The task of the Human Resource Manager is growing with the change in competitive market environment and the

realization that Human Resource Management must play a more strategic role in the success of an organization. As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make their management of human resources as effective as possible. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dreadful consequences, as their competitors may be outplaying them in the strategic employment of their human resources. ABC Company facing few common problems relate to human resource and the employees are quitting the job and our company is now being outplayed by competitors and in need of playing responsible roles by the managers soon enough. Maintaining a diverse workforce is one of the major problems and challenges faced by ABC Company. Dimensions of workplace diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, educational background, geographic location, income, marital status, religious beliefs, parental status, or work experience. As a manager of this company, I believe the future success of ABC relies on the ability of managing a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset of ABC if we can capitalize on this melting pot of diverse talents. With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, our organization can respond to business opportunities more rapidly and creatively, especially in the global arena, which must be one of the important goals to be attained. More importantly, if our companys environment does not support diversity broadly, we may lose talents to our competitors. In order to effectively manage workplace diversity, we need to change from an ethnocentric view to a culturally relative perspective. This shift in philosophy has to be fixed in the managerial framework of the HR Manager in our planning, organizing, leading and controlling of our resources. We have to manage workplace diversity effectively in order to attain organizational goals. We can manage workplace diversity and train them in diverse ways; such as On-The-Job Training which includes Job Rotation, Understudy assignments. One of the best ways we can handle workplace diversity problems is through initiating a Diversity Mentoring Program. This could lead to involving different departmental managers of ABC in a mentoring program to train and provide feedback to employees who are different from them. In order for the program to run successfully, it is wise to provide practical training for these managers or seek help from consultants and experts in this field. Such a program will encourage ABCs employees to present their opinions and learn how to resolve conflicts due to
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their diversity. More importantly, the purpose of this Diversity Mentoring Program is to seek and encourage employees to move beyond their own cultural frame of reference to recognize and take full advantage of the ABCs productivity potential inherent in this diverse workforce. ABC Company should see this workforce as an organizational asset rather than a burden. This would indirectly help our company positively. With this view in place, we must be able to organize the pool of diverse talents strategically for our organization. We must consider how a diverse workforce can enable our company to attain new markets and other organizational goals in order to harness the full potential of workplace diversity. We need to advocate a diverse workforce by making diversity evident at all organizational level of our company. Otherwise, some employees will quickly conclude that there is no future for them in ABC Company. As the HR Manager, I believe that it is pertinent to show respect for diversity issues and promote clear and positive responses to them. We must also show a high level of commitment and be able to resolve issues of workplace diversity in an ethical and responsible manner. We must conduct regular organizational assessments of ABC on issues like pay, benefits, work environment, safety and health securities, management and promotional opportunities to assess the progress over the long term. There is also a need to develop appropriate measuring tools to measure the impact of diversity initiatives at ABC Company through organization-wide feedback surveys and other methods. Without proper control and evaluation, some of these diversity initiatives may just pop out, without resolving any real problems of ABC Company that may surface due to workplace diversity. Workplace motivation can be defined as the influence that makes us do things to achieve organizational goals of ABC. This is a result of our individual needs being satisfied so that we are motivated to complete ABC Companys tasks effectively. We must be able to utilize different motivational tools to encourage our employees to put in the required effort and increase productivity for our company, as these needs vary from person to person. In our rapid changing competitive market environments, motivated employees and their contributions are the necessary currency for our organizations survival and success, we have to motivate our employees. Motivational factors in our organizational context include: working environment of ABC, job characteristics of ABC, and appropriate organizational reward system of ABC and so on. The development of an appropriate reward system is probably one of the strongest motivational factors for us and our employees. This can influence both job satisfaction and employee motivation. The reward system affects job satisfaction by making the employee more comfortable and contented as a result of the rewards received. The reward system will influence

motivation primarily through the perceived value of the rewards and their contingency on performance for our company. To be effective ABC Companys reward system should be based on sound understanding of the motivation of people at work. We can apply the gain-sharing system to provide the reward for our employees. Gain-sharing program refers to incentive plans that will involve ABCs employees in a common effort to improve our organizational performance, and are based on the concept that the resulting incremental economic gains are shared among employees and our company. This type of pay will be based on factors directly under the workers control; such as, productivity or costs. Gains will be measured and distributions will be made frequently through a predetermined formula. Because this pay will only be implemented when gains are achieved, gain-sharing plans will not adversely affect ABC Companys costs. The role of the ABCs managers must parallel the needs of the changing organization. To be success ABC must become more adaptable, resilient, quick to change directions, and customercentered. Within this environment, we must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. The ways organizations allocate responsibility for HR activities are many. They vary from firm to firm, and even over time within the same firm. Regardless of how HR activities are structured, ABC Company must concern with HR management effective performance as the roles of business partner, enabler, monitor, innovator, and adapter. When this will occur, we can help organizations link the HR activities to our business. We can demonstrate our value to the organization and help in achieve enhanced productivity, quality of work life, competitive advantage, adaptability, and legal compliance--all goals associated with the ABC Company's several stakeholders. Getting everyone involved in human resource management will continue to be essential. Employees, line managers, and HR professionals have to work together in order for our organization to manage human resources effectively.

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