Values Supporting High Performance Work System Research Paper

Values Supporting High Performance Work System - Research Paper Example 2. Diversity and Equality Management Systems (DEMS) For the last many years, business organizations are inclining their human resource management systems to promote diversity and Equality management systems to effectively compete in global markets. Whether an organization is multinational or aims to exist as multinational organization, commitment to equality and workforce diversity should be the major concerns of the HRM. While hiring the people, HRM of an organization is responsible for collecting the people with a variety of skills along with giving them equal opportunities of promotion and payment according to their aptitude (Marler 2012). An ideal Diversity and Equality Management System of a firm must involve diversity training and also monitor the recruitment procedure of the company. The minority or other disadvantaged groups are also dealt with special concern, where their pay and promotion are revised. Recently, many of the European business organizations are emphasizing to adopt the DEMS as one of the practices of Strategic Human Resource Management (George and Jones 2011). The term equality in DEM is wider in its meaning as there is a legislative initiative taken in Europe. Therefore, the Equality Act of 2010 can be seen covering the age, disability, pregnancy and maternity, religion or belief, race, sex, marriage and civil partnership, gender reassignment and sexual orientation. Moreover, in 2005 European Commission studied the extent of diversity and anti-discrimination policies in European companies. The results were satisfactory as 48% of the firms had applied the DEM system and 83% out of those firms had found DEM as a significant strategy for business growth. Thus, diversity and equality can be understood as giving value to variety and individual differences. So, while applying the practice of diversity, requirements of equality are fulfilled, as differences between the individuals, organizations and societies are valued. Though, this strategy is being emphasized to be made as part of HRM practices (Kumra, Manfredi and Vickers 2012). DEM and Recruitment The recruitment process under the practice of DEM is held very fairly because people are not rejected on any discriminatory reasons, such as race, gender or religion. Therefore, advertisements are taken place on web sources and through job centers, which will reach larger number of people can have access the advertisement from different backgrounds of expertise and skills. The job description is supposed to be clear and understandable so that applicants are evaluated on the basis of decided criteria. On the other hand, during the interview for a position, views of one person should not be taken into account but more than one person should decide the appropriate person for the position. Thus, it can be said that in order to establish an ideal DEMS within an organization, recruitment process is the initial step to set a system of equality. 3. DEM Supports High Performance Wo rk System The Diversity and Equality Management System is widely supported by business organizations because the kind of systems supports the implementation of High Performance Work System. DEM is advantageous for both the employees and for the business. Some of the benefits of DEM are discussed below that contribute the business to elevate. i. Balanced Workforce Any organization that desires to be prospered in its particular segment needs to have a balanced