The Human Resource Management ( Hrm ) - 1789 Words

Introduction The increasing globalisation across the world requires more and more mutual or reciprocal action through interaction among people come at work form diverse backgrounds, values and beliefs, and cultures than ever before. People no longer reside and work in an insular marketplace and they are now part of a worldwide economy in which an immense competition has been found coming from almost all the continents. Therefore, both profit and not-for-profit organisations around the world need diversity in workplace so that they become more creative and open to greater change. Now, maximising and capitalising on equality and diversity at workplace has become a more crucial matter for the modern-day’s human resource management (HRM). The†¦show more content†¦Employees take advantage of equality and diversity policies by means of training programmes, equal wages, and workplace quality. The purpose of this assignment is to explore the positive benefits and remaining challenges organisations face in working towards an age diverse workforce while considering the implementation of management of equality and diversity at workplace. Benefits of Approaches of Diversity Management and Inclusion to Age Diversity The need to recognise and manage age-related diversity, instead of ignoring differences in employees on the basis of age (as per an equality approach), has arisen from the growing business need for employers to successfully retain and engage different age groups. The ageing workforce and increasing life expectancy implies that older employees are becoming more and more important as a valuable source of the skills, knowledge and experience that employers want (Shore et al., 2010). This implies that it is very crucial for employers to engage with older workers so as to effectively retain them and make sure that they continue to make a significant contribution to the achievement of organisation’s objectives (Shore et al., 2010). Moreover, competition for the fewer younger employees entering the workforce has also enhanced, meaning that employers also need to locate an approach to attract, retain, and engage with younger employees (Kunze, Boehm and Bruch, 2010). This is an extension