Individuals in the workforce are from different generations and have varying lifestyles that can range from smokers and nonsmokers to individuals with differing sexual orientations. With organizations becoming more diverse, it is crucial for HR professionals to treat all employees equally and to promote a safe environment for all employees. By treating employees equally, a culture of egalitarianism is created and employees feel more comfortable and are able to focus on their work tasks as opposed to being judged, singled out, or stereotyped. Furthermore, HR professionals should consider the many benefits (added value) of hiring individuals with differing lifestyles because external customers also have differing lifestyles and thus feel more comfortable when interacting with a diverse workforce. Through trainings, HR professionals can spread awareness regarding the importance of diversity. Thus, human resource professionals are responsible for staffing, recruiting, and training individuals with differing lifestyles. One aspect of a thriving employment brand is the recruitment of individuals with differing lifestyles.
The benefits of skills-based training. (2011). Retrieved November 30, 2012, fromhttp://smallbusiness.dnb.com/human-resources/careers-job-training/1151-1.html
Day, N.E., & Greene, P.G. (2009). A case for sexual orientation diversity management in small and large organizations. Human Resource Management, 47(3), 637-654. Retrieved November 30, 2012, from http://www.shrm.org/Education/hreducation/Documents/47-3%20Day%20et%20al.pdf
Green, K.A., Lopez, M., & Kepner, K. (2009). Diversity in the workplace: Benefits, challenges, and the required managerial tools. Retrieved November 30, 2012, from http://edis.ifas.ufl.edu/hr022
Grote, D. (2005). Forced ranking: Making performance management work. Retrieved November 30, 2012, from http://hbswk.hbs.edu/archive/5091.html
Jamrog, J.J. (2001). The changing nature of the workforce: Today’s generation at work. Retrieved November 30, 2012, fromhttp://www.mcli.dist.maricopa.edu/ocotillo/retreat03/docs/generations_at_work.pdf
Prieto, L.C., Phipps, S.T., & Osiri, J.K. Linking workplace diversity to organizational performance: A conceptual framework. Journal of Diversity Management, 4(4), 13-21. Retrieved November 30, 2012, from ProQuest (Document ID: 1967952691).
Drawing on the material in the background reading and your own additional research, prepare a 4- to 5-page paper (not including the cover and reference pages) in which you:
- Analyze the importance of having individuals with varying lifestyles in the workforce from a human resource professional perspective and discuss strategies for selecting and recruiting a diverse group of individuals with differing lifestyles in the workforce.
- Identify different strategies for retaining individuals with differing lifestyles in the workforce.
- Discuss the idea of needing to “treat all employees equally.” What exactly is it that HRM/management needs to do? How do human resource professionals “treat employees equally” when their situations are so different? (e.g., consider the Golden Rule.)
Bring in at least 5 library sources to help strengthen your discussion.