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Managing diversity is usually viewed in broad conceptual terms as recognizing and valuing differences among people; it is directed towards achieving organizational outcomes and reflects management practices adopted to improve the effectiveness of people management in organizations. The purpose of the paper is to examine the debate on how diversity management initiatives can be integrated with strategic human resource management (SHRM), and how SHRM is linked to organizational strategy. The discussion on SHRM in this paper will explore its links to corporate strategy as well as to diversity management.
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