Influe of Diversity Training, International HR and Planning (Essay Sample)

The Influence of Diversity Training and International Human Resource and Planning Student’s Name University Affiliate Abstract This document enumerates the contents of diversity training in terms of its foundation, importance, and factors that affect professional practices. Additionally, the list of the different aspects of multi-cultural, cross-cultural, and race relationship training is offered. Strategies and goals of the society’s culture in a diverse atmosphere are described on the example of the Dell company. More details about the diversity training in the global atmosphere are presented with the intention to show its values and reveal the life cycle of the scenario-based training. Finally, the paper discusses diversity training and management team workforce. Key words: diversity training, human resources The Influence of Diversity Training and International Human Resource and Planning Introduction The influence of diversity training and HR Practices is very significant, especially at the workplace. Basically, diversity training entails working with people from different backgrounds in terms of religion, race and other distinctive features. It has to be noted that diversity training is essential, as it enables the participants to initiate better working conditions as regards their skills and expertise. Furthermore, HR Practices involve recruiting, advising, and dismissing employees. These functions depend on the skills and qualification of the particular manager. Essentially, the study intends to show how diversity training and Human Resources and Practices influence the working place and the society in general. Main body Background of diversity training and its significance Diversity training started as a reaction to the civil rights movements and violent demonstrations held by activists. The protesters determined to clearly inform Euro-Americans that black individuals would not remain tacit concerning being treated unfairly as citizens. Diversity training started in 1960s, the time when education was mainly aimed at increasing awareness of racial differences (Wildermuth & Gray, 2005). This kind of training is crucial because it brought white and black Americans together for honest and emotional discussions about race relations. It led to the employment of black-white pair of facilitators as an essential way for exposing participants to the two race relations, as well as modeled cross-cultural connections (Stone & Stone-Romero, 2012). Additionally, diversity training resulted in attainment of equality in a world that had historically oppressed those with less social, political and economic authority. On the whole, diversity training reached the target of increasing the sensitivity of White Americans towards racial discrimination. The different aspects of multi-cultural, cross-cultural, and race relationship training The different aspects of multi-cultural training are based on religion, gender, and ethnicity belonging, as it often contributes to the issues connected with diversity aspects. Cross-cultural training encompasses interacting with other cultures, religions and ethnic groups so as to achieve certain goals, especially in business entities. Specifically, interacting via a cross-cultural perspective ensures that different states attain their set targets in business, which can be attributed to the concept of diversity training (Romanenko, 2012). Finally, race relationship training is important because different communities interact with the intention to fulfil reach their aimst. Apparently, the difference in question depends on different cultures where diversity training plays the primary role for linking those involved. Features that influence diversity training and successful preparation in an worldwide market place The factors that affect diversity training overseas are stereotyping, language barrier,ethnocentrism, understanding cultures. To begin with, stereotyping emerges when people have a false understanding of others. It permits them to accept others in a selective way that confirms their prejudice (Wildermuth & Gray, 2005). Understanding a culture is another barrier that entails unawareness of what a certain culture consists of, hence, causing confusion among the parties involved. Language barrier arises when the participants speak different languages, have poor communication and listening skills. Finally, ethnocentrism appears because people consider their ways of dealing with certain problems to be the only right ones as compared to how other cultures complete particular tasks. Effective training in the global market place consists of global negotiation skills, team building, cultural competence, and presentation skills. Global negotiation skills enable an individual or organization to get the best deal in the market, and team building leads to a positive outcome as regards beneficial performance. When it comes to cultural competence, the organization in question is able to relate with any company because of being knowledgeable about how they undertake their services globally. Lastly, the contents of presentation skills from a world-wide perspective ensure that the connection between organizations is initiated in a professional way (Stone & Stone-Romero, 2012). The methods and aims of community’s ethnicity in diversity training The strategies and goals of society’s culture comprise working in a team in order to create a mutual understanding. Interaction often starts face-to-face or through the website. It is a good policy that makes the parties act in concord to effectively undertake their service (Romanenko, 2012). Fundamentally, teamwork and communication enable a society’s culture to relate and implement their set target professionally and on time. By definition, the strategies that can be incorporated are teamwork and communication, where as targets include creating more employment opportunities and being the best on the global market. Diversity training and the management team workforce Diversity training and management team workforce correlate to achieve the set goal in any cultural society. The process when different people with divergent expertise work together under a certain authority to fulfill their task appropriately may serve an illustration for how management team can use diversity training (Stone & Stone-Romero, 2012). An example of an organization that uses such strategy is Dell Corporation where people are employed from different fields to create a positive working atmosphere. Therefore, diversity training and the management team workforce are connected in the sense that diversity training is a technical perspective that can only be reached through the inclusion of the management team workforce. The characteristic of diversity training and Dell as an organization with international atmosphere The aim of diversity training is to increase individual’s cultural awareness and interaction. The diversity training consists in planning a positive work atmosphere by assisting employees to recognize and to be tolerant of the diversity within the workplace (Wildermuth & Gray, 2005). Dell Corporation is a model of a company that incorporates diversity in its management. Apparently, its approach has been successful, as it is known globally as one of the best firms. Thus, the idea of being diverse is crucial, as it generates advantageous results regarding expertise and achievements (Romanenko, 2012). Some of the reasons why Dell is an excellent corporation is because it strives to create atmosphere that would be comfortable for everyone by providing flexible schedule, involving employees in cases of business problems solving and, thus, giving them feeling of being needed. Additionally, it has invested in technology and understanding miscellaneous customer’s desires by hiring culturally divergent employees. Difficulties in diversity training Apart from the fac...