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Differentiated and Individualized Personnel Management: Diversity Management in Belgium

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  • Bogaert, Sandy
  • Vloeberghs, Daniel

Abstract

Organizations are confronted with new challenges concerning their human resource management. Potential employees not only become more and more diverse with respect to socio-demographic characteristics, but also with respect to their needs and expectations. In order to deal with this growing heterogeneity, four different approaches towards the management of diversity exist: the deficit approach, the discriminatory approach, culturalization and individualization (cf. Glastra, 1999). Each approach offers different human resource management tools to deal with diversity. We carried out a descriptive survey to find out how Belgian companies deal with diversity. This study revealed that instruments offered by the individualization approach are most often applied to manage diversity.

Suggested Citation

  • Bogaert, Sandy & Vloeberghs, Daniel, 2005. "Differentiated and Individualized Personnel Management: Diversity Management in Belgium," European Management Journal, Elsevier, vol. 23(4), pages 483-493, August.
    • Handle: RePEc:eee:eurman:v:23:y:2005:i:4:p:483-493
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    Citations

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    Cited by:

    1. Donghun Yoon, 2021. "How Can Personnel Performance Evaluation Systems Be Improved?," SAGE Open, , vol. 11(1), pages 21582440209, January.
    2. Caroline Mothe & Thuc Uyen Nguyen-Thi, 2021. "Does age diversity boost technological innovation? Exploring the moderating role of HR practices," Post-Print hal-03969462, HAL.
    3. Stefan Süß, 2008. "Diversity-Management auf dem Vormarsch. Eine empirische Analyse der deutschen Unternehmenspraxis," Schmalenbach Journal of Business Research, Springer, vol. 60(4), pages 406-430, June.

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