of directors in order to achieve social and economic

Read More

Cultural Competency As A Social Worker

230 Words | 1 Pages

How would you Develop Cultural Competency as a Social Worker? “As a social worker, your aim should be to advance social justice, equality and to end discrimination. One of your most important goals should be, to be the voice of your client’s, in order to make sure that their rights are not violated and they are treated with dignity and respect. Learning to deal with how and what types of social issues regarding injustices exist, will help when we are dealing with real life discrimination and inequality that occurs and may be affecting our clients. By understanding and identifying social injustice and inequality, we can offset mechanisms of oppression and how they work.”

Read More

Racism In Social Work

914 Words | 4 Pages

By “acknowledging and recognizing, confronting, and addressing pervasive racism within social work practice at the individual, agency, and institutional level, and promote culturally competent social work interventions and research methodologies in the areas of social justice, well-being, and cost-benefit outcomes.” (Blank, 2013) The NASW supports cultural competence, which means people of different culture, class, background, ethnicity, age, sexual orientation, religion, physical, and mental abilities, and anything among those areas are protected in a way because racism or any type of discrimination is not tolerated at any level whatsoever. One thing for sure is we do have to recruit a more diverse group of professionals. They need more of a diverse population according to a study done.

Read More

Royal Dutch Shell Diversity Case Study

1732 Words | 7 Pages

Because the employees could not see the alignment between the D&I policies and the lack of diversity in the TMT (Sucher & Corsi, 2012, p 11), Shell, as a global firm, might not be able to fully achieve the diverse atmosphere it was hoping to establish. By having the no-diverse TMT for a long period, employees could think of the D&I initiatives as superficial. In order to convey that the D&I concepts were vital to both TMT and the company, senior executives and the CEO should make sure they are providing encouragement to help forming employees’ trust (CIPD, 2017). Employees might reflect the fact that Shell could not enforce the D&I initiatives at the TMT level as the failure of the D&I programs. This is because in order to emphasis a diverse culture, not only the standpoints of TMT could be keys to the successful execution of the D&I initiatives, but they could also help encourage the target minorities to strive for working in positions with power and voice (Jones, 2006).

Read More

Non Discriminatory Practice

953 Words | 4 Pages

Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the

Read More

Impact Of Diversity In The Workplace

1568 Words | 7 Pages

These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.

Read More

Postmodernism In The Workplace

724 Words | 3 Pages

When women were given opportunity to participate in the labour market they were still given low wages then man, feminism movement was associated with seeking equal human right and opportunities for women in economic activities. Organizations have now became flexibly people from different races are allowed to exercise their cultures in the work place for example Friday Muslims go to prayer at a certain time and organizations respect that,this is a reflection flexibility. Organizational culture plays a very important role in intergrating employees.the aim of strong cooperate culture is to form strong identification and loyalty within the man organizations objectives and values.the use of culture as management strategy . Corporate culture was put on agenda .according to Thompson & McHugh (2004) “This can be defined as a way in which management mobilize combinations of values, language, rituals and myths and is seen as the key factor in unlocking the commitment and enthusiasm of employees”.

Read More

Cultural Competence Reflection

534 Words | 3 Pages

Hallmarks of cultural competence, including role development and self-discovery, play an instrumental part in the cultural diversity within an organization as a whole. Diversity stems from the top, from CEO’s and executive boards, and trickles down to employees and patients. However, one thing I learned in this course is that people hold biases that they are unaware of and that cultural competence does not happen overnight. With this acquired knowledge, it has been brought to my attention about which implicit biases I hold and how I can work to eliminate them. Secondly, language access services, as an aspiring speech-language pathologist, play a direct role in my future career because I want to give a voice to the often misunderstood.

Read More

Performance Management System: Tesco

1831 Words | 8 Pages

The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback

Read More

Starbucks Performance Management

1523 Words | 7 Pages

The training set up by performance management empowers staff to understand their strengths and weaknesses, know what job responsibilities they are fit for, and find a company-specific position such as a cleaner, cashier or referee who serves Starbucks in a different role.  Reward management  The assessment reports will allow Starbucks to reward employees for their performance, so that employees feel that they are valued by Starbucks paid the time and effort is worth it. After giving the reward, employees have a sense of belonging to Starbucks and therefore work more earnestly and the morale of the employees is improved.

Read More

Interpersonal Communication Case Study

713 Words | 3 Pages

As a common solution, companies should concentrate more on issues of ethical culture during the orientation of new employees, which should mitigate their feeling of not knowing much about how to act within the culture of their

Read More

Assignment On Diversity Management

1107 Words | 5 Pages

Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.

Read More

The Importance Of Strategic Human Resource Management

752 Words | 4 Pages

Introduction Strategic human resource management is an approach to the development and implementation of Human Resource strategies. The best way to understand strategic human resource mamagement is by comparing it to human resource management.strategic human resorce management is seen as a partner in organizational succes. It utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective. Strategic human resource management is the practice of attracting,developing,rewarding, and retaining employees for the benefit of both the employees as individuals and the organizations as a whole. Hr departments interact with the other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization.

Read More

More about Evidence-Based Appraisal And Records Of Learnin

Related Topics

Open Document