Differentiated and Individualized Personnel Management

Organizations are confronted with new challenges concerning their human resource management. Potential employees not only become more and more diverse with respect to socio-demographic characteristics, but also with respect to their needs and expectations. In order to deal with this growing heteroge...

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Bibliographic Details
Published in:European management journal 2005-08, Vol.23 (4), p.483-493
Main Authors: Bogaert, Sandy, Vloeberghs, Daniel
Format: Article
Language:English
Subjects:
Belgium
Diversity management
HRM
Personnel management
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Summary:Organizations are confronted with new challenges concerning their human resource management. Potential employees not only become more and more diverse with respect to socio-demographic characteristics, but also with respect to their needs and expectations. In order to deal with this growing heterogeneity, four different approaches towards the management of diversity exist: the deficit approach, the discriminatory approach, culturalization and individualization (cf. Glastra, 1999). Each approach offers different human resource management tools to deal with diversity. We carried out a descriptive survey to find out how Belgian companies deal with diversity. This study revealed that instruments offered by the individualization approach are most often applied to manage diversity.
ISSN:0263-2373
1873-5681
DOI:10.1016/j.emj.2005.06.001