Data from the U.S. census bureau can be used for a multitude of purposes. Statistical data regarding employment, incarceration, age, socioeconomic status, and industries can help predict trends and analyze the current state of things. Census bureau statistical analysis can help predict trends or address concerns of the state, county, or community. The data is invaluable since the survey can be filled out by anyone and everyone. Although not everyone in the country will complete and turn in the survey, enough people will comply and enable a representative sample group with much diversity with which to complete a thorough statistical analysis. County, state, and national data is reported and shared through various mediums. The American Community Survey and U.S. Census Bureau will be used to access that information and analyze its impact on strategic human resource management practices.
According to the American Community Survey, the state of California statistics were reported and compared with national statistics reported by the U.S. Census Bureau. While the national population increased from 318,857,056 to 321,418,820, and produced a 4.1% increase in the population, by July 2015, the state of California’s population increased from 39,144,818 to 38,802,500, surpassing the national average with 5.1% growth from the year 2015. In 2014, people under the age of 18 comprised 23.1% of the national population while California’s population of the same age group was 23.6%. Nationally, persons 65 years of age and over comprised 14.5% in 2014 while that same age group comprised 12.9% in the state of California. Consequently, 6.2% of the national population and 6.5% of California’s population is five years old and younger. That means that approximately 56.2% of the national population and 57% of California’s population is between the ages of 18 and 65. In Los Angeles County 58.6% and in the city of Los Angeles 59.8% of the population is calculated to be between the ages of 18 and 65. Hayes (2015) discusses the increase of diversity with a workforce this size. Hayes concludes that companies should embrace diversity and engage in activities and circulate information that contributes to diversity competence. With over half of the nation and the state of California in their working years, it seems that human resource management has a large group to recruit from for employment opportunities. However, by continuing to review educational experience required for jobs and the educational background of the national and state populations, the statistics report that only 86.3% and 81.5% of people over the age of 25 have their high school diploma, respectively. In Los Angeles County, 76.8% have their high school diploma in that age demographic and 74.9% in the city of Los Angeles possess their high school diploma. Those who have gone on to achieve higher education represent 29.3% of the national population and 31% of the state of California population by obtaining at least a Bachelor’s degree by the age of 25. In Los Angeles County, 29.9% and in the city of Los Angeles 31.5% have their Bachelor’s by 25.That is a smaller portion of the workforce that human resource management employees will have to consider when soliciting the workforce pool. Evaluation of job descriptions must represent the demand for skilled and non-skilled workers as well as the need for skill sets those with more experience or higher education will most likely possess.
Human resource management employees must also consider the laws regarding healthcare. 8.5% of the national population under 65 years of age reported a disability and 12% of that same age demographic reported not having health insurance, despite national programs to provide health insurance. California reports 6.7% of that same age group as reporting disabilities and 14% reporting no health insurance, despite state programs to provide health insurance. These numbers are unsettling when one considers that over 63% of the national population and state populations report civilian employment for the population aged 16 years old and over. That number is also unacceptable when one considers that over $5,621,697,325 was the total reported payroll in the year 2013 for the national population and $742,523,853 of that same year for the state population. With over 7,488,353 businesses reported nationally in 2013 and 874,243 in California, businesses must keep in mind that employees are required to possess employer-provided, state, or national healthcare.
With workforce, education, and employee benefits statistical data available, strategic human resource management employees must seek ways to assist the employees hired on to develop the required skill sets and identify those with the desire and aptitude who already have or are interested in obtaining higher institutions of learning. This may help employers keep up with industry trends and workforce demands. Employees must also be able to offer adequate employer-provided benefits so as to satisfy federal regulations regarding mandatory benefits for their employees.
References
American Community Survey. Retrieved from
http://www.census.gov/quickfacts/table/PST045215/06.
Hays-Thomas, R. (2015). Building diversity competence through historical and demographic
knowledge: Helpful information for managers. The Psychologist-Manager Journal, 18(3-
4), 121.
United States Census Bureau. Retrieved from
http://www.census.gov/quickfacts/table/PST045215/00.
