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Essay / Research Paper Abstract
A 6 page paper that begins by presenting a brief scenario of a fictitious company that wants to hire a more diverse workforce while maintaining their innovative and team-oriented working organizational culture. The writer begins by discussing the need for careful recruiting and evaluating of applicants. The rest of the essay discusses the need for diversity training, the categories of such training, the characteristics of effective training, the dangers and risks of this type of training. The writer also comments on the fact that a diverse workforce and training will change the organizational culture. Bibliography lists 2 sources.
Page Count:
6 pages (~225 words per page)
File: MM12_PGorfdv.rtf
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Unformatted sample text from the term paper:
in the material you sent us.] Scenario: Paragon Plastics, a fictitious multinational company, is facing the retirement of an enormous number of baby boomers, which will require extensive replacements
in their workforce. Human resource managers will need to carefully recruit, evaluate, hire and place employees appropriately. The process will have an impact on the organizational culture. Paragons workforce needs
to become more diverse but the company also has a goal to maintain an innovative and team-oriented working environment. This essay addresses how organizational culture plays a role in human
resources. It also assesses workforce diversity issue within an organization. It is imperative for the human resource manager to check out all applicants for any position before hiring (Noe et
al, 2002, p. 217). Kroll Associates reported that 39 percent of 70 background checks it performed in 2000 revealed issues that prevented an applicant from being hired, things like fraud
and SEC violations were discovered (Noe et al, 2002, p. 218). If Paragons goal is to establish a more diverse workforce, they need to be especially careful in checking references
to prevent the possibility of hiring someone who is extremely biased against some other group. Human resource management must also follow all the laws and regulations that prohibit discrimination
of any kind (McGraw Hill, 2002, p. 229). These laws also cover the types of questions that may and may not be asked in the interview process (Noe et al,
2002, p. 231). Testing is allowed and it is recommended that Paragon Plastics administer a battery of tests to candidates, including skill tests, personality tests and honesty tests (Noe et
al, 2002, p. 236). After hiring new workers, the company will need to provide training in diversity issues. Such training is essential if the company effective team work. Training is
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