Nazhan Ahamed

Managing Diversity For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity. Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people. There are many benefits to having a diverse workplace. For starters, organizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on qualified candidates

Managing Diversity For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity. Workplace diversity refers to the variety of differences between individuals in an organization. Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people. There are many benefits to having a diverse workplace. For starters, organizations that commit to recruiting a diverse workforce have a larger pool of applicants to choose from, which can lead to finding more qualified candidates and reducing the time it takes to fill vacant positions. Businesses that do not recruit from diverse talent pools run the risk of missing out on qualified candidat

An Integral Part Of Human Resource Development: Job designing.                        Job design is the process of organizing work as group of tasks, arranging and defining the job process and structure at the workplace depending on the job analysis performed. The job design takes into account the organizational objectives to be achieved along with trying to minimize on–the-job fatigue, stress and human error.  According to Armstrong (2011),Job design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superior subordinates and colleagues. Job designing sequence is as follows: What tasks are required to be done or what tasks is part of the job? How are the tasks performed? What amount are tasks are required to be done?

UNIQNESS TOWARDS ORGANIZATION SUCCESS: EMPL0YEE RELATIONS “Employee relations, known historically as industrial        relations, is concerned with the contractual,                                                                                        emotional, physical and practical relationship                                                                                      between employer and employee.” Any organization that wants to succeed in a specific industry must place emphasis on positive Employee Relations. As it might sounds, the broad term used in business refers to the relationship that is shared between an organization and its employee base. While it does sound like a very broad and obvious term, it’s one that is extremely important. It is a relationship where rapport and trust can have a direct effect on profits and business climate. As most people who have worked in any type office setting will know, there are many different types of personaliti