...Kaplan University HR400: Employment and Staffing Unit 1 Changing demographics in the U.S. workforce February 5, 2013 Changing demographics in the U.S. workforce According to United States Department of Labor, over the next decade there will be some important changes to the demographic trends within the workforce. It is predicted that the labor force will continue to diversify because immigration accounts for most of the population growth. It is predicted that by 2020 non-Hispanic workers will make up only 68 percent of the workforce (Lerman & Schmidt, page 4). One issued Human Resource management will face as the labor force diversifies is finding talented, educated employees. This is because the education levels within the Hispanic community are below high school level. As of 1997 only fifty-five percent of the Hispanic population over the age of 25 had completed high school (Lerman & Schmidt, page 4). Because Hispanics have a growing presence in the job market, their lack of education will lower the educational base of the labor force. Thus the human resource departments will have to change their strategy on finding the skill needed to perform the jobs they need to fill. Another issue that Human Resource departments need to be aware of is the rise of women in the work place. Whereas this is a good thing, organizations need to consider that the rise of women in the work force will bring other issues. The likely hood that the women will have young children...
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...articles, how important has the influx of foreign-born workers been to the U.S. workforce? In your opinion, will this change in the future? It is interesting that there are so many varied opinions on immigration and the basic reality is that immigration is very important for the U.S. economy. Any time there are declining birth rates, immigration is important to keep the economy moving and ensure there is enough activity to ensure stability and growth. Without an influx in foreign-born workers, the workforce will not have enough contributors to fund the necessary programs to support those workers that have reached retirement age. Immigration has always been important to the economy of the United States. While there are some that express concerns like over population and fewer jobs for native born workers, the reality is that the aging population and falling birth rates drive a necessity for foreign-born workers. This may especially be true in growth areas that involve technological advancements. There has been an influx of foreign born, highly educated workers that help drive the economy and push it towards a growth cycle (Matloff, 2013). The importance of these workers cannot be overstated, any economy must be tied to innovation to help it sustain and improve. 2. How do the changes discussed in these articles affect a firm’s ability to develop Human and Social capital? Understanding the demographic of the work force is vital to developing human and social capital. Change...
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...The basic of organizational behavior (OB) is how individual behave in an organization related to its work settings (McShane, Olekalns and Travaglione, 2013). In a shifting business environment, managing of workforce has been of huge concerned and OB has offered contributions in managing workforce over the years. Globally workforce is changing rapidly for reasons such as the labour force is growing older, workforce are becoming diverse, changers in workers attitudes and labour shortages (Weick and Quinn, 1999). As stated above one of the main causes of the changing workforce is the ageing population. As baby boomers are getting older and starting to retire, it is important that employers understand the needs and motivation of the younger generation (generation Y) who will soon be replacing the older generations (Anderson and Hussey, 2000). Moreover companies feel the need to recruits and retains younger workforce to replace an estimated amount of 75 millions of departing older workforce (Humphrey, Costigan and Pickering, 2003). The generation Y people are known to be disinterested and selfless about the welfare of others. In order to attract and retain them, companies have to be aware of their work values (Twenge and al, 2010). A consequence for the organization of this change is that older generations were fulfilling their job with the potential of a lasting relationship between the employee and the organization than the younger generations. The latter showed little interest...
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...Demographic Paper: Baby Boomers Impact Your name HCS/490 Teacher name When it comes to the Baby Boomers Impact towards the Health Care Systems, there is only one that may wonder how they will as Baby Boomers population and their demographics impact health care systems in future generations. The subject of this reading will address this question and focus on the Baby Boomers population demographics, and explain the changes these demographics will have on health care systems in regard to patient’s needs and services. Along with explain the way demographic data informs companies the way services or products can successfully be marketed to Baby Boomers and how communities and the society needs to work together to correct demographic challenges Baby Boomers will encounter as they age. Population Demographics Most individuals tend to relate to the phrase Baby Boomers to oneself, father, mother, aunt, and uncle or even a grandfather or grandmother. According to the Unites States Census Bureau (2009), describes Baby Boomers as individuals born between 1946 and 1968 and as of 2009 there were 77,329,698 Baby Boomers living in the United States. The American elderly population based on the United States Census Bureau is rapidly growing therefore so will the impact on changing demographics. Impact of Changing Demographics on the Health Care Market According to the Bureau of Labor Statistics (2007), the impact that Baby Boomer changing demographics will have...
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...Tomorrow -You Worried About Yesterday: Meeting the Challenges of a Changing Workforce. New York: Public Personnel Management publications, Vol. 33/4/ 361. Introduction The demographic dynamics, economic and social consequences of aging workforce in the developed nations particularly Europe and United States presents significant challenges for the coming decades. In the recent times this topic has developed a sense of urgency and is receiving much attention from researchers, policy-makers and the popular media. Without a pro-active approach and appropriate action, the sustainability of social and economic security would be at stake and a labour and skill shortage will become a global issue. European policies have increasingly started to focus on raising the labour-market participation of ageing people, restricting or abandoning possibilities for early labour-market exit, and increasing the age at which people are eligible for pensions. In the article ‘Today is the Tomorrow -You Worried About Yesterday: Meeting the Challenges of a Changing Workforce’ Nancy B. Kiyonaga draws the attention to the crucial issue of aging workforce. She has also tried to suggest a solution ‘workforce and succession planning’ as the tool to this critical challenge especially in the public sector organisations which are more vulnerable to the affects of the aging workforce. Nancy B. Kiyonaga herself being the director of Workforce and Occupational Planning and adjunct professor of public administration...
