In each and every organization, diversity has been an issue of concern thanks to the concept of globalization. People from varied cultural background have found themselves working together despite the fact that they hold very different views, norms, values and beliefs on a set of issues at hand. As suggested by Mor Barak, M. 2010 diversity at work place does have a set of both advantages and disadvantages and it is upon the responsibilities of the human resource department to capitalize on diversity for the betterment of the organization in this case OCBC Bank in Singapore. The paper will critically evaluate how human resource in the bank incorporates strategies and policies to better handle and nurture diversity within its workforce.
Each and every organization will at all time have diverse workforce in terms of age, sex, religion, ability, disability, race, ethnic groups, color, nationality and even sex orientation. Various organization although opt to be in line with Equal Employment Opportunity Committee regulations, fail to handle in the most sober way its diverse workforce (Sisson & Storey, 2000). The study will bring to light issues relating to handling of diverse human in OCBC bank contributing to literature hence laying grounds for further studies on the related field The information that will be gathered will also be helpful to other organizations that seek to improve on how they address issues relating to diverse workforce for effective development and growth of the organization.
The broad objective of the study is to find out how OCBC handle the issue of its diverse workforce. The three specific objectives of the study are;
To establish how diverse the workforce in OCBC is.
To find out the existing strategies and policies employed by the human resource management regarding diverse workforce
To examine the challenges brought about by a diverse workforce
Research question and hypotheses
How diverse is the OCBC workforce in Singapore?
What are the existing strategies and policies used by the human resource management in handling diversity in its employees?
What are the challenges brought about by a diverse workforce
Ho There is a significant difference on how OCBC bank in Singapore workforce.
HA. There is no significant difference on how OCBC bank in Singapore workforce
Ho There is a significance difference on the existing strategies and policies used by the human resource management in handling diversity in its employees
HA. There is no significance difference on the existing strategies and policies used by the human resource management in handling diversity in its employees
Ho There is a significance difference on the challenges brought about by a diverse workforce
HA. There is no significance difference on the challenges brought about by a diverse workforce
It has been argued that human or workforce is the most important asset that dictates the future of any organization, OCBC Bank in Singapore not being an exception. According to Boxall & Purcell, 2008 workplace diversity has been define severally but one definition adopted is; variety of differences and uniqueness among and between individuals within an organization. The concept entails issues relating to of age, sex, religion, ability, disability, race, ethnic groups, color, nationality and even sex orientation, educational background, job title to mention but a few.
If the HR have in place best strategies and policies to nurture diversity, the results are better as it helps in increasing adaptability, widening service range, more effective way of executing duties as well as bring a diverse ideas that can yield the desired satisfaction to customers hence propelling the organization to greater heights (Katharine, et al 1995). On the other hand, there are challenges brought about by a diverse workforce and this include resistance to change, hindrance on implementation of diversity in place of work polices, difficulties in sharing information
Both qualitative and quantitative research design will be utilized as they will cover the broad aspects of the study and enable a concrete conclusion and recommendation to be drawn. The tool used to collect data includes both primary and secondary sources. Questionnaires as well as interview guides will be distributed to OCBC employees and the human resource department respectively as they are the target population. Data will be analyzed using SPSS and presented descriptively using tables, charts and graphs. Random and careful biased sampling will be used to arrive at the desired sample.