CD13114 pr(s).qxp - Chartered Institute of Personnel and ...

More documents

Recommendations

Info

THE MOSAIC VISION WORKSHEET 1 2 2 Objective processes Diagnostic questions i Are best-practice processes being implemented for selecting, inducting and developing employees? ii Are the processes regularly audited to ensure fairness, eg is monitoring data kept re success rates; are the exercises trialled before use; are interview questions checked for objectivity? iii Are fair selection and appraisal-skills training compulsory for all managers running the systems? iv Are the criteria for vacant positions clearly communicated to all? v Do new employees undergo a thorough and formal induction process? vi Are mentors assigned to new employees to facilitate induction? The Vision The Reality • HR processes – eg recruitment, selection, induction, performance appraisal – audited and reaudited to ensure objectivity and best practice. • Processes regularly reviewed for fairness. ii • Managers are trained in the operation of the HR processes. • The criteria for vacant positions are clearly communicated to everyone. • A detailed induction process is provided. v • Mentoring is offered to new employees. vi Overall Assessment 4. Strong aspect 3. Almost there 2. Getting there 1. Way off All indicators Some indicators still Action just starting No indicators actioned need tightening up on some indicators actioned This document can be downloaded as a Word document from www.cipd.co.uk/tsm Copyright © Pearn Kandola. Originated by the Chartered Institute of Personnel and Development. Copyright waived. 16 A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore. i iii iv
3 Skilled Workforce: aware and fair Diagnostic questions i Has diversity awareness training been provided for all? ii Did this training incorporate sessions on prejudice and stereotyping, harassment and the policy for counteracting it? iii Are all employees aware of what harassment is, the organisation’s policy on harassment and their rights and responsibilities under the policy? iv Is people management training provided for all managers? Is this compulsory? v Are managers appraised for their people management capability? The Vision The Reality • Diversity awareness training has been provided for all employees. • Training incorporates information on prejudice and stereotyping and how to overcome them. • Everyone is aware of what constitutes harassment and the organisation’s policy for dealing with cases. • Managers are skilled in people management. iv • Managers are appraised on their people management capability. Overall Assessment 4. Strong aspect 3. Almost there 2. Getting there 1. Way off All indicators Some indicators still Action just starting No indicators actioned need tightening up on some indicators actioned This document can be downloaded as a Word document from www.cipd.co.uk/tsm Copyright © Pearn Kandola. Originated by the Chartered Institute of Personnel and Development. Copyright waived. 17 A free sample chapter from Managing Diversity by Pearn Kandola. Published by the CIPD. Copyright © Pearn Kandola 1998, 2006 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase this book please visit www.cipd.co.uk/bookstore. i ii iii v TOOL 2 WORKSHEET 1 2
Page 1 and 2: Contents Foreword ix Introduction x
Page 3 and 4: Foreword By 2011 only 20 per cent o
Page 5 and 6: INTRODUCTION There are a number of
Page 7 and 8: INTRODUCTION Section 1 Section 1 in
Page 9 and 10: SECTION ONE Defining diversity for
Page 11 and 12: DEFINING DIVERSITY 1 • Will they
Page 13 and 14: The MOSAIC vision: how do you rate
Page 15 and 16: The MOSAIC vision: the characterist
Page 17 and 18: Aware and fair Everyone in the orga
Page 19 and 20: discriminate against any specific g
Page 21: 1 Where are we in relation to MOSAI
Page 25 and 26: 5 Inclusive Diagnostic questions i
Page 27: Where are we in relation to MOSAIC?

CD13114 pr(s).qxp - Chartered Institute of Personnel and ...

Create successful ePaper yourself

Delete template?

Save as template?