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...Trends that affect the global workforce and workplace and HR Trend Number 1: Diversity is here to Stay Diversity is one of the defining characteristics of the modern American workplace. The workforce of the 21st century increasingly resembles the general population. It encompasses individuals of both genders in nearly equal numbers and every other demographic category — including race, religion, national origin, age range, and physical disability. The impact of demographic shifts With a growing number of cities having a “majority minority” population, minority and immigrant groups also account for a growing share of the workforce. A range of work settings and work preferences Differing work arrangements represent another aspect of workforce diversity. Enabled by technology — including high-speed networks and mobile communications— there is growing variety in how and where employees work. Significant numbers work remotely from their homes, either by choice or because their employer requires it. The organization needs to provide the right combination of opportunities, rewards, and work arrangements to keep these individuals motivated, productive, and performing optimally. Trend Number 2: In a Knowledge-Based Economy, Diversity is Increasingly Being Seen as a Source of Competitive Advantage In the industrial model of production that persisted through the late 20 century, standardization and uniformity were highly valued, not only...
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...by the diversity of its workforce, and has implications on the growth and success of an organization. Finally, this case can be used to provide an example of the evolving need for change faced by global companies in their efforts to remain competitive. This case can be used to 1) Identify specific value changes precipitated by globalization in recent years 2) Increase awareness of the managerial implications of cultural as well as demographic changes for developing appropriate HR strategies and programs 3) Understand the concept of generational identities in a fast-changing economy, such as South Korea 4) Expand understanding of generational cohorts, by comparing and contrasting South Korea and the U.S. 5) Appreciate the critical importance of an organizational culture in laying the foundation of a robust HRD philosophy 6) Learn to develop solutions and HRD strategies based on a thorough analysis of an organization's environment 7) Appreciate that even strong organizational cultures need to adapt when faced with changing demographics and specific challenges This case can be taught at an advanced undergraduate or graduate-level course in human resources management, organization change and/ or international management. It presents a discussion opportunity to evaluate the mutuality of an organizational culture and an HRD Centre. It is evident that development of HR philosophy and programs is influenced by the diversity of its workforce, and has implications on...
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...Workforce Demographics Age staffing breakdown will be most useful for organisations that expect to experience significant knowledge drain from retirements in future periods or those that believe their labour flow dynamics are changing the age composition of their workforce. Age Staffing Breakdown indicates the percentages of the workforce that fall within various age groupings. Average workforce tenure is yet another important aspect of workforce demographics. Age, a component of demographics, is one of the most important components in determining the average workforce tenure. Ethnic background staffing breakdown will be most useful for organisations experiencing significant tenure imbalances within the workforce or experiencing shifts in tenure due to high turnover, reorganisation or a retiring workforce. It indicates the volume of workforce falling within various tenure groupings Gender staffing breakdown will be most useful for organisations that track the gender diversity of their workforce. It indicates the percentages of the workforce represented by each gender. This measure enables an organisation to monitor the gender balance of its workforce, to promote diversity among staff and to help ensure the lack of gender bias in the workplace. The HR function can play a critical role in guiding line managers to hire and retain the best available mix of high-performing employees regardless of gender. Staffing rate – disability refers to the rate in employment in cases of...
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...be the workforce supply and demand mismatch. The accelerated economic growth has increased the demand for skilled manpower that has highlighted the shortage of skilled manpower in the country. Today’s competitive world demands trained, certified and skilled workforce to address the challenges emerging out of rapid growth. Our present education system is more focused on the transfer of information and knowledge from the educator to the learner with less opportunity for applied learning and is less focused on other employable skills required for building a holistic career as adopted by other countries. The prevailing unemployability challenges has resulted in situations where employers are likely to point educators for producing candidates who aren't meeting their expectations. It is the responsibility for educators to produce employable candidates by preparing students for a successful transitions in their careers. Hence, the need of the hour is to synergize the efforts and resources to provide feasible platform for skill development, educators partnering with employers can effectively build workforce with skills that align with the requirements of domestic and global industry sectors. This is the ideal way forward that will strengthen the process of quality and inclusive education. India’s Demographic Bonus Being one of the emerging and powerful countries in the world, India holds an incentive of demographic bonus. India is expected to have the largest workforce in the...
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...Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation 9 5 WORKFORCE PLANNING CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill...
