What are the key drivers of workforce diversity?
Globalization, technological development, and demographic changes.
What are primary diversity dimensions?
Visible characteristics such as gender, ethnicity, and race.
What are secondary diversity dimensions?
Characteristics such as education, geographic location, and family status.
What are tertiary diversity dimensions?
Organizational characteristics such as hierarchical level or employment status.
What are the three diversity management perspectives?
Discrimination and fairness; access and legitimacy; integration and learning.
What is the goal of the discrimination and fairness perspective?
Treat everyone equally and eliminate discrimination.
What is a limitation of the discrimination and fairness perspective?
It may pressure minority groups to assimilate.
What is the access and legitimacy perspective?
Using diversity to connect with diverse markets.
What is the integration and learning perspective?
Leveraging diversity to improve learning, decision-making, and innovation.
What are the three types of e-HRM?
Operational e-HRM, relational e-HRM, and transformational e-HRM.
What does operational e-HRM involve?
Automation of administrative HR tasks such as payroll.
What does relational e-HRM involve?
Supporting interactions between managers and employees through HR systems.
What does transformational e-HRM involve?
Using HR technology to support strategic HR processes such as recruitment and development.
What are the three types of e-HRM users?
Non-users, operational users, and power users.
Which type of e-HRM user contributes most to organizational success?
Power users.
What is the Categorization–Elaboration Model (CEM)?
A model explaining how diversity can lead either to social categorization and conflict or to improved decision-making through diverse perspectives.
What is the hybrid automation–augmentation approach to AI in HR?
A system combining automation of HR tasks with AI systems that support human decision-making.
What HR functions commonly use AI?
Recruitment screening, performance management, coaching, and training.
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Week 18
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Week 232
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Week 313
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Week 418
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Week 515
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Week 65
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Reading – What Employees Are Saying About the Future of Remote Work (McKinsey)12
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Reading – Boundaryless Careers in the Gig Economy14
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Reading – HRM and Corporate Sustainability / CSR13
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Reading – The Great Attrition14
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Reading – Designing Mentally Healthy Hybrid Work10
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Reading – AI in HR9
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Reading – Future of Work (McKinsey)7
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Reading – Future of Work (Explore Magazine)10
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Reading – Executives on Hybrid Work7
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Reading – Mental Health in the Workplace9
