International Journal of Human Resource Management and Research (IJHRMR) 12/2012; 2(4):1-8.


Diversity and the human resource role is getting wider attention with an increase in of the job market and the impact of globalization. Many organizations have implemented various types of initiatives to deal with diversity, and one of the initiatives is the changing role of human resource development. This paper offers a framework to increasethe strength of the worker's diversities and improved diversity in organizations by an applied Lewin-Schein change model. The purpose of this paper is to link pervious research on diversity and human resource roles in Malaysia organization. This paper also examined the usage of change models for diversity in organizations. This paper recommends two strategies for accomplishing better diversity in organizations: change models and organization policy.

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    ABSTRACT: Drawing upon resource based theory which explains human capital as the key resource for the firms’ development, this paper hypothesized that the human resource management (HRM) was anchored on firm performance. HRM were conceptualized as 4- and unidimensional constructs, respectively. The main thrust of the paper is to assess the impact of HRM on firm performance. The research uses a sample of 85 firms surveyed in Sarawak, Malaysia. The findings suggested that incentives and information technology are positively related the firms’ performance. Implications of the findings, potential limitations of the study, and directions for future research were further discussed.
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