Diversity in the Workplace Essay examples - 1414 Words

Abstract This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray. Part IV symbolizes the personality traits in diversity and how â€Å"different† is not always viewed as wrong but can be an incentive to other†¦show more content†¦The merit principle means that appointment and promotion decisions must be made without patronage, favoritism or unjustified discrimination. There is a statutory vacancy advertising arrangements which ensure that all eligible candidates have a reasonable opportunity to apply. Also selection decisions must be made on the basis of a comparative assessment of relative suitability or efficiency. Diversity and Age nbsp;nbsp;nbsp;nbsp;nbsp;In order to maintain a competitive edge the legal profession and the clients for whom they represent, need to employ an age diverse workforce that reflects the demands of our changing community and its potential markets. They are considerable bottom-line benefits in utilizing qualified older workers and according to the United States study conducted for the National Council on the aging, most reported that they believed older workers were reliable, thorough, conscientious and dependable. Myths and stereotypes must be directly countered through education. nbsp;nbsp;nbsp;nbsp;nbsp;By making a healthy business case for age diversity, many employers have driven significant change within their organization. The business case is based on a simple premise; people are living longer than ever before and are having fewer children. As a result the population is aging. From an employment perspective, the dramatic drop in numbers of young peopleShow MoreRelatedDiversity In The Workplace. . Diversity In The Workplace990 Words   |  4 PagesDiversity in the Workplace Diversity in the workplace is imperative even though some commentators argue that too much diversity can be negative. Diversity can lead to staff feeling ‘threatened or even annoyed by persons with views and backgrounds different from their own’ (Barsoux, Strebel and Manzoni, 2010). Instead of inclusivity, diversity can end up causing conflicts, as some staff are reluctant in changing their viewpoints and are less adaptable to change. The discourse relating to diversityRead MoreDiversity Of Diversity At The Workplace942 Words   |  4 PagesIn this week’s integrated article, review, I am focusing on diversity at the workplace. This is a topic very relevant and important for any organizations success. Diversity at the workplace refers to any characteristic that makes people different from one another. Today’s workforce is a diverse mix in terms of age, gender, ethnicity, generational attitudes. It is important for an organization to adopt diversity management practices to bring this diverse mix together into a stable productive unitRead MoreWorkplace Diversity And The Workplace853 Words   |  4 PagesWorkplace Diversity Many outstanding articles, books, journals and papers have been written regarding the topic of workforce diversity. Some are relatively short papers such as Diversity in the Workplace published by the University of Florida, and seek to provide the reader with a basic understanding of what is meant by workplace diversity, as well as the potential benefits to both employers and employees alike. Other resources can be significantly more in-depth and explore subtopics of workplaceRead MoreDiversity At Workplace Diversity Within The Workplace3281 Words   |  14 Pages1.0 Diversity at workplace Diversity is a very extensive subject and can be in any genre or class; it is difficult to categorize because of its complex nature. According to Res (2012), diversity can be represented as a variety of human aspects pertaining to different societies and cultures in the workforce or can be explained tolerating the differences. On the contrary, diversity is a quest of differences among human beings in safe, positive and nurturing surroundings and moves beyond simple toleranceRead MoreWorkplace Diversity Of The Workplace965 Words   |  4 PagesJob’s face many struggles and challenges each and every day. Workplace diversity is something which is being talked about the most here lately. Out breaks of minimum wage, sexualities, gender, and even your skin color affects what diversity a business would want. Within the business, the professional level is set pretty high due to the superior designers making us able to dress well fashioned. When people step into a business they do not want someone that is going to walk in with a t-shirt and gymRead MoreDiversity in the Workplace964 Words   |  4 PagesRunning head: DIVERSITY IN THE WORKPLACE Abstract Select (highlight) this text and then begin typing your abstract, which should be limited to one paragraph of not more than 120 words A Survey of Organizational Culture and its Effectiveness on Managing Diversity in the Workplace Diversity in the workplace is a relatively new concept that has been attracting considerable attention from the executives of most businesses. â€Å"Ongoing demographic trends (increasing percentages of African-AmericansRead MoreThe Diversity At The Workplace747 Words   |  3 PagesThomas (1992) entails the diversity at workplace in terms of all ancestry, ethnicity, age, gender, race, educational background, sexual orientation, marital status, religious belief, income, geographic location and work experience. The mobility in human resource trend is emerging within the competitive market that requires more strategic role on account of human resource management. Organizations may fall in dire consequences of outplaying by other competitors in strategic employment. Nowadays, workforceRead MoreDiversity in the Workplace1096 Words   |  5 PagesRunning head: DIVERSITY IN THE WORKPLACE Diversity in the Workplace Amber Barger ORG536 – Contemporary Business Writing and Communication Colorado State University –Global Campus Dr. Phillip Jackson November 26, 2013 DIVERSITY IN THE WORKPLACE As companies start to regain their footing after the recent economic downturn, 2 factors such as the rising number of immigrants, mergers of large corporations, the popular use of temporary workers and the increasing globalization of business,Read MoreDiversity in the Workplace714 Words   |  3 PagesDiversity in the Workplace Introduction Workplaces are becoming increasingly diverse, and this is a dynamic that is causing some tension between and among employees. What are the positives and negatives of diversity in the workplace? America is a place with a great diversity of cultures, but sometimes in the workplace cultural values can clash and this paper discusses the why and how of those issues. The Literature Why are workplaces becoming more diverse, and why does diversity in a companyRead MoreDiversity in the Workplace1465 Words   |  6 Pagesï » ¿ Diversity in the Workplace As stated in our book, workplace diversity is defined as â€Å"diversity at work means having a workface comprised of two or more groups of employees with various racial, ethic, gender, cultural, national origin, handicap, age, and religious backgrounds†. There are many positives and also negatives of diversity in the workplace. Some of the negatives from workplace diversity are stereotyping, discrimination, tokenism, ethnocentrism, and also gender- role stereotypes. Some

Differences Between Equal Employment Opportunity...

