The New Talent Acquisition Frontier

Integrating HR and Diversity Strategy in the Private and Public Sectors and Higher Education
1. Auflage 2013
ISBN: 978-1-62036-083-5
Verlag: Routledge

Buch, Englisch, 208 Seiten, Hardback, Format (B × H): 157 mm x 235 mm, Gewicht: 468 g

Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards • Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global marketplace• Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face• Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress• Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches• Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity effortsFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors’ point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today’s rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations – the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) – to illustrate the dynamic intersection between HR and diversity practices.

Zielgruppe

Postgraduate and Professional Practice & Development

Autoren/Hrsg.

Chun, Edna

Evans, Alvin

Fachgebiete

• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management
• Sozialwissenschaften Pädagogik Schulen, Schulleitung Universitäten, Hochschulen

Inhaltsverzeichnis

Acknowledgments Foreword 1 - Andy Brantley Foreword 2 - Benjamin D. Reese Jr. 1. The Business Case for Integrating HR and Diversity Strategy The Global Imperative Diversity, Demography, and HR Strategy Driving Change from the Outside In Misconceptions about HR’s Diversity Role Barriers to Integrated HR/Diversity Practices Ten Predominant Themes in Diversity Transformation Across All Sectors Unifying Bureaucracy to Create Synergistic Talent Approaches Strategic and Tactical Questions for Further Discussion Case Study 1. Formation of the HR Outreach and Diversity Office in the State of Rhode Island Case Study 2. Leading a Global HR/Diversity Initiative at the Society for Human Resources Management (SHRM. References 2. Reciprocal Empowerment. The Foundation of Inclusive Talent Practices Reciprocal Empowerment as Organizational Commitment Defining the Discourse of Diversity and Inclusion Diversity Capability as a Core Intangible Asset HR’s Diversity Evolution HR Redesign for Diversity The Pathway to Inclusion. Why Reciprocal Empowerment Matters Strategic and Tactical Questions for Further Discussion Case Study 3. Building Diversity Capability at Ingersoll Rand Case Study 4. Strategic HR and Diversity Collaboration at Duke University References 3. Diversity Competencies of the HR Leader The Six Competency Domains for Diversity Intercultural Sensitivity and Engagement The New Frontiers of Intelligence Creating Vanguard Organizations Through HR/Diversity Leadership Strategic and Tactical Questions for Further Discussion Case Study 5. Visioning and Planning—Diversity and Human Resources at Sodexo References 4. HR Leaders as Architects of Diversity Change HR Leader Self-Assessment Assessing Organizational Readiness for HR/Diversity Integration Creating Capacity for Transformational Change Mapping the Phases of Diversity Organization Development Barriers to Collaboration Challenges and Opportunities Strategic and Tactical Questions for Further Discussion Case Study 6. Integrating HR and Diversity Governmental Strategy at the U.S. Office of Personnel Management (OPM. References 5. Creating the HR Talent Infrastructure for Diversity The Talent Management Platform Talent Sustainability Talent Segmentation Global and Local. The Talent Challenge The Loss of Diverse Talent The Value of a Talent Compact The HR Vision, Mission, and Values Statements Systematic Gap Analysis Developing a Strategic HR/Diversity Talent Planning Process Strategic and Tactical Questions for Further Discussion Case Study 7. Launching a Transformative Diversity Initiative in the Largest HR Professional Association in Higher Education References 6. Building the HR/Diversity Strategic Plan Sample HR/Diversity Strategic Planning Template Measuring HR/Diversity ROI Creating Organizational Synergy Strategic and Tactical Questions for Further Discussion Case Study 8. Building an Integrated HR/Diversity Plan at Walmart Case Study 9. Integrated HR/Diversity Planning at Kent State University References 7. Synthesis and Recommendations Looking Ahead References About the Authors Index

Über Autor(innen)

Edna Chun and Alvin Evans are award-winning authors and human resource and diversity thought leaders with extensive experience in complex, multi-campus systems of higher education. Two of their books, Are the Walls Really Down? Behavioral and Organizational Barriers to Faculty and Staff Diversity (Jossey-Bass, 2007) and Bridging the Diversity Divide:Globalization and Reciprocal Empowerment in Higher Education (Jossey-Bass, 2009) were recipients of the prestigious Kathryn G. Hansen Publication Award by the national College and University Professional Association for Human Resources. In addition, their co-authored book, The New Talent Acquisition Frontier: Integrating HR and Diversity Strategy in the Private and Public Sectors and Higher Education (Stylus: 2014) received a silver medal in the 2014 Axiom Business Book Awards and is the first book to provide a concrete roadmap to the integration of HR and diversity strategy.Recent publications include Leading a Diversity Culture Shift in Higher Education (Routledge, 2018) that draws on extensive interviews with chief diversity officers and university leaders to provide a systematic approach to diversity organizational learning and The Department Chair as Transformative Leader (Stylus, 2015), the first research-based resource on the academic department chair’s role in diversity transformation. Other books include Diverse Administrators in Peril: The New Indentured Class in Higher Education (Paradigm, 2012), the first in-depth interview study of the work experiences of minority, female, and LGBT administrators in higher education 2012) and Rethinking Cultural Competence in Higher Education: An Ecological Framework for Student Development ( Jossey-Bass, 2016), a study that draws on a survey of recent college graduates now working as professionals to offer leading-edge, integrative models for the attainment of diversity competence.Both authors are sought-after plenary speakers and facilitators at national conferences and