The Human Resource(HR) issues raised in this scenario involve the conflict between religion and pratice in the workplace, and the perspectives of employees on homosexuality in the workplace.What HR issues are raised in this case? How would you deal with them?

Question 3: What HR issues are raised in this case? How would you deal with them?

The Human Resource(HR) issues raised in this scenario involve the conflict between religion and pratice in the workplace, and the perspectives of employees on homosexuality in the workplace.
Globalization of markets has led to greater diversification in the workplace, diversity and religion contribute to a big part that defines who we are and how we communicate. Ideally, a diversified workforce should be working together smoothly without conflict.
However, this may not be the case for every firm. This case contributes to my understanding that as HR managers, it is very important to recognize diversity and religion in the workplace. Also the role that HR departments play in order to create a harmonic environment so that no employees were discriminated from their cultural background and beliefs, and the firm is operating in accordance with the relevant laws and constitutions (Cochran 2011).
The second HR issue I would like to discuss is homosexuality in the workplace. The majority of the working environment today has a stereotype against lesbian, gay, bisexual and transgender (LGBT). For example, Eliason, Dibble and Robertson 2011 has discovered that in the physicians’ working environment, most LGBT, including patient and the doctor, has received a certain degree of mistreatment and stereotype.
This also contributes to my understanding of homosexuality in the workplace. We should treat LGBT as same with heterosexuals. Alonso 2012 point out that the fear of getting biased treatment often makes LGBT reluctant to say out their sex preferences. The productivity of employees will not be maximized when they do not feel respected and equal in the organization. Therefore firm’s HR departments should take initiative to solve these issues.
To enhance the diversified working environment, HR managers must first identify training needs of the company(Stone 2013, pp. 365). When correct organization and person variables are identified, the HR manager can then come out with a appropriate training program that suits a diversified workforce. For the religion conflict, HR managers should pay attention to the content of the training program (Gelb, Longacre 2012) so that the least amount of employees would be unintentionally offended. For this case Mary and Siti. As for the LGBT issue, HR managers can held educational talk to educate heterosexual employees to respect LGBT. Therefore at the bottom line, every employee will get the equal treatment in the workplace.
To sum it up, HR managers nowadays have to pay more attention when designing training programs, so that the conflict regarding diversity, religion, and sexual preference can be kept to the minimum. With this the effectiveness of the training program will be enhanced, and therefore a better workplace environment is created.

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Reference List
Alonso, M 2012, Best Inclusion Practices : LGBT Diversity <http://www.palgraveconnect.com.ezlibproxy.unisa.edu.au/pc/doifinder/10.1057/9781137033949.0013?focus=true>, viewed 7th April 2015.
Cochran, A B 2011, ‘Encountering religion in the workplace: the legal rights and responsibilities of workers and employers’, Choice Reviews Online, vol. 49, no. 01, pp. 49-0551-49-0551. <http://search.proquest.com.ezlibproxy.unisa.edu.au/docview/889942950?accountid=14649>, viewed 7th April 2015.
Eliason, MJ, Dibble, SL & Robertson, PA 2011, ‘Lesbian, Gay, Bisexual, and Transgender (LGBT) Physicians’ Experiences in the Workplace’, Journal of Homosexuality, vol. 58, no. 10, pp. 1355-1371. <http://www.tandfonline.com.ezlibproxy.unisa.edu.au/doi/full/10.1080/00918369.2011.614902#abstract>, viewed 8th April 2015.
Gelb, BD & Longacre, TE 2012, ‘Acknowledging religious diversity: Opportunities and challenges’, Business Horizons, vol. 55, no. 5, 9//, pp. 509-518. <http://www.sciencedirect.com.ezlibproxy.unisa.edu.au/science/article/pii/S0007681312000882>, viewed 10th April 2015.
Stone, R J 2010, Managing Human Resources, 3thedn, John Wiley & Sons, Milton, Qld.