(Wisconsin Work Force Planning) Differences between Equal Employment Opportunity initiatives, Affirmative Action initiatives and Diversity initiatives in organizations Tim Piper Issues in Human Resources Management – MBA 910 February 14, 2012 To best understand how affirmative action (AA), equal employment opportunity (EEO) and diversity work together, I will take a look at each of them and how they interact with each other and also explore the differences of the three initiatives . First Equal employment opportunity is the policy of nondiscrimination on the basis of color, race, creed, religion, age, sex, national origin, sexual orientation, arrest or conviction record, disability, ancestry, marital status, political†¦show more content†¦This means taking specific actions in employment to ensure equal representation of minorities, women and persons with disabilities at all levels of the organization where under-representation is occurring. Accomplishing this would mean aggressively seeking out qualified women, minorities and persons with disabilities and also implementing programs and such that would specifically help out the group members so that they can compete for promotions. Affirmative action programs were meant to break down barriers, both visible and invisible, to help level the playing field and to make sure that everyone is given an equal break. Affirmative Action consists of the good faith efforts taken by a federal fund recipient to ensure equal opportunity and eliminate barriers to equal treatment, which have historically affected certain groups. Executive Order 11246 issued in 1965 by President Lyndon B. Johnson requires federal contractors to take affirmative action to ensure that applicants are employed and treated fairly without regard to their race, color, religion, sex or national origin. American Indian or Alaskan Native, Asian or Pacific Islander, Black, and Hispanic individuals are considered minorities for purposes of the Executive Order. Therefore, equal employment opportunity and affirmative action are integral elements of a contractors agreement with the government. (Wesleyan University) DiversityShow MoreRelatedEqual Employment Opportunity ( Eeo ), Affirmati ve Action And Diversity Initiatives Essay996 Words   |  4 PagesEqual Employment Opportunity (EEO), Affirmative Action and Diversity initiatives are three different concepts. However, they do have an inter-relation between them. Affirmative Action plans are initiated by the federal government. This programme ensures equal opportunities for employment and opportunities for self-development at workplace. It provides opportunities to qualified individuals who have been denied such opportunities in the past on some kind of discrimination. Primarily, it is a quotaRead More Cultural Diversity in the Workplace Essay3436 Words   |  14 Pagesin their workplace environment. It is almost impossible for a person to know everything about all cultures and be aware of what may or may not offend a person from a different ethnic group. What must be done is to teach cultural awareness and diversity training. Basically what I have discovered in reading the journal articles is that there is no one right way to run a company but there are definitely ‘better’ ways when it comes to cultural sensitivity in the workplace. As I continue my researchRead More Managing Diversity Essay examples2561 Words   |  11 PagesManaging Diversity As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being andRead More Managing Cultural Diversity in the Workplace Essay2919 Words   |  12 PagesCultural diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, elderly workers, people with disabilities as well as foreign workers to join white males in the workplace. The following analysis will focus on these groups and how companies are encouraging them to join an ever-expanding workplace. Even if affirmative action is dismantled, diversity of the workforce is clearly here to stay. Business owners and managers, expertsRead MoreThe Evolution Of Workplace Diversity1115 Words   |  5 PagesAccording to (â€Å"The evolution of workplace diversity† 5) in 1987, Secretary of Labor, William Brock commissioned a study of economic and demographic trends by the Hudson Institute. This study became the landmark book Workforce 2000 – Work and Workers in the Twenty First Century (â€Å"Workforce 2000†). Workforce 2000 highlighted five demographic factors that would impact the U.S. labor market, and with it, the motivation for diversity initiatives in the workplace: 1. The population and the workforceRead MoreDiversity Management Focuses On The Heterogeneity Inside The Organizations1315 Words   |  6 PagesDiversity management focuses on the heterogeneity inside the organizations. Diversity management was a response to the common situation when companie s started to hire employees of various age, nationality, race, religion etc. It is based on the principle that the differences between people do not have to prevent them from working together. This is directly connected with the concept of ethical behavior. Generally ethics is defined as a moral code which is accepted in a concrete society, thoughRead MoreLeveraging Human Potential : Gm 500 : Management Theories And Practices1288 Words   |  6 PagesIntroduction The purpose of this paper is to analyze the real word diversity problems one can encounter in the corporations and initiatives employers should take in order to appreciate the diversity and leverage the human capital. I intend to learn that diversity is beyond employees being different, but extends to gender, education background, ethic, and social status. In ?True to Myself? (Daft,2014) this case study address diversity in the area of gender. I learned that racism, nor harassment is notRead MorePros And Cons Of A Business Essay1860 Words   |  8 Pagespros and cons of a business case approach to diversity management? The world’s increasing globalization requires more interaction among people from a wide variety of cultures, values and backgrounds. People no longer live and work in a one-dimensional marketplace- they are living in a highly complex and competitive environment that has growing demands of innovation in order to perform successfully amongst other industries. Business and organizations need to respond to this new diverse landscapeRead MoreEssay on Diversity in the Workplace1258 Words   |  6 Pages Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nations work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a mic rocosm of ourRead MoreEssay on HR Compliance and Ethics2001 Words   |  9 PagesToday’s business performs in form of a corporation or an organization that consists with various people to conduct and perform work tasks for such a company to achieve its business goals. Therefore, those people who work for such companies should be treated equally for receiving an opportunity to achieve their lives as they are humans under the ethical and moral concern. Moreover, everyone who lives in the same nation should also have the right to pursue his or her achievement through ability of

