In recent, workforce diversity has become a major trends in business world and it will be expected to affect in Human Resource Management in Korean enterprises. In late of 1960s, United States government has introduced affirmative action(AA) for equal employment opportunity of minority groups including blacks, women, Hispanic, and people with disabilities etc. In 1980s, AA was extended to diversity management to utilize effectively the potentials of diverse manpower in global economy. This article has analysed leading companies' case in developed countries and Korean firm's real conditions of diversity management. So some problems and tasks were derived. In conclusion, I suggested the directions of HRM for diversity management in Korean firms. First, in staffing, diverse recruiters and interviewers have to try to include and select diverse applicants. Second, all members should be included in training and develop- ment opportunities. Third, equal opportunity for promotion should be offered to all qualified members by fair performance appraisal. Finally, compensation should be payed by merit and performance not by seniority.

In recent, workforce diversity has become a major trends in business world and it will be expected to affect in Human Resource Management in Korean enterprises. In late of 1960s, United States government has introduced affirmative action(AA) for equal employment opportunity of minority groups including blacks, women, Hispanic, and people with disabilities etc. In 1980s, AA was extended to diversity management to utilize effectively the potentials of diverse manpower in global economy. This article has analysed leading companies' case in developed countries and Korean firm's real conditions of diversity management. So some problems and tasks were derived. In conclusion, I suggested the directions of HRM for diversity management in Korean firms. First, in staffing, diverse recruiters and interviewers have to try to include and select diverse applicants. Second, all members should be included in training and develop- ment opportunities. Third, equal opportunity for promotion should be offered to all qualified members by fair performance appraisal. Finally, compensation should be payed by merit and performance not by seniority.

노동력 다양화, 평등고용기회, 적극적 조치, 다양성관리, 인적자원관리