Rapid changes are continuously occurring in the business world and affecting organizations globally. Projected trends in human workforce need to get addressed adequately, and this can only occur through conducting proper research. All this contributes to the sustenance of the future workforce.
The transitioning of workforce from the old generation to the young generation is an issue that raises concern in organizations. As older generations approach retirement, the organizations prepare for the loss of valuable skills and work experience. The challenge is the inadequately prepared workforce expected to come in to take up the available roles. Human resource departments should explore all possible options for their organizations to ensure that they are ready for the future. They can achieve that by finding ways to retain older workers long enough to provide smooth transitioning. Investing in the young generation’s skills development is another way of ensuring that the organization remains competitive in the global market (Rand, 2010).
Labor shortage at all skill levels is another trend that may impact an organization’s productivity. According to Research, the US education system has contributed to this trend by ignoring the relevance of the challenges existing in the global market. Students tend to put less effort in education, therefore, performing poorly. That leads to shrinkage in the labor force. Organizations can counter this challenge by embracing diversity and exploring all the untapped potential. Building and promoting a business brand will attract the right candidates (Grossman, 2005).
Increased use of social media is an identified trend. According to Freshfields Bruckhaus Deringer (2013), employers recruit candidates based on their social network profiles. They consider them an effective way of identifying a suitable candidate. Social media can, however, be a threat to an organization’s productivity if misused. Human resource personnel should, therefore, try to understand the organization’s approach to social media and put in place policies that regulate the extent of its use.
References
Freshfields Bruckhaus Deringer. (2013, September). Social Networking. Retrieved from http://www.freshfields.com/uploadedFiles/SiteWide/Knowledge/Social_Networking.pdf
Grossman, R. J. (2005, March 1). The Truth about the Coming Labor Shortage: Confusing predictions and data are clouding the real picture of tomorrow’s labor supply. HR Magazine, 50(3). Retrieved from http://www.shrm.org/publications/hrmagazine/editorialcontent/pages/0305covstory.aspx
Rand, A. B. (2010, October). Leveraging the Talent of a Multigenerational Workforce. HR Magazine, 55(10). Retrieved from https://www.shrm.org/hrdisciplines/staffingmanagement/documents/hrmag_%20final_final.pdf