Social Impact of Technology Free Essays

string(48) " People are reduced to consumers and suppliers\." The Social Impact of Technology There is no doubt that technological change brings about social change. The Industrial revolution saw many people displaced from their land, to find work in crowded city factories. Serfdom was abolished and the population shifted from villages to the cities. We will write a custom essay sample on Social Impact of Technology or any similar topic only for you Order Now Strong family ties, self sufficiency and the right to occupy land were replaced with uncertain tenancy of land, dependency on trade and a weakening of the family unit. Economically, goods and money abounded, and trade flourished. The merchant class profited from the wealth that was generated on the backs of the displaced population of urban workers. Children were sent to work in factories, in order for families to make enough money to live. The peasant class worked long hard hours in poor conditions with no security. The Industrial revolution led to the alienation of the working class and although many union battles have since led to the adoption of better working conditions, the effects of the Industrial revolution remain. The family unit is even more vulnerable today with soaring divorce rates, high rates of teenage suicide, most of society are either heavily mortgaged to banks or paying high rents, and no one can be self-sufficient in a world governed by free wheeling free trade. Advances in technology, is generally not equitably shared within society. People with money have more opportunity to aquire technology, which enables them to acquire even more wealth. It is also important to remember that war has been and will continue to be the driving force for technology and innovation. Power and wealth are intrinsically tied together. Technology leads to greater social economic division. Laborers are viewed as commodities and expendable. Technology leads to alienation because it can create jobs that require no specialist knowledge. To date, since the industrial revolution we have seen technology used to the detriment of society. The right to occupy land has become a privelege that must be worked for and earned and now the battle is on to control all the world’s food and textiles through genetically modified seeds and animals. The insidious part of GM is that there is no recall once it is released into the environment. Salmon that will grow ten times faster than normal salmon will destroy river systems, as their unfair genetically modified advantage will see all smaller life forms extinguished, and genetically modified crops that are dependent on pesticides will contaminate organic, heritage seeds that have sustained people for thousands of years. Seeds will no longer be able to be harvested and replanted but the farmer will have to buy new seed every year from GM seed makers. This fight is more important that the fight over open source because it involves the right of people everywhere to have clean, safe food that has not been genetically altered. Essentially GM is a tax on everyone because a patent will be on every seed and seeds are made to be sterile the following year. This is something to become angry about. The greedy corporations and individuals that want control over our food, water and land, do not care about the irreversible damage to the environment. people and animals that they cause. We have the right to eat tomatoes that are free of fish DNA, meat and milk that is free of human DNA, pigs that haven’t been grown to harvest anthrax antibodies. They will never be able to prove the safety of GM food and no long term studies have been done. Nor will GM solve the problem of soil erosion, and pollution of rivers from artificial fertilizers and pesticides. Only a return to responsible organic and biodynamic farming practices will solve these problems. The 50 harmful effects of GM food Courts are not keen to pursue pesticide makers for poisoning farmers, or GM seed makers for monopolizing the world’s seeds through patents, (through genetic engineering that not only renders the seed worthless for replanting the next year but also contaminates non-GM crops by cross pollination. Already the majority of the world’s seed stock is controlled by a handful of corporations – see http://www. cqs. com/50harm. htm and http://www. seedsavers. net ) The internet in its current form was developed as a free exchange of information, unregulated by any one government or owned by any one person or company. In its raw form it was the playground of hackers and computer geeks, who challenged the status quo. It brings about a new era, the technological revolution. The free flow of information, has brought about technological advances at an unprecedented rate and has made many rich and brought companies who failed to adapt to a standstill. How will this technological revolution impact on our society? If the industrial revolution is any thing to go by, there will be winners and losers to technological revolution. E-commerce will affect the middle man and allow direct trade with consumers. Efficiency brings about lower prices for the consumer, but it is more accurate to argue that efficiency brings about greater wealth for shareholders, directors and owners. The intrinsic weave of social interactions of trade, can be disentangled and made into a horizontal supply chain. E-commerce will create efficiencies that effectively remove the need for a long supply chain but at the expense of social relationships. The effect of e-commerce, and the internet will impact on every society on the earth. Already, the barriers of trade between individuals in different countries are non-existent. Company contact details are searchable through powerful search engines, and trade can commerce between two individuals who would otherwise never have met. The internet dissolves national boundaries, and the consequences