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
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies. 2.1 Relationship The important of staff retention is relationship with manager.
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
Their desire is to earn profit, but not at the expense of their employees, environment, customers, or the law. This is what makes the company’s business plan desirable. Not only is the company extremely profitable, but the model is built to last. The lack of turnover reduces the company’s expenditure exponentially. When a company treats its employees well, they want to remain at said company.
- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.
According to Keininham & Aksoy(2009), success of any enterprises in long term is heavily depend on the quality and loyalty of its employee. Loyal employees are assets to an enterprise, the key for its success is their retention; for one, their loyalty can attract customers for enterprise. Given their significance, employers need to find out how to identify and keep loyal employees. The truth that an employee who has been working in an enterprise for many years does not mean that he or she is loyal to the enterprise. For example, he or she may lack of skills to get a better job or he
Nowadays, workforce in hospitality becomes diverse because employees come from many countries. For instance, an organization can include employees come from America, France or Vietnam… Then creates a challenging issue for managers is how to manage well a diverse workforce. There are many researches were conducted in order to help managers to find out solutions for managing cultural diversity in workforce in hospitality industry successfully. Current situation of Cultural Diversity in the workplace in Hospitality Industry Because of globalization, organizations in hospitality field not only compete with domestic market but also foreign market. Globalization is one of the causes that contributed most to workforce diversity.
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid
Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used
We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.
Create a comfortable and healthful environment. Employee retention is significant for the lengthy-time period, development and success of the corporations. So, eventually if we truly respect, appreciate, and treat the staff proper we can never lose them. Employee retention could be very beneficiary for the organization as well as the worker. It is the sole responsibility of the management to keep the best expertise.
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).