Diversity Management CERA

Question: Discuss about the Diversity Management CERA. Answer: Introduction The case study if CERA highlights that CERA has managed to attract some very good people to its workforce, but Israel and others want to make recruitment and selection practice much better aligned with the goals of the business. Part of this task is working through how to use the range of techniques and tools available, and to integrate these two areas of HR practice with diversity management. In addition, recruitment process must be very sensible as for the success business strong culture play a vital role for the value of CERA and it helps to improve performance by understand the employees by motivating and coordinating them towards the goals that benefit the company. It is very important to implement the right recruitment process to attract and select the right candidates those who can work with the culture of CERA. Recruitment method should has rules which are simple and understandable by candidate as this process can show that the true personality and capabilities of employees a nd CERA training them as per their weakness which is must for the benefit for the employees and the present and future improvement of CERA. Nowadays, every company has its own recruitment method which is play a vital role for success of the business (DeNisi Smith, 2014). As a result, for satisfaction of business recruitment process may be very useful and it understand the companies ethics and norms to the employee which can help them to participate in the decision of the CERA when it phase the difficulty in present and future. The objective of this paper is to discuss the business rational for diversity management. In this paper, I would make the recommendations for Mark French to understand the advantages that diversity management brings and the benefits of diversity management for CERA. It is expected that this report would help Mark French to understand the various aspects of diversity management and then take the decision about diversity management at CERA. Analysis It is important to mention that CERA should consider diversity management as a key part of recruitment strategy. Simply defined, Diversity management is the strategy of using best practices with proven results to find and create a diverse and inclusive workplace. It is important that diversity management should be a source of competitive advantage for CERA. There are lot of business competitor across the globe, every business have different strategy of recruitments of employee. I believe to do something different for improvement and make our position higher in engineering Association. I think our process of recruitment should be different as well as same to competitor because we need to attract the employees. It is very necessary for CERA to introduce the different process of recruitment which are qualified and talented candidates who are giving their performance best to the company as well as with the help of them it can easily change and adopt CERA'S culture. For example, there are lot of candidates who play different role in the company and they may happy with their job and may be some are unsatisfied with job (Roh Richard, 2013). So, changes in recruitment is very necessary to make good relationship among employees and employers. For CERA, the key thing would be not to differentiate the employees on the basis of caste or religion. I always believe to hire different age group people as well as they also have different religion. Thus, in CERA there are no discrimination of people would be hiring with their experience and qualification. It also paid the high satisfaction and built good relationship among the workers of CERA and that is the process which motivate and understand them rules and regulation of company. I use the orientation which relates to task and relationship that is must to work together as a team for the same purpose. CERA has different strategy to make their on position in the market. Therefore, it is necessary to use different and their own recruitments process which is quite different from the other competitor which suits on the level of CERA as well as the condition of the work. The key aspects of diversity management that CERA should focus on can be shown as: Wei Samiee Lee (2014) argued that that it is not compulsory to hire only experienced people as CERA have to give opportunities to the new or fresher candidates those who have practical knowledge and skills to learn new things with positivity. Moreover, recruitment process must be fit in to the company's culture and it should easy to understand by candidates. CERA should use the proper method of selection which helps it to hire right candidates and train them for the present and future. Recruitment is the process which give the accurate information to the employees about the CERA rules and they also understand the market value of the company which is must for them to give their inputs towards the CERA's improvement in policies and productivity. If CERA will use the competitors recruitment strategy it may not work with its organizational climate and it might not generate significant result (Wei Samiee Lee, 2014). Nielsen Nielsen (2013) argued that successful recruitment is a direct reflection of the validity and professionalism of any business. It is believed that the diversity management process of CERA plays the vital role of its development. I am employing the right employees for our civil engineering services because it is the most important part of CERA. I know that that the good recruitment process helps to attract right employees for CERA. In addition, hiring good employees should be cost effective as well as time effective. Because, the recruiting and training of those employees can be expensive and time consuming. And, it is the reason of why we choose right recruitment process and employees for CERA. Authors argued that to ensure the selection of diverse talent, HR policies and practices should be reviewed carefully to identify barriers and opportunities for improvement. Working towards increased and enhanced workplace diversity is not difficult or complicated its about having solid HR practices. CERA should try to minimize the recruiting time of employees by using the best recruiting process. CERA must recruit right employees to achieve its outcomes in specific time. We know that all the employees of CERA are the potential strength of the CERA. While recruiting, HR always focus on employee's skills, behavior, attitude and performance for getting better and successful results and it should be done irrespective of the background of candidate. It can be said that work place diversity management is an important factor to motivate and to engage employees on their work responsibly (Kulik Ryan, 2014). Also, it builds up the positive impact for CERA to their customers, peers and compet itors. Subsequently, the