Writers Den

Some European
countries have been experiencing a string of protests from immigrants. These
immigrants sought to express their dissatisfaction with their current
employment status and lack of consideration from employers when applying for
jobs for which they met the required qualifications. This has prompted
employers to reconsider their past and current practices in the management of
workforce diversity and to reduce the economic and cultural differences that
exist in these types of egalitarian societal organizational environments. The
main problem derives apparently from a wide range of discriminatory employment
practices inherent in European companies. These practices would set the tone
for possible lawsuits from immigrants rejected as potential employment
candidates and opportunities.

Consider this
example. Ewe Kikuyu graduated from a well-known European university with a
degree in Architecture in 2007 and spent a full year sending out her Curriculum
Vitae. Ewe is the daughter of South African immigrants and did not receive a
single chance, call, or interview. At one point, Ewe attended an architecture
job fair, where she witnessed one of the company recruiters to whom she had
submitted her CV glance at her and immediately dump her CV into a waste receptacle.
Ewe commented that, throughout her entire life of struggles, hard work, and
commitment to achieve a good education, she never thought that her name, race,
and nationality would become an issue in obtaining a decent job for which she
would be qualified.

Some of the
major obstacles for managing diversity in European countries derive from the
legal system, inherent employment practices, lack of accountability and
existing laws, and regulations. Some of the requirements currently in place in
some European countries when candidates are seeking employment opportunities
are to reflect on and submit their CV information related to their nationality,
religion, race, marital status, and a picture. These employment requirements
and practices have set the tone for many potential employment discrimination
acts. As a result of these discriminatory acts, complaints, and lawsuits, some
European countries and employers have been mandated to institute and comply
with some strict laws and regulations, and to introduce and manage proactive
solutions to attract, recruit, select, and retain a qualified, diverse
workforce to meet the supply and demand of a globalized, changing workforce.

Consider this:
Some European multinationals started to send managers to high schools in order
to train students in writing résumés and provided proper etiquette and training
tools to successfully achieve a job interview and enhance their employability.
In addition, some of these companies initiated a national campaign to work with
colleges and universities to recruit disadvantaged or minority students for
potential internship or /full-time opportunities. Some major multinationals
jumped on the bandwagon and implemented strict guidelines to eliminate personal
and biased information from the candidates’ professional profile (CV), such as
any racial or ethnic data, before forwarding them to recruiters or head
hunters. These new practices would make it more difficult for any prospective
employer to discriminate on the basis of nationality, religion, race, or ethnic
background.

Case Study Requirements

You will be
working as the VP of HR for one of these major multinationals. Your new tasks
will be to (1) analyze and identify major problems in managing, attracting,
recruiting, selecting, and retaining a diverse workforce; (2) provide
recommendations and solutions; and (3) provide a solid conclusion to this case
study. You will be required to provide a minimum of five references to support
your findings when analyzing this case.

Consider the following questions when you conduct
your analysis and findings:

1. What techniques and training tools are necessary to change the
organizational culture and create a cohesive environment that manages a diverse
workforce and provides opportunities that would recruit qualified talent?

2. What measures and mechanisms are necessary to develop and institute a
proactive affirmative action program that would secure and protect the rights
of employees?

3. What type of training and development, policies and procedures,
compliance regulations, and communication programs are required to ensure that
the organization meets the goals and objectives of seeking and maintaining a
global, diverse workforce to meet the future business and HR demands of a
competitive global sector?

4. What is the role of the organization, management, and employees at large
to ensure that these employment practices would cease to ensure compliance of
the law?

Students are
required to work on, develop, and read the Case Study “Workforce Diversity
Challenges in European Countries.” Please consider and answer the above
referenced questions 1–4 as part of your analysis, recommendations, and
conclusions. Please see the case study guidelines and format instructions in
Doc Sharing.

A cover page
and references page are excluded from the three to five page requirements. The
written summary must meet the APA style format.

HRM584: Case Study Grading Rubric

Category	Points	%	Description
Identification of Problem	15	25%	· Describe the problem(s). · Describe the challenges leading the organization to fail in its attempt to reach a positive outcome. · Identify causes leading to the problem(s)
Recommendations and Solutions	20	33%	· Describe and analyze necessary solutions to improve or correct the existing problem(s). · Use practical methodology and reasoning in the application of policies and procedures, mechanisms, and management techniques.
Conclusions	15	25%	· Describe the overall mechanism and tools to use to achieve success and improve efficiency and performance standards of the organization. · Define words of wisdom to the management team to learn from past mistakes.
Grammar and Spelling	5	8%	· Paper is well-written and is college level writing · Rules of grammar, usage, and punctuation are followed · Spelling is correct · Follows APA format
Organization & Cohesiveness	5	8%	· Paper was organized, had topical flow, and used appropriate industry vocabulary, concepts, and theory. · Paragraph transitions are present and logical, and flow is maintained throughout the paper. · Sentences are complete, clear, and concise. · Sentence transitions are present and maintain the flow of thought.
Total	60	100%	A quality paper will meet or exceed all of the above requirements.