for cities that have developed as centers of administration and trade will be disastrous, if they do not embrace the technological advances in communication and trade that the internet brings. While at the same time, free trade means fierce competition without the protection of award wages. People are reduced to consumers and suppliers. You read "Social Impact of Technology" in category "Papers" Resisting the tide of technological change is impossible. Of course it is possible to do business without a website or email or mobile phone or a fax machine. People have been doing business well before any of these gadgets were invented. But business today is about competition, and technology is about leverage. Technology can lead to alienation if it is not widely dispersed in society. The Industrial age saw the concentration of technology in the hands of the rich and powerful, allowing them to dominate and subdue the population into harsh working conditions and the social impact of the internet and computers is only just beginning, will it challenge the status quo or will it lead to greater population control? The latter is probably more likely, and many will look on this time as the golden age of the internet. Already technology like digital TV is being pushed in the guise of better quality but the benefits to those who own the systems is that they will be able to track what you watch, when you watch it, whether or not you switch off an ad, and perhaps even whether that pizza ad makes you pick up the phone and call for a pizza. Knowledge is power, and with access to tapping phone lines, reading emails, reading your credit card statements, knowing by GPS where you are by tracking your mobile phone, it can be a scary world, if all that knowledge and power were to be used to oppress and control. On the upside, technology has made the developed world a richer place to the detriment of the environment. Machines have allowed people to move away from physical work, so that now in Australia there is 100,000 accountants and 85,000 farmers. Perhaps, technology has gone too far, and there are more people counting beans than growing them ! Impact of technology on government The legal system is dependent on local jurisdictions under common law. Historically, one has to remember that before the age of the internet, airplanes and telephones, the vast majority of business was done locally. Technology has rapidly changed the way people do business but there has not adapted to the changes. There is no one body that governs international trade. What are the implications? If you buy a product from a local supplier in your State, and it turns out that the item is faulty, you can go back to your supplier to work out repair or replacement and if they don’t help you, you can take the matter to local Trades office or file legal action in your state. If however, you buy a product outside your jurisdiction, you must file a claim in the State, where the supplier is located. You can only use a lawyer in the State where you file your action, your local llawyer can only act as a consultant and has no authority to represent you in court or to serve papers. Therefore, we have a world which is governed by local laws and yet the businesses and individuals are now actively trading outside of their local area. Governments are trying to make laws about content on the internet but have no jurisdiction to enforce those laws. This has created havens in small developing countries, that are happy to accept companies that want to run online gambling websites that may be outlawed in their jurisdiction or companies that wish to reduce their tax liabilities by opening up bank accounts in developing countries. We see arising now a homogenizing of local laws on issues like SPAM, and even sending a international letter from anywhere in the world involves the completion of almost identical forms, Governments are making agreements, in an attempt to be relevant in a world where people are able to trade more freely and where digital communication has enabled businesses to work, almost without physical boundaries. Business names and the Internet In the beginning, it was easy to start a new business. You would go to your local business registration office in your State and apply for a business name. If it was taken, you would choose another name. Most people do not realize that a business name is only valid for the State that it is registered in and the only way to protect your business name is to incorporate a company. In Australia, you would lodge forms with ASIC to incorporate a company and you then have rights to use your business name exclusively in Australia and its territories. However, with the birth of the internet, your Australian company name may be the same as the name of a company overseas. This has resulted in legal action being taken, as companies tussle of business names and the rights to use those names and a court system that is unable to deal effectively with international disputes over business names and has resulted in greater costs to people who want to start a business as they must register multiple domain names, take about international trademarks and find a name that has not already been taken. Even if they contact lawyers to register all the domain names and trademarks to avoid disputes(both local and international), legal action can still be taken against them. And when it comes to justice, money wins almost every time, unless companies want to relocate to safe havens in developing countries where they cannot be pursued in court. Conclusion Technology has allowed man to move from manual labour of the fields to cities and machines. It has allowed huge cities to arise, because of the urban poor that have migrated to cities for improved services and job opportunities. Technology has spawned the growth of modern society but it is also now used to control the population, in a way the Roman Caesars could only have dreamed of The economic impact of information technology has been a subject of a great deal of debate. For business economists, it is useful to identify how information technology (IT) is likely to impact the economy, because IT (defined as computer and communications technology and its applications) is likely to have a substantial impact on the economy’s growth during the coming decades. The reason for this is the use of IT by nearly all industries in the economy’s base, so that IT becomes a universal input to nearly all other outputs. If IT costs decline, they