Case Study: Chambourcin Wine Company of Virginia; a to-be-formed B-Corporation.
Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they’re not just lying around on the surface. You have to create the circumstances where they show themselves.” – Ken Robinson
In this module, we consider the definition and functions of human resource management and the use of human resource management as a strategic function of an enterprise. We will also attempt to understand the impact of diversity and multiculturalism from a strategic perspective.
Human resource management (HRM) is the process of employing people, compensating and training, developing related policies and strategies to retain them. By way of distinction, human resource strategy is an elaborate and systematic plan developed by the human resource department. This definition identifies that an HR strategy includes detailed pathways to implement HRM strategy and HR plans. Think of the HRM strategic plan as the major objectives for the organization and the HR plan as the activities to be performed to achieve the strategic plan. In other words, the strategic plan may include long-term goals, while the HR plan may include short-term objectives that are tied to the overall strategic plan.
Many people use the terms diversity and multiculturalism interchangeably when in fact there are major differences. Diversity is defined as the state of being different. These differences include race, gender, age, religion, experience, socioeconomic, and much more. When talking about it from the human resource management (HRM) perspective, diversity focuses more on a set of policies to meet regulated compliance standards. Multiculturalism goes deeper than diversity by focusing on cultural differences and is a term used to support greater understanding of the differences between cultures within a society.
Readings:
1. Read chapters 1, 2 & 3 in the text.
Also of Interest:
1. Nelson, B. (2014). The data on diversity. Communications of the ACM, 57(11), 86-95. doi:10.1145/2597886
2. Al-Sarayrah, S., Tarhini, A., Obeidat, B. Y., Al-Salti, Z., & Kattoua, T. (2016). The effect of culture on strategic human resource management practices: A theoretical perspective. International Journal of Business Management & Economic Research, 7(4), 704-716.
3. Becker, B. E., Huselid, M. A., Pickus, P. S., & Spratt, M. F. (1997). HR as a source of shareholder value: Research and recommendations. Human Resource Management, 36(1), 39-47.
Assignment:
Discussion: There are several tools and sources an HR manager utilizes to stay informed about HR legislation and legislative changes. Do a web search and identify a minimum of 5 ways an HR manager remains aware of legislation and legislative changes. List specific cites and sources in your initial posting.
