Proposing micro-macro HRM strategies to overcome challenges of workforce diversity and deviance in ASEAN

Abstract

Purpose

The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to overcome challenges associated with the workforce diversity and workplace deviance.

Design/methodology/approach

A systematic review of literature of past 25 years was carried out with the key word “globalization, workforce diversity, and deviance” from several electronic databases.

Findings

Findings propose micro-macro HRM strategies to be adopted by HR practitioners in Association of Southeast Asian Nations (ASEAN) organizations to manage workforce diversity and deviance in the age of globalization.

Research limitations/implications

The challenges due to workforce diversity may get worse because ASEAN is more incongruent in terms of phases of economic, social, cultural, and political advancement. Therefore, proposed model can be tested and compared in different ASEAN organizations.

Originality/value

There is a dearth of literature associating globalization, workforce diversity, and deviance. This paper bridges this gap by proposing a conceptual framework in the ASEAN context and suggests micro-macro HRM strategies to be adopted by HRM practitioners to overcome associated challenges with workforce diversity and deviance.

Citation

Malik, P., Lenka, U. and Sahoo, D.K. (2018), "Proposing micro-macro HRM strategies to overcome challenges of workforce diversity and deviance in ASEAN", Journal of Management Development, Vol. 37 No. 1, pp. 6-26. https://doi.org/10.1108/JMD-11-2016-0264