MGT491 Module 2

Module 2 – CaseEmbracing Diversity Management and Strategies for Retaining Top TalentCase AssignmentIndividuals in the workforce are from different generations and have varying lifestyles that can range from smokers to 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 oppose 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.Then, drawing on the material in the background readings and doing additional research, please prepare a 4-5 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.What trainings could you provide?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).Assignment ExpectationsYour paper will be evaluated on the following points:Precision – Does the paper address the question(s) or task(s)?Clarity – Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?Breadth – Is the full breadth of the subject addressed?Depth – Does the paper address the topic in sufficient depth?Grammar, spelling and vocabulary – Is the paper written well – is the grammar, spelling, and vocabulary suitable to graduate level work?Referencing (citations and references) – Does the paper use citations and quotation marks when appropriate?Critical thinking – Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?Module 2 – SLPEmbracing Diversity Management and Strategies for Retaining Top TalentRetaining Top TalentOrganizations will always have some employees who are overachievers or “A” players. Thus, it becomes important for HR managers and professionals to retain their top talent. Many organizations mainly focus their efforts on developing their bottom 10% of employees instead of focusing on retaining their top 10% of employees. Some managers provide incentives such as merit pay for their top employees but at times that is not sufficient. For some employees, pay is not a significant factor when evaluating job satisfaction levels. For others, pay is a significant factor when evaluating job satisfaction levels. Nevertheless, when dealing with top talent, it is important to focus efforts on re-recruiting this elite group, re-engaging this unique group, and re-energizing this vital group. As mentioned above, re-recruiting is a strategic HR process that identifies top performers so that management can engage them in a conversation about their needs and desires, and then entice them to recommit to the company in the same way they were persuaded to join it in the first place. Re-engagement is the act of getting employees to feel connected to, and enthusiastic about their jobs. Employees are more likely to feel engaged when they have a solid relationship with managers and a belief in leaders. Re-energizing employees is a strategic process that provides a meaningful purpose for one’s service and dedication to an organization. This process rejuvenates employees from a physical, emotional, mental, and spiritual perspective. The following figure illustrates the three mechanisms for retaining top talent. Retaining Top Talent Diagram AssignmentDiscuss specific strategies for retaining top talent. Of the three mechanisms, which is the most important? Justify your response. Which strategies have you used in the workforce? If you were to create your own model for retaining top talent, what would it look like? Explain in detail your model and why it is more effective than the model mentioned in this module.SLP Assignment ExpectationsYour paper should be short (2-3 pages, not including the cover sheet, and references) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.