Employment and Staffing Labor Force Demographics Essays

In place of a prospective employee's cognitive ability, the uniform guidelines insists on personality appraises, biographical information, and various consideration based on race and ethnicity as a base to "hire" the "right" number of appropriate racial and ethnic representations. The skills and technical expertise regarding a given job are regarded lowly especially in situations where a significant proportion of persons from the minority group lacks these skills.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Center for American Progress. (2014). Arizona 's Demographic Changes. Retrieved from http://www.americanprogress.org/issues/poverty/news/2012/02/28/11060/arizonas-demographic-changes/HR Guide to the Internet. (2001). Personnel Selection: Methods: Interviews. Retrieved from http://www.hr-guide.com/data/G311.htmHR.com. (2002). Workforce Planning: The Strategy Behind S

Throughout the hiring process, there is a host of problems that plague the system. The search for people to fill openings in any organization should be solely based on who is the best candidate for the job. The human resources staff should look for the most qualified person that will be the best fit for the organization. The human resources staff should not be seeking to fill roles based on the color of a person’s skin, their sex, or religious culture. Any job opening should be given to the person that is more deserving of the position.

The City of Grande Prairie HR Department differs from most organizations in its role of recruitment. Managers are responsible for their own recruitment, interviews and orientation. During the recruitment and selection process, the right type of applicants is far more important than the number of applicants. If hiring managers do not support or understand the importance of diversity or rush the process it can has negative impacts, both short and long term. Often a variety of factors including financial constraints, stiff competition for talent, mandates for efficiency and effectiveness and the decision making structure make service delivery and recruitment challenging. To ensure that a diversity policy and program becomes a part of the organizational culture management will need to be educated and supported in regards to the importance of hiring and effectively managing a diverse team.

Workforce Planning—prior to implementing actions to increase diversity in the IT department, it’s necessary to evaluate the diversity and characteristics of the current team to establish the best “fit”, such as the strengths of the department, the challenges, and how to build on the strengths and address the challenges to create a diverse work environment (Harvard University, 2016). In evaluating the current system, there must be a consideration on whether the future positions or job categories are underutilized for women, minorities, or both as it pertains to the Equal Employment Opportunity Commission (NC State University, 2011). In essence, the identification of CML’s core capabilities and the current and anticipated work demand along with

A wide selection of statistical methods is available for use in Human Resources forecasting. Out of the many techniques some of the prominent ones include, trend, ratio, and regression analysis methods.

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

Organizations have always been concerned about attracting and selecting the "right types" of employees (e.g., Schneider, 1976 & 1987). However, the relative attention paid to attracting, versus screening, new employees depends on many factors such as the relative attractiveness of the vacancy and the general state of the labor market (Guion, 1976; Rynes, in press). In the latter regard, demographic developments such as the baby bust and the leveling off of female labor force participation rates suggest that widespread labor shonages will develop and persist well into the twenty-first century. Along with these trends, demographers predict an

Over the past 50 years, employers have seen a vast shift in the demographic of their employee's. Where once specific jobs were held by a specific type and group of people, today, at that same

to leave and that employers should improve the work environments condition, which would improve job performance.

According to chapter 2 of the Fundamentals of Human Resource Management, the 2006 workforce will be 72 percent white (and non-Hispanic), 11 percent black, 12 percent Hispanic, and 5 percent Asian and other minorities. This diversity in the U.S. labor force is a major challenge to employers to create HRM (Human Resource Management) practices that ensure they fully utilize the talents, skills, and values of all employees. Diverse work environments force organizations to make certain of cultures that value diversity ensuring that HRM systems are bias-free, encouraging career development for women and minorities, promoting knowledge and acceptance of cultural differences, ensuring involvement in education both within and outside the organization, and dealing with employees ' resistance to diversity (Trends page 34). The most common approaches to insuring a diverse workforce are recruiting with an effort to increase diversity and training programs to insure that current employees can deal with the new sundry labor force. Some employers are even adding benefits such as daycare, eldercare and flexible work schedules to attract diverse employees.

This means the days of lifetime employment and seniority-based systems are largely over as companies move toward models of contingent work, independent contracting, and more free- market arrangements (Losey et.al., 2005). Large group of experienced, highly skilled, workers are leaving employment and are looking for alternative employment. The shift in how organizations can effectively function in the changing world of work is a hot topic within the field of human resource management. Society is rapidly shifting to an information age and the challenges that come about with such a change (Al-Hawamdeh & Hart, 2001; Burch, 2005; Castells, 1996; Elliot & Jacobson, 2002). Changing demographics is one of the strategic steps that those in the human

Consider all the areas of Human Resource Management that have been discussed in class: Racial desegregation is a long-standing problem in American society as well as many parts of the world. In the United States, affirmative action policies have been playing an important role in achieving this goal. Individuals in minority groups often receive

Nowadays, while nearly all corperations have access to the same technology, no one can then that it is the human resources who make the real difference in achieving organizational goals. Employees have started to acknowledge the importance of increasing diversity in the labor force. They have begun to question the effectiveness of human