can create substantial economic gains for many of the industries that use IT, because money spent on IT can be invested in other inputs and improvements in production or services. Furthermore, because business relies upon IT to do a wide range of tasks and to create competitive advantage, by facilitating these tasks for end users, important gains are achieved that are difficult to measure in a classic input-output framework. In addition, IT, seen in a larger context, should have even wider impacts on the economy, because new channels of communications, such as the Internet, cellular television, and broadband applications, will provide business with new channels to reach customers and suppliers. In the past, the economic impact of IT has been subject to much debate. The productivity paradox was first proposed by Steven Roach, the chief economist at Morgan Stanley, who found that BLS data on investments in computers had a clear negative rather than a positive impact on productivity gains in several major industries. Roach’s paradox appeared to be valid because quite a few service industries had negative productivity gains between 1977 and 1984. Some tried to explain this paradox by noting that it was difficult for workers to adjust to computers. Others noted that few computer applications made significant improvements in the amount of work most workers could do. Still additional commentators felt that the paradox was a product of poor statistical measurement. Because this paradox was driven by the negative productivity results for several service industries, one approach was to see if the service productivity figures were accurate. One study, by Joel Popkin and Company for IBM,(1) found that the BLS productivity statistics Roach used for several service sectors had important shortcomings. Most importantly, the BLS productivity data relied on output measures that did not truly reflect the changes in the nature of work in some service industries. If these are corrected in several important service industries, two things could be shown. How to cite Social Impact of Technology, Papers

Importance of Human Resource Managers

Questions: 1. How do you conduct yourself as a professional, not just generally but with specific reference to professionalism within the HR function? What improvements could you make? 2. Reflect on the four concentric circles of HR professionalism, and assess yourself against each of these circles. What have you learnt about yourself from carrying out this analysis? In answering this question you must link back to the CIPD HR Profession Map? 3. Give two examples of scenarios in which you might need to become involved as an HR Advisor and indicate how you could act professionally and as a thinking performer in these situations? 4. CPD is an essential part of professional life. Answer the following questions identifying your own approach to CPD? Answers: 1. Important to Become an Efficient HR Professional CIPD Code of Conduct: CIPD code of conduct is only applicable for the CIPD members. I as a human resource manager have the right to take a legal allegation against any employee for breaching the code of professional conduct at the workplace. Human resource professionals have been considered as one of the most important departments inside the organization. Human resource managers like to keep a constant control over the entire process of business. In order to become an efficient HR manager, I should have certain qualities in order to deal with the employees properly. These include maintaining effective communication, following the ethics and values, organizing the regulations and so many. However, CIPD code of conduct primarily focuses on the four areas that include: Professional competence and behavior Ethical standard and integrity Representative of the profession Stewardship I as a human resource manager should advice the employees to follow organizational behavior at the workplace. Employees of different cultures and backgrounds should be treated with equal respect and dignity. They should maintain integrity by maintaining organizational ethics, cultures, values and beliefs. Meaning of HR professional with reference to CIPDs HR Profession Map CIPD HR profession map primarily aims to set out a program regarding the sustained value of human resource managers inside the organization. This particular map helps to enhance the product quality and service of an organization. The importance of human resource managers for rendering the success of an organization has also been discussed in CIPD HR profession map. Figure1: CIPD Map (Source: cheaphrdept.wordpress.com) CIPD professional Map is endowed with several factors including employee relation, employee engagement, performance and reward, organizational development, resourcing and talent planning, designing organization etc. Tata Consultancy Services is one of the most prestigious multinational technological companies headquartered in India. The human resource managers of Tata Consultancy Services intend to maintain an effective employment relation at the workplace in order to get the best services from the employees (Storey 2014). The company likes to arrange reward ceremony every year for celebrating the endeavors of employees. Human resource managers within an organization have to focus primarily on two functions that include organizing the departmental functions and managing the employees. Employees within an organization are from different culture and background. The primary responsibility of me as a human resource manager would be to deal with the employees affectionately (Armstrong and Taylor 2014). As a result, employees from various backgrounds do not like to hesitate for sharing any kind of problem with the HR managers. In addition, the human resource managers like to specify the role and responsibilities various department to maintain a rhythm of business process. Access myself against the map As per the CIPD map, one particular business organization would become successful only when it is endowed with employee relation, employee engagement, performance and reward, organizational development, resourcing and talent planning, designing organization. However, I personally believe designing organization is not the major factor for drawing the attention of the employees. Human resource managers should primarily focus on the employee relation before providing an attractive look on the organization. As per the point of view of Renwick, Redman and Maguire (2013), the success of a business organization is highly dependent on several more factors. Personal development planning is one of the most prominent factors. People of various departments can be able to learn skill of self-management by gathering experience day-by-day and by communicating effectively with the customers. On the other hand, Storey (2014) stated that only experience is not sufficient to enhance the self-development skill; rather the employees need to get effective training for making themselves more competent for the business organization. However, one of the most effective advantages of self-development management is that employees do not like to involve others at the time of self-development. This particular term is not devoid of some of its negative impacts as well. I have observed that employees like to consider them-selves overconfident if they tend to follow self-management at the workplace. 