Human Resource Management

1903 Words4 Pages

The Organizations’ vision and mission

“Deloitte Touche Tohmatsu (also known by its brand name Deloitte or Deloitte Consulting) is one of the Big Four auditors, a group of the largest international public accountancy firms, and the second largest professional services firm in the world after PricewaterhouseCoopers. At $16.4 billion USD, it earned the most revenue out of the Big Four in 2004.” (Definitions of Deloitte on the Web) Deloitte Consulting is a part of a much bigger complex Human Resources system. However, every system has subdivisions where every division can act as its own individual complex Human Resource system. We have HR personnel controlling each division independently. Within Deloitte Consulting, I belong in the Oracle finance consultant program; this is the division that I will be thoroughly analyzed and discussed its HR complexity. The Oracle finance consultant program is currently the fastest growing division within Deloitte Consulting, which has both pros and cons to be identified. The increasing diversity in the workplace is a subject that has gained increased attention among managers across our organization. We have a diverse organization that allows equal employment opportunity programs on for women, minorities, gays, persons with disabilities and senior citizens. Deloitte has a diverse American labor force representing all the identity of a diverse organization; however we still face different diversity problems, which primary equates to HR management issues.

An existing organizational Human Resources related issue

“We see a rapidly changing group of employees that is getting more diverse by the day. The accelerated growth of diversity in the workforce over the past 20 years has spawned new developments in managing employee relations, making it one of the biggest challenges facing managers” (Maidment, 96). I am positioned under Deloitte Consulting’s technology integration division under the entity of the Oracle finance consultant program. However, our group is vastly growing with many new opportunities for college graduates and more experienced analysts. Since, the current market is scarce with experienced hires, which is resulting on HR to hire young, out of college resources that have partial or no experience at all, is causing us to experience age diversity among our organization. The problem is that the work for functional consultants has been growing rapidly and we are currently unable to support all the projects with “trained” hires. So, the issue is not the young recruits, but the lack of training that one is receiving before being placed on the field.

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