Q1. Responding to the demographic and diversity challenges of the workforce. find qualified talent, and broaden their customer bases, businesses know it is absolutist vital to increase their efforts to recruit and train a more diverse workforce. And with a more diverse workforce come more diverse expections on the part of employee for their employers to meet.
7 challenges:Responding Strategically to Changes in the Marketplace/Competing, Recruiting, and Staffing Globally/Setting and Achieving Corporate Social Responsibility and Sustainability Goals/Advancing HRM with Technology/Containing Costs While Retaining Top Talent and Maximizing Productivity/Responding to the Demographic and Diversity Challenges of the Workforce/Adapting to Educational and Cultural Shifts Affecting the Workforce.
Successful organizations combine the experience of line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential. Line managers are non-HR managers who are responsible for overseeing the work of other employees.There are different types of human resources managers who specialize in different HR functions.

Q2.Employees surplus planning steps.
6 steps:Mission, Vision, and Values/Environmental Analysis/Internal Analysis/Formulating Strategy/Strategy Implementation/Evaluation and Assessment
(1) Implement a hiring freeze. Some workers will leave for the position or retiring. Managers can let other workers fill the position, don’t need to layoffs.
(2) Begin a mandatory furlough system. By requiring all employees to schedule an unpaid week into their upcoming long-range schedule, you reduce the burden of labor costs while providing employees with a tangible benefit – time off
(3) Offer early retirement or buyout plans for workers with seniority.
(4) Reduce workers’ hours or pay across the board. this strategies typically