Solve the 4 Questions based on the case study attached.

IKEA Human Resources' teams lead the work of attracting and inspiring co-workers and creating a stimulating and enjoyable work environment. They are keenly aware that the continued success of IKEA businesses depends on the continual development of IKEA co- workers. Human Resources is also responsible for safeguarding and strengthening the IKEA culture, which is based on a specific set of values - values that help us develop together and transform the IKEA vision into reality. At IKEA, no matter where you work in the world, you'll most likely rub shoulders with a diverse group of people - with different backgrounds, skills, and with positive attitudes. We provide equal opportunities in recruitment and development to all people - regardless of race, religious creed, color, age, sex, gender identity, genetic information, sexual orientation, national origin, religion, marital status, medical condition, physical or mental disability, military service, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, and local laws and ordinances. IKEA's recruitment process runs like following. First of all if anybody is interested in working in IKEA, he/she has to go through a list of open positions. If there is no open position interesting for a person but want to work in IKEA, send the CV to IKEA. IKEA will give an e-mail answer about receiving the request or CV in both cases. Then IKEA management will assess delivered applications then and choose from applicants several most suitable candidates for the particular job position. Selection process usually consists of three rounds. First of them is assessment center, second one is a personal interview with a future manager and third one is a personal interview with a boss of this manager. Selection process runs using: 1) Assessment center, which is a way to know more about their future colleagues when they are solving different tasks and discuss with others. There are about 10 applicants participating. Both group tasks which a person will solve together with other participants and individual tasks are included. The great advantage is that candidate can get a feedback from one of the assessors if he/she wants to. They can know about their own strengths and weaknesses important for the career, where the advantage lies for a candidate and where they can improve. 2) Second round: Two or three candidates who pass to the second round are chosen based on the assessment center results. The second round is a personal interview with a future manager. Usually IKEA personnel do not ask tricky questions. They appreciate the most candidates' honesty. They could ask to fill in a personal test as a part of the interview. If you want to ask anything about the future job, this is the right time to ask. 3) Personal interview, the third round is a personal interview between the most suitable candidate and the boss of the person's future manager, so called grandparent principle. IKEA are also interested in a candidate's motivation to work in IKEA in this phase and what expectation he/she has. 1. Discuss the work force diversity? 2. Discuss the recruitment process at IKEA? 3. Discuss the different steps in the selection process at IKEA? 4. Do you think the selection process of IKEA is effective? Develop your