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Human resource management training

In the last decade, tremendous changes in the business environment and management circles have occurred. These changes have presented challenges that have thrown business management into reevaluation and assessment of the strategies and positions held. The new challenges like globalization, diversity and training have necessitated the adoption of new and innovative strategies that would help to maximize the outcomes. Thus, the need for human resource management to incorporate these new strategies in the most effective and efficient manner can not be under emphasized (Deb, 2006 ).                This paper will therefore focus on what policy to maintain on whether reactive or proactive in terms of human resource training. Organization’s can choose either between reactive or proactive strategies or even both. To start with, the reactive strategy is also known as ‘compliant’. Characteristic of this strategy lies in the idea of equal opportunities for every aspect of the organization. The policies are in place to meet minimum requirement and the systems support objective decision making. The problem with the system is that imbalances in terms of minority representation, stereotypes as well as prejudices are tolerated though below the radar.                On the other hand, the proactive approach embraces diversity in the work place and the policies are put in place to achieve beyond the minimum. Systems are put in place with merit decision making objective in mind with an emphasis on fair culture as the overriding view. In this system minority groups are well represented and stereotypes or prejudices are never tolerated. This option augurs well with large organizations that have the need to appeal to cross cultural barriers and their presence is felt globally (Kay and Banfield, 2008).               Analyzing these two strategies the reactive strategy seems to present problems in terms of prejudices and stereotypes. It indicates lack of properly developed or communicated business that has not been supported by predicted outcomes. This reflects uncertainty to commitment of equal opportunities and diversity and how far they can be allowed. With the proactive approach, every aspect of the organization follows a pattern or culture that emphasizes that a fair and individual consideration environment unifies diversity hence bringing formidable talents together to produce the best values need.                In conclusion, therefore proactive approach offers the best strategy that an organization can implement and ratify for purposes of future growth and development.

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