- Drawing on the readings and on your personal experience, how can HR Managers help raise the cultural intelligence of an organization.
An effective HR Manager should be able to explain the importance of CQ to Senior Management of the organization including Boards. This could be addressed by working with the CEO on the selection of a book to be read by the Senior Leadership regarding the importance of CQ. This is a good starting point so we can have the leadership team on the same page as well delve further into the issue. Next, there should be documentation provided to the employees during the onboarding process in order to establish the standard for recognizing the multi-cultural environment that we are currently involved, (SHRM, 2015).
- Do you think that HR bears the brunt of this task or are there other offices within an organization that should be sharing in this goal?
Yes, I believe that HR should bear the brunt of this task but they will need support from Senior Leadership in ensuring that the organization has a clear mandate in moving forward. Likewise, there are many departments which may have a vested financial interest in seeing this initiative follow through, such as, Expatriates, Customer Service, Sales, Manufacturing, SCM, Procurement, AP and AR centers that deal with off-shore entities. HR should drive the process and ensure that whatever the test will be in assessing the cultural awareness of the organization should focus on recognizing the unique nature of all individuals, (Mauer, 2014).
- How can Human Resources help to promote an environment that is welcoming, respectful, and inclusive?
First, HR needs to work with legal counsel on establishing a zero tolerance regarding infraction which fails to recognize the importance and inclusion on diversity. Second, the onboarding process needs to have educational materials which support cultural diversity and awareness. Third, HR needs to find champions within the organization who emulate outstanding cultural awareness. Fourth, HR needs to work with outside speakers so that the organization can host an educational session on the merits of diversity. Fifth, HR should work with Senior Management to establish an Office of Diversity within the organization. Lastly, in order to establish a benchmark of where the organization is currently at with regards to accepting cultural diversity, HR needs to implement an assessment test, such as ICAPS, MPQ, and, or, CQS, (SHRM, 2015).
References:
Maurer, R. (2014). Navigate Cultural Differences to Succeed Across Borders. SHRM.
Retrieved from: https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/navigate-cultural-differences-succeed-across-borders.aspx
SHRM. (2015). Cultural Intelligence: The Essential Intelligence for the 21st Century. SHRM Foundation.
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