2. Reflect four centric circles of HR professionalism assessing me against the four centric circles Four centric circles by picking a professional area While performing within the organization, I have to focus on four aspects primarily. These four aspects are known as four centric circles. The four centric circles primarily include managing self, managing group, managing upward and finally managing across the organization. At the very first stage, the HR managers should have the capability to present themselves in front of the employees (Armstrong 2014). Their personality, way of speaking voice modulation makes the workers more confident towards the job. With the help of highlighting one particular professional area, I have decided to explain how I as a HR manager tend to manage the entire four centric circles (Bratton and Gold 2012). In order to maintain employee relation within my organization I have personally received training on my communication skill for presenting myself perfectly in front of the employees. After that, I have instructed the leaders of every individual group to maintain an effective communication with the employee so that employees do not have to hesitate to share their problems regarding the business goal. In addition, I should take care of the problems of other management staffs. I should convince the managers about the impact of maintaining employee relation at the workplace. Employees are the first priority of every business organization based on whom the success of a business organization is highly dependent. Managing the whole organization implies managing the staffs as well as the mangers. Employees shou ld also maintain organizational behavior at the workplace in order to provide good services to the customers. (Explanation in respect of one professional area) A direct example of project management and techniques This particular part has discussed in detail about the importance of self-managing HR professionals at the workplace. As a human resource professional, I should have a proper communication skill so that they can easily communicate with the employees effectively. Project management is nothing but the systematic process or method with the help of which the business organization likes to meet the project objectives. Project managers have to follow some important techniques of project management in order to meet the business target. Project management techniques include risk management, settling budget, making work break down structure, network analysis, project evaluation and review techniques. While launching a new project in order to reach the business goal, the project managers have to conduct a situational analysis first (Budhwar and Debrah 2013). By identifying the probable risk factors, the business experts tend to find out an alternative way to overcome the hardships of a busines s process. For an example, before launching TESCO Eat Happy Project, the business analysts of this particular organization had dealt an effective situational analysis. The marketing managers by conducting an effective market survey have collected necessary information regarding the strength, weakness, opportunities and threats of that particular organization. After evaluating the weakness of eat happy project, the business managers like to analyze the risk factors (Buller and Mcevoy 2012). I as a HR manager should have the capability to understand and evaluate the psychology of the customers. As a result, they would be able to get an immediate feedback from the customers. Various skills and techniques that I have learnt from the my current role Situation analysis is the way of changing management style within the organization based on a particular situation for rendering business success within an organization. As per the current needs and demand of the customers, I as a human resource manager like to change my managerial style and policy as per the situation at my workplace. The employees being flexible with the advancement of technology are instructed to provide their necessary data and information by maintaining proper database. I after being appointed as the human resource manager of Premier Ltd, tend to use Problem-solving method sometimes in my own organization in order to deal with serious issues of the employees that they are facing at the workplace. The performance of an employee is highly dependent on the organizational behavior (Ehnert and Harry 2012). Example of one professional area that I have recently experienced: While maintaining the managerial plans and policies I have experienced in my organization that an effective organizational culture and behavior help to get good performance form the employees. Therefore, I decided to conduct a face-to-face communication with employees at every weekend in order to know their problems regarding job profile. This interpersonal communication helped every individual employee to know the personal problem. While interacting with the employees I came to know that an individual staff faces innumerable barriers at the workplace. I have experienced that communication barriers among the employees are one of the most common issues due to which the entire flow of business is getting affected highly. 