Training can damage diversity efforts

Article Abstract:

Inefficient diversity training can harm a company's efforts to promote better socio-cultural awareness. The trend towards social heterogeneity has heightened the need for diversity training in businesses, consequently resulting in the influx of inexperienced trainers claiming to be professionals. Tackling sensitive racial issues often evoke various emotional responses that are best handled by qualified professionals. It is therefore necessary for companies to first understand the issues involved in diversity training in order to set specific goals relevant to organizational management. Assessing existing cultural conditions through surveys and focus groups, creating support groups that report a training's progress, modifying present policies and programs to conform to diversity efforts and establishing an effective management-employee communication network are essential for a diversity program to succeed.

Employee training

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HR to the rescue: teach downsizing survivors how to thrive

Article Abstract:

Companies compelled to trim their workforces seldom think beyond the downsizing process to address the needs and concerns of their remaining employees. While they make huge investments in ensuring that their outplaced employees are cared for, they pay little attention to how they can help downsizing survivors cope with the changes all around them. Many executives even assume that the surviving workers will be so grateful not to be laid off that they will go about their work enthusiastically. However, this is a grave mistake because downsizing often has adverse effects on the employees left behind. They usually feel relief only momentarily because they are soon overwhelmed by feelings of loneliness, guilt, depression and job insecurity. An eight-point approach to managing the 'survivor syndrome' is presented.

Downsizing (Management)

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Strategic HR at First Chicago

Article Abstract:

First Chicago Corp has designed and utilized an innovative and pro-active human resources management program that acts as a check and balance system for any problems that the bank may encounter. For its recruitment and training division, it has created a program tailored for entry-level, non-exempt staff. For its health care structure, the financial repercussions of proposed health programs are predicted by a data management system prior to establishment of the program. Other innovations in First Chicago's strategic human resources program are: its Global Corporate Bank, transfer of medical costs to pensioners in exchange for increased benefits, and recruitment through direct sourcing and partnerships with schools and communities.

Bank holding companies, State commercial banks, National commercial banks, Banking industry, First Chicago Corp.

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