Human resource management (HRM)
There is a fine line between true inclusion/diversification and tokenization, and it matters what employers do with the money they make through advertising their diversification efforts. While several government/federal agencies have the USMSPB to overlook diversity in the workplace and have established best practices for reference, what do you believe can be done to ensure that a company (outside of government/federal agencies) is truly putting their money where their mouth is? Should these diversity “checks” be conducted within an organization, and would that be truly effective (especially if the company’s higher-ups are not minority-status folks themselves)? Who should be the arbiter of these decisions? How do we ensure representation without tokenization? What could this look like? What would fair compensation for marginalized people’s labor look like?
Sample Solution
To run a business, every organization, large or little, employs a range of capital. Capital includes cash, valuables, or goods used to generate income for a business. A retail store, for example, employs registers and goods, but a consulting firm may have its own software or buildings. Regardless of industry, all businesses require people to make their capital work for them. Throughout the text, we will concentrate on generating cash by utilizing people’s skills and competencies. Human resource management (HRM) is the process of hiring, training, compensating, and setting policies for them, as well as developing retention tactics. As a discipline,
