Workplace Diversity Challenges

1057 Words5 Pages

With the ongoing changes in Human Resources Management, it’s important that managers, executives and HR employees, specifically, be aware of the challenges that today’s HRM team may face. Having policies in place to ensure these challenges are met head-on can make the workplace more settled and peaceful for everyone.
The first biggest challenge in Singapore is about Levies and Quotas. Government's laws and restriction must be respected and playing a game in HR management's process. In Singapore companies are required to pay monthly levies to hire foreign workers who hold Work Permits or S Passes in place of Central Provident Fund (CPF) contributions. Levy rates vary depending on the workers’ skills and qualifications and the industry sector. …show more content…

Due to globalization, diversity is increasingly evident in almost all companies and organizations around the world. The hospitality industry is not exempt from it. In fact, workforce diversity may be among the key aspects of the industry’s success. This may consist of issues involving age, education, ethnicity, gender, income, marital status, physical limitations, religion, sexual orientation, or any number of other things. Understanding the challenges that may be faced by the interaction of any of these diverse groups, as well as the required openness of the company toward such groups, will help HR personnel provide assistance in training employees to work with those they may consider “different,” accept that such workers may be present in the business, and agree to treat each other respectfully, even if they never come to agree with each other over various issues. The Ministry of Manpower (MOM) Singapore, for example, put in place a Workplace Diversity Management Toolkit in its website to help company better handle the mixture of people in organizations. This is especially helpful since Singapore, and basically almost all of the countries in the world are experiencing …show more content…

Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that the extent of controllable turnover is much greater than uncontrollable turnover and that poor management practices are the major source of employee turnover. Proper assessment and getting into the root of the problem will be helpful for employee retention. Some methods may be for current and future use and a process flow may look as such as in the flowchart above. Staff turnover will continue to be an HR issue. Employees move on after a tenure of about four years, notes the Fast Company website. Therefore, enticing and retaining new talent becomes the next priority for HR professionals. Many large companies offer high salaries, swanky offices and extensive benefit packages, making recruitment and retention of good staff tough for small businesses, which often struggle just to pay the rent due for their offices. Providing a learning environment and new opportunities within the organization might help retain contributing employees because the employee gains experience even as he becomes more marketable. The perfect answer could be given by a successful succession planning. Business continuity is one of the primary requirements of an organization and an ongoing challenge for HR. While no business should be dependent on specific individuals, loss of core team members

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