employees and is entrusted with the responsibility of providing services that include motivation, training, recruitment and welfare activities among others. In addition, HRM of an organization seeks that the employees are offered with an effective workplace environment and culture. Thus, HRM practices play vital role towards business sustainability and competitiveness in the long- run (Strandberg, 2009).
Presently, the labor market has also changed to a large extent as diverse workforces are employed by organization with the aim of having better competitive workforces. In this respect, HR professionals of organizations are bestowed with the responsibility of seeking that employees conduct their operations in accordance with organizational goals. Subsequently, HR professionals are required to ascertain that diverse workforces are managed in an effective manner. In this regard, HR professionals should devise appropriate policies along with practices, so that equal opportunities and working patterns are followed in an organization. Thus, HR professionals should manage workforce diversity for enhanced business performances as well as achievements. At present, workforces are regarded as an important element for the development of competitive advantages of an organization in the worldwide market segments. Contextually, HR professionals should ensure that diverse workforces are recruited and trained effectively so that, the employees are able to conduct their operations for the benefit of a business, society and people. However, there are certain challenges faced by HR professionals relating to prejudice, harassment and stereotyping in the management of diverse workforces. Respectively, HR professionals face the challenge of maintaining flexible working culture (Srivastava & Agarwal, 2012).
The objective of the project will be to determine the importance of HR functions in the management of diverse workforce.