HR management assignment essay writing help on: Workforce diversity

Q?? Work force diversity and its challenges in a work place?Solution:

It can be analyzed that the diversity includes respect and the acceptance. Diversity means exploration of the differences in the safe, nurturing and positive environment. It is related to understanding everyone and moving towards the straight acceptance to embrace and celebrate the elements of the diversity controlled with each and every individual. Diversity helps in understanding of each individual and individual’s differences and these may be race, gender, status of socio economic, abilities of physical and mental and other ideologies. According to the context of the European, the Commission of the European had introduced a sequence of documents that significantly go towards the understanding of the workforce ageing to stress the requirement to tackle the barrier of the age as the portion of the struggle against the unemployment and the policies of the labor market.Ageing Workforce

It can be seen that due to the quickly ageing population, various countries are looking ways to make sure that their economy continue to prosper and grow. The current financial crisis pointed out the complexity of offering sufficient provision of the old age. The ageing labor force is probably to show the enhancing no. of employees with disabilities. Disability management and practices are readily addressing the challenge of the employers who face with the ageing labor force and the enhancing prevalence of the disability (ADA Audio Conference, 2010).The company should think about the diversity as the diversity of experience and ideas, not just the gender or race.  It can be seen that the employers like private and public must aim to offer the situations where employees may handle their ageing and careers. It can be seen that the large and mid size organizations may form initiatives to overcome the barriers of the age. The awareness of the age during the Company and to make sure that the age factor is used appropriately in the training and the recruitment. It is advisable for the union representative to take part in training of the awareness program which includes measures of training that modify the disadvantages practiced by the elder employees.

Implications on the Future

It can be seen that the Ageing Workforce can be considered as the major challenge which employers must to answer in the future. According to the research, most of the workers in the nation are attaining their age of retirement. It can be seen that the residents of the nation has been decreasing in the last years, researchers think that there would be a remarkable decline in the workforce of the country when the most of the elderly employees retires from their normal duty. It can be analyzed that some of the people might choose to carry on working until they reach the age of 65, and many of the people would choose to retire and consume their hard money. It has been analyzed that the elderly employees of the US would soon retire and even hundreds and thousands of organizations throughout the country have not done anything to prepare the arrangement for the shortage of the labor. According to the research, many of the Companies think that employees in their ageing shall choose to carry on working with the Company after reaching the age of 60. By extending the contract of the service of the trusted employees, many companies think that they may protect the scarcity in the labor (Copeland, Fronstin, & Yakaboski, 2000)

Consequence of the Ageing Labor Force on the Nation

It can be analyzed that the researchers believe that ageing labor force in the nation would have significant consequences on the wealth of the nation. It has been observed that the study illustrated that many of the people who are near their age of retirement don’t have adequate benefits of the retirement to live the life comfortable after the retirement. According to the researchers they think that many of the elderly people don’t have savings and benefits of the retirement to survive on, the wealth of the nation might suffer.

This is the diagram which shows Five Year Moving Average of Alteration in the Labor Force Participation by the Group of the Age.

Managing the Issues of Aging Work ForceIt can be analyzed that the managing of the ageing workforce is the critical issue in the today’s environment of the business. There are several ways to manage the Ageing Labor force in the Working place. It can be seen that the technology, tax benefits and training might be the expected ways for the organizations and employees to increase the productivity.  For e.g. in some of the UK Companies a technique of annualized hours is implemented in order to help the elder employees with the caring accountabilities and was not regarded as the age particular strategy of the HR (Basu, 2010). It can be seen that there are various practices implemented by the Company in order to manage the ageing workforce like job hiring training, development of practices of flexible working and changing in the attitudes of the people within the organization (Charan, Drotter & Noel, 2001)

Job recruitment

The good type of practice ensures that elder employees have equal and special approach to the present jobs and the potential employee will not be discriminated directly and indirectly.  IBM in Italy was started in 1991 as the agreement among the managers of the IBM and the company itself. The company provides consultancy services in each and every sector. The initiative was designed in order to attract the highly group of skilled professionals (Walker, 2010)

Training, development and promotion

It can be seen that good practice ensures that elder employees are not ignored in the training and the career development and offer opportunities to the workers throughout the working life of the employees and methods of the training are adequate for the elder workers and the positive type of the action is required for compensating the discrimination in the period of the past. The medium size Company like Dutch has made the course of the refresher in the workplace technology for the staff age between and over 40. The course has particularly designed for the elder workers who did not attend the course on the process of the production for the sufficient time and who feel not sufficiently engaged in the process of the production and who desire to examine the new methods in detail to expand the professional knowledge (Morris & Vekker, 2001)

Flexible working practices

It can be seen that the good type of practice in the ageing workforce providing employees higher easiness and the flexibility in their work and the nature of the retirement. It can be said that the flexibility may advantage the older and the younger worker and specially the career of the older people and helps in retaining the ageing workforce in the organization. For e.g. A medium size finance Company like Belgian allows its workers to adopt the flexible patterns of the working. This company permits its older staff like men above 60 and women above 55 to work only for two hours without any loss of income (Horne & Herman, 2000)

Changing attitudes within the organization

The initiation of the good approach in all the areas depends upon the commitment of the basic personnel in the organization. In big Companies, the wish of the senior manager is to make equal chances for the elder workers with direct accountability for the training and the recruitment. Hence, the changing attitudes of the members of the staff regarding the elder workers could be a crucial requirement for the forming of the good practice. For e.g. a major car manufacturer company has reacted to the ageing workforce through implementation of the programme which helps in changing the attitude of the employees regarding internal mobility.Conclusion

At last it can be said that the organizations take action to contest the barriers of the age. The truth shows that the organizations comprise some chief enterprises of the European and major authorities of the public to indicate the significance of the ageing workforce. Even the national government has started to resolve the paradox of the age and the employment. In this report various strategies have been mentioned like job recruitment, training and promotion, flexible practices of working and changing attitudes would help the organizations to manage the ageing labor force  in the more productive and efficient way (Ely, 2010)

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