Diversity Profile and Plan Term Paper

Pages: 11 (2831 words)  ·  Bibliography Sources: 1  ·  Level: Master's  ·  Topic: Business - Management  ·  Buy This Paper

SAMPLE EXCERPT:

[. . .] These values not only indicate the ASD's qualities but also tell how it works, treats and values the employees. These values represent the inclusion initiatives and diversity management.

Integrity should be maintained not only in working relationship but also in the decision-making process. Excellence must reflect in every individual as well as collective action. In order to enhance the working environment everybody should respect one another s' point-of-view and role in the organization. Appropriate services must be provided to those who were affected by the firm. Proper coordination or cooperation should be there in management, planning and other organizational operations. Organization must be committed to protect public health. Openness is very essential in communicating and the decision making process, hence open culture should be adopted.

Strategic Plan

The five main goals of a strategic plan are: Safety, Security, Openness, Effectiveness and Management Excellence. The organization should ensure safety for its stakeholders. It should be secured in all aspects. Moreover, culture of openness and idea's sharing should be promoted. All these objectives will help in effectively achieving profitable growth and management excellence.

The goal of Management Excellence is reflected in leadership development, advanced recruitment strategies, management accountability, promotion of discrimination-free environment and in supporting the development and training of staff.

Performance Plan

The performance plan of ASD includes diversity workforce-goals to sustain a high performance, achieving a diversify workplace level and workplace that associates positively with appropriate national labour-market.

ASD's Performance management system connects to diversified management principles via leading people and core qualifications. To imitate the targets of diversity management, the SES managers should comprise of some leadership attributes within their selves. The attributes include: higher motivational level, coaching, personal development, mentoring abilities, effectively communicating with others, building diversity and then demonstrating personal leadership.

Affirmative Employment Plan

There are four guiding principles in the ASD Affirmative Employment Plan that symbolize the principles of diversity management. The first principle deals with a working environment where there should be no discrimination and harassment. Even the people with disabilities are accessible in such an environment. The second principle deals with the policies which give equal opportunity to each and every employee to participate in the process which is undergone to meet the targets. And according to the policies each employee should be assessed in the same manner and everyone should be treated fairly when it comes to giving promotions. As per the third principle, highly competent staff should be hired such that they are in consistency with the national labour market. Furthermore, a supportive and encouraging environment should be provided to the employees. Lastly, the fourth principle talks about appreciation and respect of the employees. It also talks about the welfare of all the employees who are present in the agency. It must also be kept in mind that HRDMP is built on the basis of Affirmative Employment Plan's principles. It includes details regarding the management needs, which are compulsory for creating diversity and making it all real at ASD.

Human Capital Strategic Plan

A number of goals have been established by the agency and these goals are included in the Human Capital Strategic Plan. The goals that are linked to HRDMP include the development of present and future leaders of the agency. Another goal is to strengthen the power of supervising authorities to so that work could be done to meet the expectations of the organization and even proper and timely feedbacks can be given. Another goal that is linked to the HRDMP comprises of a working environment which is free from discrimination and which provides great opportunity to the employees to participate in the achievement of ASD's mission. Another goal is to have strategies for recruiting, retaining and developing innovative employees, who can provide services of high quality.

Office Operating Plan

The activities which are included in the operating plans of the office are consistent with the strategic and performance plan of ASD. Operating plan includes the actions which are to be taken to complete the targets. Many of the areas of operating plans are delineated to show up the diversity and inclusion initiatives.

Identify existing standards to reinforce ethical behaviours

Strategies: For offices usage, examples relating to the strategies of diversity management are made available. The implementation of strategies in offices must contribute in the success of the agency in diversity management.

Goal 1.0 - Hire diversified employees for all the levels

STRATEGIES:

Whenever there are vacancies available and recruitment is taking place then at that time the panel should include people with diverse backgrounds. Relationships should be strengthened with the minority groups (at universities and colleges) and even institutions with diverse populations should be identified. Students along with employees should be served with cooperation and should be encouraged to apply for developmental programs. Emphasis should be given on the development of feeder groups for Senior Executive Service Candidate Development Program and Leadership Potential Program. Moreover, the recruitment strategies should be modified with the passage of time to ensure that the minorities and women rights are not neglected.

The recruitments can be either internal or external. The screening process of the applicants should include pre-employment testing where employers should have the permission to question applicants with regards to their ability to execute job functions; however, they cannot ask about any kind of permanent or temporary disability before offering the job. Furthermore medical examinations ought to be carried out; tests related to physical agility and fitness as well as psychological tests should be taken as well. Lastly, interviews should turn out to be the deciding factor (Riccucci and Pynes, 2002).

Goal 2.0: Development and retention of diverse employees should be promoted so that a working environment that values difference is created.

STRATEGIES:

Strategies should be communicated to the staff members so that no confusion lies between the mission and the diversity management strategy. Individual Development Plans (IDP) and training sessions should be consistent with the missions and organizations priorities. An assessment of organization should take place so that the areas which require improvement can be highlighted as per the diversity management principles. Actions should be taken to work on the areas which require improvement. Areas which require improvement are identified on the basis of employee survey or organizational assessment. Communication should take place between the higher and the lower management so that different ideas are received in relation to the working environment. With the help of effective communication, efforts of diversity management and EEO agency can be promoted. Diversity should also be promoted on major task committees. Where ever the management considers appropriate practices of EEO and diversity management should be implemented. Moreover, a continuous development approach should be adopted by the organization, under which the leadership skills, along with other talents are revised on a continual basis.

Goal 3.0- the diversity of employees at the managerial position should be increased

STRATEGIES:

Under external and internal leadership and executive development programs participation of qualified employees should be there. There should be proper counselling in the organization, so that the staff members are totally aware of what is going on in the organization and what their future chances are going to be. The assessment procedures should also be unbiased so that every individual gets an equal opportunity for promotions, increments, rewards and appraisals. Anything that is acting as a barrier in the employees' path of advancement should be highlighted and actions should be taken in return. Employees should also get exposure to senior managerial posts. Survey identifies any problem that is in existence. For executive development programs and for external and internal leadership, emphasis is laid on the development of feeder group applicants. Management must assure that challenging assignments are given to the employees so that their skills are polished. The application of HRDMP principles should be highlighted which in the SES Candidate Development Program and Leadership Potential Program. For senior positions diversified applicants should be hired. The candidate hired should be qualified, irrespective of his gender, religion, age, race or national… [END OF PREVIEW]

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