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...which can be sent over a wire rather than physically relocated. Vales (2007) stated that the future may be hard to predict, but may not be hard to prepare for. Insurers are in close encounter with the tough new business, investment and regulatory environments that are emerging from the financial crisis. The article continued to state that the insurance industry however, also faces far broader challenges. Demographic shifts, the rise in power of the emerging markets and changing customer behavior will all help shape the sector’s longer term future. Insurers who can anticipate and plan for change can create their own future. Others who are “fast followers” will need to be agile enough to recognize the leaders and adopt similar strategies. White, (2009) wrote that many factors are contributing to the increasing diversity in the workplace, factors such as the rising numbers of immigrants, mergers or joint ventures with companies in other countries, the rising use of temps and contract workers, and the increasing globalization of business are a few of the forces making the workforce more diverse on a daily basis. White (2009) continue to state that because of this rise in diversity, human resource personnel are scrambling to match benefits with newly diverse employees in order to compete for the best-qualified workers. Aspray et al. (2006) mentioned that computer science and technology have been stunningly successful in forging a global market. Through these...
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...Final Research Paper-Multicultural Workforce COMM/215 December 1, 2014 Introduction-Worldwide Telecommunications Company Globalization is a process of interaction and integration among the people, companies, and governments of different nations. It is driven by international trade and investment and aided by information technology (The Levin Institute, 2014). Indeed, globalization has made our world smaller. As the markets for products, services, labor, and capital increasingly integrate worldwide, we are witnessing the increasing economic, cultural, demographic, political, and environmental interdependence of different locations around the world (Elfrink, 2014). In his book The World Is Flat, Thomas Friedman perfectly captured the essence of today’s new era of globalization. By flat, Friedman meant that the world is connected. The lowering of trade and political barriers, and the exponential technical advances of the digital revolution have made it possible to do business or almost anything else, instantaneously with billions of other people across the planet (Friedman 2005). However, with a more global business environment comes a host of new challenges including managing a multicultural workforce comprised of people with widely differing backgrounds. In a multicultural environment, where the meanings of various behaviors and practices are as diverse as the people demonstrating them, incorrect assumptions could easily lead to miscommunication (Lankard, 1994). The...
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...Demographic Paper/Aging Population Aging Population The purpose of this summary is to provide information on the effects of changes in population demographics on the needs and services of the aging population. This summary will include the impact the aging population will have on the health care market as well as some ways in which the aging population affect health care in relation to cost. The summary hopes to provide some insight to the need for more health care professionals to care for the aging population. He summary will provide an answer to the question, what is the aging population’s effect on a chronic disease wellness program. The summary will conclude with the aging population’s effects on an individual, community, national, and global level. Aging Population in the United States According to Maestas and Zissimopoulos, “population aging is not a looming crisis of the future, it is already here” (Page 1, Para 1, 2011).When life expectancy rises and fertility declines the results are an aging population. Another issue of population aging is an increase of individuals surviving to live to an older age outgrowing the number of young people or health care professional’s ability to take care of these older people. The impact of the aging population on the future standard of living may depend on how long people continue to work. Age-related health care declines and the reluctance of employers to hire and retain older workers is a serious cause for concern. Age...
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...Alonzo Branch Argosy University B6027: Perspective in Change Leadership Module 1 Assignment 3 June, 14, 2013 Demographic Changes The ethnic composition of the United States has rapidly changed as a result of the 1965 changes in immigration policy. It will continue to be rapidly changed by the continuation of that policy, and, if immigration is increased, as currently proposed, the U.S. population will be even more rapidly altered (Martin, 2006). Estimates indicate that, by 2050, the number of people 65 or older will have grown by 135% since the start of the millennium, rising from 12.7% to 20.3% of the total population. As quality of life and health care improve in the United States, we are also living longer. Over the last thirty years, the number of people 90 years old or above has tripled, according to the US Census (Little, 2013). According to U.S. Census Bureau projections, the United States will face dramatic demographic changes over the next one hundred years. Indeed, the country will be entering largely uncharted territory. In the twenty-first century, the population is expected to grow more slowly than ever before over an extended period. The population will also age rapidly, with the share of the population over 65 climbing to a succession of new record highs. Finally, the United States will once again become a nation of immigrants (Martin, 2006). The Mexican immigrant and heritage segment of the population shows the greatest increase (by 345%). This...
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...Becoming a Physician: Good Idea or Not? By Marcus Gulley Economics 545 Aug. 1st, 2015 My niece, Jenny wants to know if becoming a doctor in the near future is something worth considering. On the surface becoming a physician was always a great and lucrative job, but is that still the case? The numbers from this particular article would say that might not be the case as physicians aren’t moving around as they once did. The people in the profession are scared to death so they are sticking with the stability in staying put other than moving around for greener pastures. Although job stability is a good thing to have, in the medical field is built for people to move around because it creates new jobs for the new doctors coming up. So there is a dilemma with becoming a doctor these days because the doctors are not moving and they are not in a rush to retire which is also blocking up and coming doctors. Considering the debt that is accrued during the time it takes to become a doctor and the amount of time it takes to become a doctor (10-14 years), not being able to find a job is very discouraging. With all that going on I’m going to show her that if she has a passion for this profession then she should definitely go for it. Demand Study results are suggesting that demand is growing a lot faster than supply. Demand for physicians continues to grow faster than supply, leading to a projected shortfall of between 46,100 and 90,400 physicians by 2025. Although physician...
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