relationship between all the employees are important factor to achieve the good result of CERA. So, the team work ability of employees are also required while recruiting. In last, I believe that the recruitment process is quite different than competitors plays important role to get good employees for CERA. Every person has a different perspective regarding their work. Apart from that, role of a particular person makes them capable to think according to their job objective. It would be correct to say that recruitment process of employee for any organization is quite difficult thing. Every business wants skillful employee who prove their business an extraordinary rather than its competitor (Chatman Sherman, 2015). CERA needs to adopt unique recruitment strategy which is still not use or apply in its competitors. The company need to be more focus on practical recruitment process rather than relationship based. Furthermore, CERA need such type of person who, has experience of his field for instance, CERA is engineering organization so construction experience is much required to secure good position in CERA as well as practical knowledge to fulfil job description. The companies which want to grow fast but steady knows that it can only be achieved when they have the perfect combination of employees and for that recruitment is an important process, whether our candidate will turn out to be an asset for CERA or a liability, all depends on how we recruit them. We need to get right people for the right job, since CERA is SMART construction company and is all about innovation, we have to select the best candidate who can adopt to our fast-paced environment, therefore recruitment methods should be align with our company goals (Ashikali Groeneveld, 2015). I feel that it is okay to refer and observe what methods and techniques our competitors follow, and it is good to benchmark our strategies with them but we need to have our own methods. We all know that, we have been followed the very basic and the traditional recruitment method. As the initial stage first we need to identify and list down the job description and the job specification in order to prepare a proper job advertisement, so the candidate will have an idea of his or her job. It is important that Mark should realize that employees are most valuable assets for CERA and their recruitment needs to be done in a very responsible manner. CERA has to develop a job design in such a way th at right people gets attracted towards CERA and also help us in retention of good employees. For which, we should come up with efficient and effective recruitment plan rather than just following the competitors. O'Connell O'Sullivan (2014) argued that differentiation and innovation can add value to CERA, thereby creating a competitive edge. Thus, CERAs diversity management process should be quite different to the competitors if we need to attract the right set of experienced and qualified people. It seems more informal recruitment practices are becoming popular which in turn are less costly, less complicated and more task focused. For example, ThoughtWorks a software development company follows a unique informal recruitment process where it relies on employee referrals and attracts top-notch programmers to learn about their company by organizing various events. Another research carried out by Ates, Garengo, Cocca Bititci (2013) shows that we should use more social networking in our selection process to determine the true personality and adaptability of our potential employees. HR strategies and practices are very hard to replicate (Horwitz, 2016). So, to gain a competitive edge over others , CERA not only have to be innovative but needs to realize the potential of HR at strategic level of an organization. CERA must not only focus on recruiting right people, but also giving right jobs to right people. Work environment in todays world is very diversify, HR plays a very vital role in educating employees about the value and morals of other coworkers which results in building a strong and positive working atmosphere that can motivate the employees to realize their full potential and give back to the company as much as they can (O'Connell O'Sullivan, 2014). Conclusion Recruitment process should be non-identical so as to segregate our organization from others. As a manager, Mark French should establish a process, which is transparent, confidential and based on merit. Human resource manager is responsible to tell what type of job it is, what pay, and superannuation are and leave related talk (Meriac, Gorman Macan, 2015). As a result, this recruiting process may become useful for all and can achieve satisfactory level with ethics and norms. This is how recruiting process should be owned at CERA. According to evidence, it is suggested that CERA structure a very challenging recruitment process in order to attract and identify candidates who are more task focused, knowledgeableand gets the job done with minimum supervision. Researchcarried out outlines integrating job-related practical scenarios to identify true talent. For example, if CERA is recruiting for the drafting department before the final interview, it should incorporate a real job task such as drawing up a sketch for a given customer request to identify the job specific skills. With the above discussion it can be said that the responsibility of CERA HR is not easy, because the company strategy is based on focus in our strengths with an innovate perspective, this framework request for big amount of job, not only in HR, the company have many leaders in different areas, so achieve the goals is part of team job, Mark is encouraging each one of the team workers to drive the efforts to get a strong company, differentiate the company from the competitors necessary is doing different things, and also hire people with ideas that match with CERA strategy, in fact, do different things in recruitment means new scenario better choices to the customers, adopt different way to do the job deliver new challenges that are in the market. Now is the chance to take what we are in the market, build a pave the ways are not easy, but creating clear rules will represent choice the customers and bring truly options for them and compliance the goals that every person has an under the ir shoulders (Chatman Sherman, 2015). The experience and knowledge that the CERA team is important to build this company, support the ideas it doesnt mean be agree all the times but support with real evidence his process will reward the company performance. With the above discussion, it can be said that Mark French must establish a culture of diversity management. The focus on diversity management would enable CERA to get the best talent from the market. It is also important that CERA should use benchmarking as a tool to get the maximum benefits of diversity management. 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