The traditional approach to human resources management is built on a monolithic model in which individual differences are not taken into account. And yet, given the difficulties that companies have had putting equality into practice in the workplace, two theoretical approaches to the issues of equality in the workplace and performance have challenged the dominant monolithic HR model: a dual HR model focused on gender mainstreaming which suggests a social organization based on gender differences on the one hand, and a multi-category HR model that factors in employee diversity such as age, education, cultural origin, etc. on the other hand.
This paper reviews the HR policies currently in use in the Alsace Region of France, summarizing the views of 13 HR managers on the benefits of the two new approaches versus the traditional monolithic approach. Interviews with these managers reveal that when circumstances so require, they move beyond a one-size-fits-all mindset and view HR policies in light of employee gender or the broad spectrum of diversity. This tendency to switch among the three different approaches suggests that they are not necessarily mutually exclusive and that they can constitute an effective toolkit for situational HR management.
|Keywords:||Diversity, Gender-based Management, Situational Human Resources, Management Toolkit, Monolithic Approach, Dual Approach, Multifaceted Approach|
Head of Organizations & HRM Department, ESC Troyes Business School, Hoenheim, Alsace Region, France
Professor in Management, EM Strasbourg Business School, University of Strasbourg, France