员工多元化的背景下如何实现更有效的人力资源管理

发布时间：2016-03-15 00:01

Introduction of the diverse workforce多元化的劳动力介绍

在经济全球化的今天，互联网的飞速发展，人的个人价值观的多样性等诸多因素的影响，劳动力的多样性已经成为现代企业发展的必然趋势。如今，越来越多的companiesfind在公司员工的多元化的员工队伍，可以发挥更大的作用。不同的背景可以体现在年龄、性别、民族、教育背景等方面，更深层的体现在价值观、信仰、人格、文化等方面。In the economic globalization, the rapid development of the Internet, human individual values diversityand many other factors influence, the diversity of the Labor force has become the inevitable trend of the development of modern organization. Nowadays, more and more companiesfind the diverse workforce of staff in the company can play a greater role. The different background can be embodied in age, sex, nationality, education background, etc. The deeper can be embodied in values, beliefs, personality, culture, etc.

优势Advantages 

新技能的加入和旧的经验继承New skills to join and old experience inheritance
当雇主雇用员工时，通常要注意每个人的年龄背景。因为它可以帮助雇主更好地实现专业技能的员工，这是公司的需求。同时，不同年龄段的员工有不同的经验。通过这种方式，，他们可以用不同的方法来帮助公司处理同样的问题。许多年轻的员工有很强的专业技能，并使用他们的技能来处理一些困难的专业问题。较年轻的员工，年长的员工可能没有更强大的专业技能，但年长的员工有很多有用的经验。这些经验可以帮助年轻员工帮助公司解决问题。如果年轻员工和老员工一起工作来处理同样的问题，他们可以更好的帮助公司完成他们的工作。作为员工可以利用彼此的优势来解决他们的问题，更有效的提高公司的利润。不同背景的员工会有不同的年龄阶段，工作才能，技能和经验。公司可以雇用不同年龄阶段的员工，有良好的改善和发展公司。When employers hire employees usually pay attention to each person's age background. Because it can help the employer better realization of professional skills employees, this is company needs. At the same time, employees of different ages have different experience. In this way, they can use different methods to help companies deal with the same problems. Many young the staff has strong professional skills and uses their skills to deal with some difficult professional problem. Older employees may not have stronger professional skills than younger employees, but the older employees have a lot of useful experience. These experiences can help young staff to help the company to solve the problem. If the young staff and old employees work together to deal with the same problems, they can better help a company to complete their work. As employees can use each other's advantages to solve their problems and more effective improve the profits of the company. The different backgrounds of our staff will have different age stages, working talent, skills and experience. Companies can hire different age stage employees with good improvement and Development Company.

Staff from all over the world

With the globalization of multinational enterprise expansion, many enterprises in order to occupy the market competitive advantage, or through the local security, or through the international strategic alliance and so on many kinds of ways to ensure that can better understand the customer, better and distribute in the global diversified consumer communication. China's association, in the internationalization process, an obvious feature is the diversity of the enterprise high color of skin, and this is also proved the global market different backgrounds of manpower advantage. In addition, more and more people are willing to work in other developed countries, because they can get a higher salary than in their own countries. Meanwhile, more and more companies are willing to hire employees from other countries. The findings come from different countries or areas of the same problem employees processing will produce different point of view. This is a very good method to help the company to overcome difficulties. Different thought of cooperation and fusion, can for the company to provide more development prospects.
For enterprise is facing today's consumer market and the direction of development, must employ the diverse workforce of our staff in order to better understand and service diversification of consumer groups.

Problems 

Different age layer of the cultural differences
More and more companies are willing to hire the diverse workforces of our staff work together. However, they found that many of the many problems, young and older employees did not establish a good relationship of cooperation. For example, when the young staff in dealing with some problems, they do not have enough experience, don't know how to solve the problem, older employees should give some advice, to teach them how to do it. The company hopes that the situation, young employees and old staff will have a good relationship and communication. Then, the fact is because different age culture and ways of thinking about different, led to some problem aside. Because of this low efficiency of work it will reduce the profits of the company. If staff is not allowed to establish a positive relationship, they will each other in the same job problems have prejudiced. So they can't friendly work, this kind of negative employee relations will affect the enterprise income.This is a problem because hire the diverse workforces of our staff.

Enterprise culture is not coordinated
In recent 20 years, between enterprise's acquisition, merger, strategic alliance, and other forms of cooperation between enterprise, bring a problem enterprise culture not harmonious. With the globalization of multinational enterprise expansion, the company in order to be able to normal development will need to employ a lot from other countries and regions of the staff, and the consequent a problem is the enterprise culture not harmonious. Because of the different growth environment to the original work and the different way of thinking and way of solving problems will also be different, so when they work together, if not coordination can produce a lot of problems. And hiring foreign employees is not only a way of thinking is different, some even language can't communicate with each other.

Strategies 
The company should and management strategy and human resource planning phase matching. In the human resources needs to give more investment, because this business strategydepends more on labor team individual expertise and creative, and at the same time, the diverse workforces of communication between team members and collision can help to promote the efficiency of the whole organization.
At the same time the company in the recruitment and personnel need many test, no longer just look staff post skills, but more attention staff diversified characteristics and with the corresponding configuration. According to the human demand and supply situation, through the internal and external recruitment promoted two ways equipped with human, especially the external recruitment, through a variety of channels, a variety of information sources to recruit to the diversity of the different characteristics of the staff, more can give enterprise to bring the new thinking and new look. Training is in the cost control premise, improving the capacity of employees, reduce flow. Training in the control cost and standard at the same time, have specific aim, according to different jobs, different knowledge skills, different work attitude to design the training content and training methods.
The diversity of employees, should adopt diversified incentive way, because their character and demand each are not identical. In the work, and shall set up diversified incentive measures, compensation, including stock ownership incentive, options reward, floating salary, etc

In conclusion, diversification of the workforce, diversified organization, is the inevitable trend of the development of modern society. Such a change if we can in the human resources management make positive strategy adjustment, will undoubtedly enhance the creativity and vitality, and enhance the efficiency of organization.
In the enterprise internal build inclusive human-oriented enterprise culture, seek common ground while putting aside differences of form their own the company's core values, in fairness, justice and open platform, let the diversity of individual form multiple relations of cooperation, At the same time, from the human resources of each link, including strategic planning, demand and supply, recruitment and personnel, training and performance evaluation, compensation and benefits and cut, in view of the workforce diversity characteristic, in the tactical level makes the corresponding positive adjustment, will effectively enhance organizational efficiency.

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