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Managing Diverse Workforce

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Managing a team with members from different cultural background and nationality has its own unique dimensions and challenges. Typically organizations have different training modules which train people on cross cultural aspects before they get exposed to the people of various nationality and culture. Research shows that most of the organizations have few common issues which inhibit the advancement of diverse groups in the workplace : (1) negative attitudes and discomfort toward people who are different, (2) discrimination, (3) prejudice, (4) stereotyping, (5) racism, and (6) bias. In one of the HBR series discussions , Navi Radjou, VP at Forrester Research shares his insight on why Indians score over their western counterparts. He asked senior execs at both Western and Indian multinationals with R&D operations across US, Europe, and India what challenges they face in managing their firms’ transnational innovation networks. They pointed out that the biggest hurdle is socio-cultural, ...
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HR links for the week

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Here are some of the interesting posts from the HR blogosphere for the week. I’m sure readers will enjoy going through the posts. Career bright on working from Home and how it is important to be self-directed and self-motivated to be able to work from home completely. David Zinger has an interesting post on Employee engagement where he illustrates through this video on the concept of learned helplessness that contributes to disengagement at work. Heather Hughes shares her personal experience of how she escaped her newspaper job to start her own Business -- and how others can leaern from her experience as well. Rowan hosts the Carnival of HR 30 . A Bob Brady post on no I-PODs at work has most of readers disagreeing to the idea.
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On ROI, HR Skills & Perception about HR Function

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ROI on Training and Leadership programs Training evaluation usually takes into account the following factors. • Reaction-How the participants reacts to the program • Learning-Depending upon the nature of the program ways to measure the learning has to be worked out. • On Job behavior -To access the effective changes for the desired result on the team and the individual. • Business result-how the change in behavior has positively impacted business result. • Calculating the return on investment (ROI). Most of the organizations focus only till stage 4 of the evaluation process. Typically there are 3 aspects which are considered to be looked at under ROI. • Desired Impact - has the training program been effective it facilitating change as it was desired. Training is one of the many tools available; it must justify its effectiveness as a viable business solution to remain relevant and viable. • Cost –to substantiate that the cost incurred leads to positive impact of profitability. • Improv...
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