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HRM591 Discussions Week 1 - Webinar Collaboration Discussion
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  • Course
  • HRM591 (• HRM591)
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  • DeVry University
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  • Strategic Human Resource Management

Week 1 - Webinar Collaboration Discussion Dear Class: This Collaboration Discussion thread pertains to the weekly reading and Webinar. For those attending the in-class exercise held during the second part of the class, please post a four sentence paragraph describing what you believed to be the...

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  • April 20, 2021
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  • 2020/2021
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  • Elaine f.b
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  • • hrm591
  • strategic human resource management

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Week 1 - Webinar Collaboration Discussion
Dear Class: This Collaboration Discussion thread pertains to the weekly reading and
Webinar. For those attending the in-class exercise held during the second part of the
class, please post a four sentence paragraph describing what you believed to be the
most interesting or most informational part. For those students not attending, please
write a 250 word paragraph describing a critical issue discussed during the webinar or
included in the reading materials. The purpose of this Collaboration Thread is to share
information which will assist each of you in understanding and applying the course
content.
While you may respond to your classmates, substantive content must be included in
order to obtain credit. If you found the same information as a classmate to be your 'take
away', please add additional reasons. Do not repeat the same verbiage.

,  Darrell Gordon
Oct 29, 2019Oct 29, 2019 at 4:54pm

Manage Discussion Entry

Professor & Class –
One of the more interesting topics discussed in Chapter Two was “Workforce
Demographic Changes and Diversity”. The text mentions how critical it is now
becoming for companies to promote diversity for their organization success.
I have been fortunate enough to work for two different companies who both made
very public and committed attempts to promote workplace diversity. My former
company scheduled different month-long diversity themed events with workshops,
speakers, etc. where each month focused on a different diverse group (i.e. Pan-
Asian month, Hispanic month, African American month). At the time I thought it was
a great opportunity to learn about different cultures and appreciate the diversity of
our own employee base.
My current employer uses a different approach, creating affinity networks that align
with diversity (Native American network, Women’s network, African American
network, etc.). Employees are encouraged to join multiple networks and diversity
events are regularly planned on a continual basis. In both cases, each of these
companies were making a dedicated effort to celebrate and spotlight diversity.
Although I appreciated working in environments where diversity groups and events
were encouraged, businesses (i.e. HR) must also create policies, guidelines and
practices that encourage diversity in the workplace and make sure there is zero-
tolerance policy for any discriminatory practices.
It was very interesting reading about Safeway and its “Championship Change for
Women” program (which was not only for women - but minorities as well). At my
current employer (quoting my CEO, who is female), almost 50% of managers are
women, and our CEO is committed to driving the culture for even more inclusion to
create a more diverse workforce.
Mello, J. (2015). Strategic Human Resource Management (4th Ed.). Stamford, CT:
Cengage Learning. (43, 44)
Read More

o




Edward Miller

Edward Miller

Oct 30, 2019Oct 30, 2019 at 3:01pm

, Manage Discussion Entry

Darrell,
Great initial post! Loved hearing about your experience with diversity in the work
place.
Likewise, my currently employer is a lot like the first example you discussed on
cultivating a nurturing environment by setting up different groups and workshops for
individuals to attend. Being in Supply Chain, a area that is behind the times from my
experience, I am a proud believer and supporter towards driving diversity in the
workplace.
First and foremost, we always want to find the right candidate for the position, but
adjust how we are searching for candidates and where can greatly change the type
of applicants you are seeing come across. Additionally, I try to lead by doing, not just
sayings, and I myself like to attend different diversity seminars when I can to gain a
better understanding of some of the challenges and issues being faced so I can help
better facilitate opportunities for individuals when given the chance.
o




Judith Latham

Judith Latham

Oct 31, 2019Oct 31, 2019 at 9:23pm

Manage Discussion Entry

Hi Darrell, Great post, I love that your employee has all of those diversity alignments,
it reminds me of when I worked at JP Morgan Chase, back in 1999 - 2002 when it
was at the beginning of all of the diversity, work-life balance movements and all of
those.
I agree that having women in positions such as CEO and even Chairwomen of the
Board positions are great for companies, it provides us with a different perspective.
Finding the right person for the position is correct, yes, no matter who, it is, and no
matter what the position is. Although, today we had realized that I have tomorrow
off from work, and Friday and Saturday are nights that we always have Laura and
me working and it is because we both can do whatever is needed for the check-ins,
get them in the room, clear the lobby in a matter of minutes, change their rooms, get
issues fixed, make a reservation, if Laura needs to leave I can cover for her, and
then we have night audit I can do that in less than 4 minutes no matter what else is
going on. My GM gave me the night off because I covered tonight for our p/t guy so
he could take his niece trick or treating, and she said to me today why did I give you
tomorrow off you know we need you on the desk on Friday, Saturday and now even

, Sunday, what was I thinking, and I said we need to make sure that anyone can do
this job no matter who they are it will be good for Frankie to have a busy night. My
thought process is that you don't take someone off of the desk last minute because
that takes their confidence away, just like you said Darrell, lead by doing, my GM
was not going to do that she was going to just do what was easiest and easiest was
having me come in be on the desk and make sure that there were no issues, I
believe he needs to be given a chance.
Judi



Collapse SubdiscussionBrandyn Merchant

Brandyn Merchant
Oct 29, 2019Oct 29, 2019 at 9:50pm

Manage Discussion Entry

Hello,
In this weeks lesson if found the "One size doesn't fit all" Interesting. Today’s
workplace primarily comprises three generations: Baby boomers, Generation X, and
Millennials. Each age group has varying viewpoints that have been shaped by
differing life events, market circumstances, and economic priorities. Generational
gaps and differences need to be addressed by organizations and managers in order
to retain top talent and ensure team collaboration.
Managers today have to deal with many different Groups therefore need be very
Strong and Flexible with attitude. Strong managers are critical to employee
achievement and success. They set the tone. They often drive employee motivation
and productivity. Plus, they understand how to reduce internal conflict among
generations. Employees listen to effective bosses.
o




Edward Miller

Edward Miller

Oct 31, 2019Oct 31, 2019 at 7:50pm

Manage Discussion Entry

Brandyn,
Great post!

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