3. How you could act professionally as a thinking performer in these situations Evaluation any negative scenario at the workplace Reliance Industries at a time had to face immense challenges in order to lead their organization successfully in the market due to the implementation of diversity management at the workplace (Buller and Mcevoy 2012). Employees were unable to take part unanimously for effective customer service. In this kind of situation, I as a human resource manager decided to provide an effective training to the employees by highlighting the necessity of implementing diversity management at the workplace (Flamholtz 2012). In my organization, I have noticed that managers intend to follow autocratic leadership style at the workplace. As a result, employees had to face immense difficulties in order to share their point of views regarding the business goal. I as a HR manager have instructed the departmental managers to follow participative leadership at workplace. With the help of participative leadership, both the managers and the employees would be able to maintain an effective communication regarding the business goal (Flamholtz 2012). In addition, with the help of participative leadership style, leaders never intend to impose their decision on the employees. Employees get immense opportunities to expose their own opinion. In this particular part, the effectiveness of collaborative works has been pointed out. Explanation of the scenario with practical examples The employees performance is highly dependent on the decision making power of HR managers. The business organization like Tata Consultancy Services likes to concentrate on group performance rather than individual. The human resource managers of this organization believe that the performance of an entire group is the only weapon to render business success and achievement. On the other hand, individual performer would never be able to render success of an organization (Kehoeand Wright2013). The major responsibility of HR managers is to motivate every single group for performing well. Therefore, it is undeniable that one single decision on behalf of the human resource managers highly influences the employees performance. The significance of political behavior implies remaining free from any kind of biasness at the workplace. The duty of an ideal human resource manager is to provide equal respect and dignity to all the employees having entered from various culture and background. In order to reach the business goal and objective, I tend to focus on the performance of the workers (Mendenhall and Osland 2012). If the employees fail to provide an expected service to the organization, the managers can give them a chance to take an immediate training in this regard in order to overcome the obstacles. As per the point of views of CIPD, a thinking performer should have some of the major capabilities based on which this particular individual would be able to overcome any kind of challenge at the workplace. A thinking performer should know how to maintain employee relation within the organization based on which the employees can exchange necessary information with each other. Providing effective service towards the organization is also the part of responsibility for a thinking performer. However, I have observed that workplace culture and environment is one of the most effective reasons for providing good services n behalf of the employees. 4.The importance of CPD techniques in order to construct, implement and review a personal development plan Continuing professional development plan is one of the major concerns of human resource managers, based on which they can provide effective training and guidance to the employees of a business organization. It helps to take a continuous learning opportunity in order to avoid any kind of turbulence. I generally like to follow CPD techniques in order to make the employees updated and effective with the current trend and demands of the customers (Nickson2013). Employees who lack proper skills and competency for proving an effective service to the customers have been driven for the training sessions. This specific part has focused to discuss on the importance of CPD technique for developing the employees skills and competencies. CPD Plan based on one year: My Development area Activities Resource needed Success criteria Target date of completion Development in my personality In order to develop my personality I would have to interact with organizational employees more effectively for solving their work issue. I should communicate with the employees in such a way that the employees do not hesitate to share their point of views at the workplace. Communication aids I would be successful only when the employees would tend to obey my instruction 15/11/2016 Maintaining organization culture at the workplace I would have to maintain organizational ethics, values and culture Physical, technological and human resource is necessary to have within workplace I would be successful only when the organizational employees would be convinced for maintaining discipline at the workplace 1/1/2017 Communication skill and voice modulation I should receive a professional training for enhancing my communication skill Technological resources My communication skill would be improved only when I would be able to catch the training 14/5/2017 Capability to maintain effective interpersonal communication at the workplace I should interact with every individual employee separately in order to understand their issues Physical aids I would be successful when the employees would be convinced in my point of views 15/11/2017 Table 1: CPD Plan (Source: Ulrich 2013) Identifying three continuous professional development needs Three primary needs for providing CPD training at the workplace include learning and talent development, maintaining employee relation, providing performance reward. CPD would definitely help the employees including the human resource managers to keep a constant update regarding the changing needs and demand of the employees (Purce 2014). The trainees would get the opportunity to enhance their knowledge and experience with the help of reflective practice. As a result, this particular training would help the employees to deal with the customers more effectively. Employees would come to know how to manage the entire situation in front of the customers and how to gain the trust of customers. This particular training process makes the employees more skillful and confident towards their business target. Strength and Weakness: Based on the last appraisal, I have identified some of the major weaknesses and strengths on my own performance. Strength: Identifying the problems of employees: I as a human resource manager like to I am very much comfortable to identify the problem of the employees individually. As a result, they feel comfortable to share their opinion