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PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the...

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PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.

Answered Same Day Nov 21, 2023

Solution

Dipali answered on Nov 22 2023
24 Votes
WRITTEN ASSIGNMENT        3
WRITTEN ASSIGNMENT
Table of contents
Response to Kilburn Fulton    4
Response to Keaundria Jackson    4
Response to Tiffany Pescini    5
References    6
Response to Kilburn Fulton
It is crucial to match personnel management with an organization's strategy. Acknowledging prejudices and adopting preventative action are necessary for fully integrating people management within strategy frameworks. It takes a diverse approach to guarantee that talent management strategies have less bias. Strategies that give equality and parity top priority in talent acquisition programmes are essential for combating prejudice. This entails adopting diversity in recruiting endeavours, developing inclusive job descriptions, and putting in place organised hiring procedures. Maintaining an atmosphere of equal opportunity, adjusting procedures to accommodate different viewpoints, and exercising cultural awareness are all necessary to reconcile these plans with the customs of the host nation.
Organisations may create cultures that value and encourage varied talent by using these tactics. This lessens prejudices and moves the company in the direction of more creativity, wider viewpoints, and an inclusive work environment (Jora et al., 2022). Biases are reduced when talent management is smoothly woven into the strategy framework, paving the opportunity for talent...
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