Workforce Planning Paper

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Recruiting and retaining a culturally diverse workforce are crucial components for an organization that wants to build and sustain a successful operation. Organization must identify and take necessary action to resolve issues involved in the recruiting and

I am familiar with the Infantry and Cavalry division of the military structure and how to make this division of the US government functional is of crucial importance. First, by the very definition, the infantry and cavalry division of military service personnel requires a special mindset. It requires a person who understands that their life as well as others will be in a dangerous state and at any stage of conflict that has to be a mindset that the individual will be comfortable with. Regardless of the company for which one works, the staffing portion of any career is one

Targeted Recruitment – identifying certain parts of the labor market in which qualified applicants. This method is used to locate the right applicants with a certain set of skills based on the person/job or person/organization match. Many would state that the this method is very important because it helps the organization to make a particular message that appeals to the

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

In 2015, the United States civilian labor force rose to 157.4 million (Unemployment rate nears prerecession level by end of 2015: Monthly Labor Review: U.S. Bureau of Labor Statistics, 2016). About half of the workforce were women and of the 157.4 million, about thirty-eight percent were non-white workers including Asian, Black, and Hispanic ethnicities. By 2024, it is projected that women will make up more than half of the United States labor force, in which, roughly twenty-three percent of the women will be of non-white ethnicities (Women 's Bureau (WB) Latest Annual Data - Labor force by sex, race and Hispanic ethnicity, 2015 annual averages and 2024 projections, n.d.). As women start to dominate the workforce, and younger workers continue to enter labor force, organizations in the United States are becoming more and more diverse. What was once dominated by white males, organizations are now a rich combination of different cultures, backgrounds and different belief systems. To ensure an ongoing efficient and productive work environment, a diversity training program should be put in place to address the tension and conflicts that arise from diversity in the workplace.

Diversity in the workplace has always been an interesting topic to explore. When studying the topic, one is able to see how minorities and women do not get the same job opportunities at career growth as non-minorities. The lack of diversity in the workplace can definitely keep a company from reaching its full potential. Our guest speaker Patrick McKay explored different topics dealing with diversity in the workplace that shed light on why trying to diversify the workplace occasionally fails. McKay also mentioned how it is important to be mindful of the location you choose to live when beginning your career. In the article Doing Diversity Right, Derek R. Avery and Patrick F. McKay explain how “managing diversity” in the workplace is vital in today’s workplace. Over the years there has been a greater emphasis put on insuring diversity within the workplace. McKay and Avery explain the importance of creating a diverse environment in which companies promote. It is not enough to solely recruit minorities or women but also the environment of the workplace must allow the individuals to thrive. In the article Warning! Diversity recruitment could Backfire, Patrick McKay and Derek Avery explain how companies should implement diversity into their company programs. Having a company culture that embraces diversity is the key to successfully diversifying a company.

It is very important for leaders and managers to embrace a diverse workforce. Because diversity could possibly add influence to the market share, and could widen the talent in the recruitment process for the organization. In addition, the organizations could benefit from the various perspectives and experiences; for example, different races, gender, and age groups within the workforce. However, a diverse workforce might also be challenging; for instance, leaders and managers may spend too much time in promoting

Diversity and inclusion are hot topics in today’s business world. While treating individuals fairly and equally is a social imperative, it is also extremely important to the success of a business. With the changing demographics of society and its affect on the American workforce, organizations must truly embrace diversity and inclusion. “For companies to succeed in the global marketplace, they must make the most of the full range of their people. Companies must attract and retain the right skills, the best minds, all the required resources – and that means diversity” (Royal Bank of Canada, n.d.). There are a number of compelling reasons companies should adopt the core values of diversity and inclusion. This paper sets out to

and potential are fully utilized (Caywood, C ., 1997). The Diversity Index is a proven tool for competitive advantage because it measures the effectiveness of their new diversity strategy concept of leveraging differences. In years past Allstate has viewed diversity as a legal obligation placing their focus more on affirmative action and diversity awareness. Today, however, they have a more successful and positive viewpoint; incorporating diversity into all aspects of their business processes to include decision making and product innovation. It is an integrated approach which incorporates diversity in the mainstream workforce by linking recruitment, development and retention strategies to business processes. The effectiveness of this strategy is measured twice a year using the Diversity Index Survey. The survey probes employees for answers to questions that measure the effectiveness of the organization’s diversity strategy. The employees’. The employees’ answers are analyzed and used to create action programs to resolve problems and

Organizations in every size are realizing the value of creating a plan to increase and manage diversity within their companies. The steps in developing this plan can include; assessing needs,

Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper.

The role of the Staff Development Analyst is to analyze agency requirements and goals and to provide an overall strategy to facilitate staff education and training that properly prepares and keep staff in tune with the agency's mission and compliance accountabilities as it relates to the departments in which they support. Further, the position is to develop staff to better identify core competencies within their positions and draw on those competencies to drive productivity. The Staff Development Analyst should forge consistent education and training for staff of the agency that will promulgate increased knowledge and productivity that affects the long reach of the agency's audience In this I mean supporting an inter-departmental vision that

The organization follows a detailed plan for hiring and maintaining its workforce and responding to its requirements as well as the needs of the company. But in some cases, it has faced a few hiccups such as in the times when too many orders arrive at the same time. Under those circumstances, it has faced a lack of employees that can sufficiently fulfill the orders for products/services/solutions.

There are some advantages and Disadvantages that come with managing a diverse workforce of which management must be aware of to guide them in the decision making processes in the organization. They also reflect on the findings on the research conducted on the case companies.