Diversity and inclusion became mainstream HRM values challenging HR practitioners. What are some key theories (briefly introduce two theories) that help organizations strengthen diversity and inclusion? What makes the theories critical and applicable for HR practitioners? What does it mean for some specific HR roles and responsibilities? Based on your personal experience, how have diversity and inclusion been applied and experienced during the semester with HRM subject?

QUESTION 2

What is Vroom's expectation theory? Why is it critical to design effective performance management and incentive system? What would be some other theories that may support and contradict Vroom's expectation theory? What would be the implications for HR practitioners based on your theoretical evaluation and reflection?

QUESTION 3

Describe the legal, social, and psychological employment contracts in organisations. Citing examples, explain why it is important for HRM to manage each of these three contracts at the workplace. Reflecting on your semester, in what way (if any) these three contracts have been applied in the HRM subject?

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Question 1 Two key theories that help organizations strengthen diversity and inclusion are 1 Social Identity Theory This theory suggests that individuals derive a sense of identity and selfesteem from ... View the full answer