Managing a Diverse Workforce Transferable Skills Project

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MANAGING A DIVERSE WORKFORCE PROJECT

Managinga Diverse Workforce Transferable Skills Project

RasmussenCollege

AuthorNote

Thisresearch proposal is being submitted on DATE for Faculty nameGEB4220-02 managing a Diverse Workforce course.

Managinga Diverse Workforce Transferable Skills

Background

Managinga diverse workforce involves dealing with values and behaviors thatare deemed acceptable in the workplace. Because of globalization, itis inevitable that teams that work in common projects have differentcultures, perspectives and attitudes. Such variables embody what anorganization is all about. Companies are increasingly appreciatingthe fact that there are changes in the characteristics of theworkforce prompting the need to acknowledge diversity of workplaces.Is it possible that such companies have declined in productionleading to loses since employees are from different backgrounds withvaried cultures, attitudes and languages? Some organizations haveembraced inclusiveness to appeal to the public and meetconstitutional requirements when they are expected to attract thebest talents. As part of cooperate social responsibility, firms areobligated to hire on preset conditions. It is important to put intoconsiderations the variables that relate to diverse workforce. Racerepresentation and gender balance in employment, for example, havebeen contested. Unfortunately, firms still have racial preferenceswhen hiring because of stereotyping and the belief that certain racesare trustworthy and honest, hardworking and committed or even lazy,irresponsible, and arrogant.

GoogleCompany has struggled with the problem of racial diversity over thepast years, raising concerns among the management team and the publicin general. Integration efforts seem to have scant progress, despiteactions by the Google executives to embrace inclusion. According tothe recent report on diversity, “Google Inc. has 59 percent white,32 percent Asian, 3 percent Hispanic, and 2 percent black employees”(McGregor, 2014). Besides racial issues, gender diversity remains aproblem, with women forming 30 percent of the overall employees. Therecent statistics on diversity show gradual progress as other techcompanies struggle to strike a balance among the workforce (Weise,2014). Many employers are ill-prepared to work with a diverseworkforce. As a result, angered employees and employers have notestablished proper ways of communicating among them to dig out thebest in them. Milano (2017) explains that many organizations haveexperienced conflicts among employees due to misunderstanding intheir use of gestures and languages. Is the problem with theemployees, employers, and the society or government provision?Despite the challenges, Google Company has coped well in its effortto ensure diverse effort has led to creativity and innovation.Particularly, it has been proposed that gender and racialheterogeneity lead to superior problem solving and inventiveness.This project will establish ways through which Google Company canembrace diversity and ensure equal representation of employees fromdifferent sociocultural backgrounds.

Objectives

  • To explore the practice that cultivates and manages diversity at Google Company.

  • To propose ways of dealing with the problem of language and terminology in a diverse workforce.

  • To identify ways in which human resource policies and practices can meet the needs of the disadvantaged minority groups.

Scope

Theproject will identify the ways that Google Inc. can benefit from adiverse workforce as a competitive advantage. This phase of the studywill dwell on literature relating to how human resource policies andpractices can expand the Google Company’s workforce perspectivesand design new operations and strategic tactics. It will then projecthow the firm can harness different perspectives of the workforce toincrease organizational effectiveness and productivity. In thisrespect, the gathered information will be analyzed to identify waysin which diversities in age, gender and ethnicity affect workprocesses (The University of California, 2016). Also, this phasewill describe ways in which human resource policies and practices canbe incorporated in the company to meet the needs of the disadvantagedminority groups when implementing the diversity plan. Research showthat effective management of workforce diversity lead to anunderstanding of the obligations of cultural, social, political andlegal environments where firms operate (Mor Barak, 2014).

Secondly,methodology section will be in form of case studies on describing howleading multinationals manage their diverse workforce when it comesto transferring of skills. This phase will also conduct interviews inthe identified companies. The target of the interview will be therecruitment team. The selection and recruitment team is expected toadhere to the laid down policies regarding workforce diversity. Inorder to evaluate the level of adherence and procedures used inhiring employees, it is crucial to hold interviews or providequestionnaires addressing the respective areas. Finally, an analysisof the case studies and a discussion of the recommendations of thestudies basing on the reviewed literature will be conducted.

Timeframe

Description of Work

Start and end dates

Phase One

Review of literature

March, 20 2017 to 30 March, 2017.

Phase Two

Methodology: case studies and interviews

April 1st 2017 to June 1st 2017.

Phase Three

Analysis of the case studies and interviews and a discussion of the recommendations

1st June to 1st August 2017

ProjectBudget

Anticipated Costs (dollars)

Phase One

Review of literature

500

Phase Two

Methodology

15000

Phase Three

Analysis

500

Key Stakeholders

Client [name]

Sponsor [name]

You [name]

Monitoringand Evaluation

Monitoringprogress is an important as far as meeting deadlines goes. It alsohelps to find if the project has flaws or is losing track. Achecklist of variable to be monitored will be developed. Thevariables will include cost, effort, time and scope and will bemonitored against the research plan. As part of the process, it willbe important to identify flaws early and implement correctivemeasure. A graffiti comment board will monitor the requirements of aproject. Additionally, as part of quality control, two experts inhuman resource management will be contracted. Panel discussions andone-to-one conversations with the experts will ensure the researchprocess is vigorous. For example, they will evaluate the validity ofthe sources and reliability of the research process and recommendaccordingly. Data analysis compares information obtained with othergroups and derives a conclusion. Peer-reviewed journals shall beused. The evaluation process will assess the effectiveness ofoutcomes to support organizational targets and objectives.

ApprovalSignatures

,Project Client

,Project Sponsor

,your name

References

Acas,(2016). Effective monitoring delivers equality and diversity. AcasHR Challenges conference. Retrieved from http://www.acas.org.uk/index.aspx?articleid=4071

Cohn,D., &amp Caumont, A. (2016).10 demographic trends that are shapingthe U.S. and the world. Pew Research center. Retrieved fromhttp://www.pewresearch.org/fact- tank/2016/03/31/10-demographic-trends-that-are-shaping-the-u-s-and-the-world/

McGregor,J. (29 May 2014). Google admits it has a diversity problem. TheWashington Post.Retrievedfrom:https://www.washingtonpost.com/news/on-leadership/wp/2014/05/29/google-admits-it-has-a-diversity-problem/

MorBarak, M. E. (2014). ManagingDiversity: Toward a Globally Inclusive Workplace.London: Sage Publications Inc.

Nationalintegration working group for workplaces. (2014). Managing workplacediversity. A toolkit for organizations,1-98.

TheUniversity of California. (2016). Chapter 12: Managing diversity inthe workplace. Guideto managing human resources.Retrieved from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in- the-workplace/

Weise,E. (28 May 2014). Elizabeth Weise. USAToday.Retrievedfrom:http://www.usatoday.com/story/tech/2014/05/28/google-releases-employee-diversity-figures/9697049/