with me without any hesitation. At the same time, it is undeniable that identifying problems are not the only solution for showing my skill and efficiency as a human resource management (Bratton and Gold 2012). Therefore, I know how to resolve those issues that the employees are facing in their day-to-day life. Taking unbiased decision: At my workplace, I always intend to make unbiased decision. People of every culture and background are treated with equal respect and dignity. Within an organization, I have observed that people of various religious backgrounds intend to involve themselves with the service process. Their cultural, linguistic and psychological approach differs from each other (Kehoe and Wright 2013). Whenever I have to take any decision, I like to involve all the employees equally. Before, making a business strategy, I like to provide equal priority to the opinion of every individual employee at my workplace. Maintaining punctuality at the workplace: I prefer to maintain punctuality at my workplace. This particular feature highly reflects on the personality of employees as well. The employees like to maintain organizational culture at the workplace only when they find the same attributes from the seniors as well. Therefore, I as a human resource manager try my best to maintain organizational ethics, cultures values and beliefs for becoming an inspirational factors for the employees. Using similar measurement tool for every employee equally: Weakness: Introvert: I being personally introvert, am unable to express my point of views properly that can be convincing for an employee. These particular factors always come out as my major weakness. Therefore, I need to overcome the particular weakness by enhancing my communication skill and voice modulation more effectively. Uncomfortable with lean HRM process: Lean HRM is the systematic procedure with the help of which the human resource managers can get maximum output by using the minimum resource. In order to survive in the current competitive market, the business organizations have to implement lean human resource management. I am not very much accustomed with the lean process properly because employees have to take innumerable stress in order to provide maximum output in minimum resources. As a result, employees show their dissatisfaction for providing effective services to the employees. However, I can provide additional facilities and benefits to the employees in order to get effective service to them. Not accustomed with the changing process of technology: With the upgrading progress of civilization, the process of technology is getting advanced day by day (Ulrich 2013). I as a human resource manager should be accustomed with the advancement of technology. I can receive a professional training with the help of which I can enhance my technological skill and competency. As a result, I would be able to keep a constant record on data over the entire performance of employees. Theory of Honey Mumford: In order to evaluate my skill and competency I have decided to follow the questionnaire of Honey and Mumford, the extension version of Kolbs theory. As per the concept, Honey and Mumford questionnaire is constituted with four stages including planning, experiencing, reviewing and conducting. Before implementing a managerial policy, I have made an effective plan in order to experience whether employees are feeling comfortable with the policy or not. After receiving a good review from the employees with the help of some basic questionnaires, I have proceeded for implementing the policy at my workplace. Advantages: With the help of Honey and Mumford questionnaire, I am able to implement my managerial policy by maintaining an effective system or procedure. With the help of some necessary questions, I can receive an immediate feedback from the employees. This procedure helps me to control the business process. Disadvantages: One of the most significant drawbacks of Honey Mumford questionnaire is its long-term process. I have to go through four stages that are planning, experiencing, reviewing and conducting in order to execute the entire questionnaire process of Honey Mumford. Action Plan for meeting professional development needs In order to meet the professional objectives, the human resource managers have to focus on several aspects in order to deal with the customers effectively. I would be able to develop my skills and competencies by conducting this personal development plan. (The template of CPD plan has been attached separately. Three main aspects of development needs Plans Development on personality Management should plan award function at the end of every year in order to appreciate the skill and competency of employees. It helps to encourage those employees who remain in the category underperformance. Learning talent development Only my personal opinion should not be applicable for a business organization. I should give scope to the employees as well for providing collective decision as well. Maintaining employee relation I should focus on making effective communication with the employees in order to know their problems regarding the job profile at the workplace. Table 2: Three main aspects of development needs (Source: Ulrich 2013) Reflection on performance against the plan and revise the plan again As per the previous plan, I have observed that the HR managers should not only focus on an efficient trainer to provide the employees a good training and guidance regarding the business process. However, only an eminent trainer can never be able to provide effective training to the employees (Nickson 2013). As per my point of view, this particular individual needs sufficient training instruments as well for making the training process successful. Furthermore, apart from making collective decision at the workplace, the HR managers may maintain an effective communication with each other for keeping up a good relation with the workers inside the organization. I personally believe that personal development would be possible with the help of monitoring the performance of the employees repeatedly. As per my point of view, employees who are unable to become accustomed with the human resource management plans and policies need to provide remedial action classes for making them skillful and c ompetent. References Armstrong, M. and Taylor, S., 2014.Armstrong's human resource management practice.Kogan Page Publishers. Armstrong, P., 2014. 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