Assignment: Analyzing Workforce Demographics
The changing economy and workforce demographics pose challenges for employers in the
recruitment process. It is important for employers to understand the changing demographics so they
can use effective recruitment strategies. In this Assignment, you will be analyzing reports produced
by the Bureau of Labor Statistics and determining how the changing workplace demographics impact
the recruitment process.
In this Assignment, you will be assessed on the following outcomes:
HR400-1: Plan the steps involved with the recruitment and interview process.
GEL-2: Interpret various data formats.
Before starting this Assignment, review the Assignment Checklist.
Visit the Bureau of Labor Statistics website. At this site, Labor Force Projections, review the data
table for “Civilian labor force by age, gender, race and ethnicity.” Analyzing the data from this website
and incorporating additional scholarly research, write a 2–3 page expository research paper
addressing the following questions:
1. How are the demographics of the United States workforce changing?
2. How might these changing demographics have an impact on an organization’s recruitment
strategies and methods?
Analyzing Workforce Demographics
Changing demographics in United States workforce
In recent year, the labor force is increasingly becoming one of the important assets of an organization and investors are investing a large portion of their wealth in training employees. Moreover, workforce analysis consist of a continuous business procedures to determine best actions to make sure that the firm get the best talent and to communicate with leaders of organization on what they should understand and do about their work circumstances. Therefore, through demographic analysis in the workforce, an organization stands a better chance to study important statistics such as mortality rate, birth rate, infections, and income (Cañas & Sondak, 2014). Such statistics will eventually reveal all the changes in human population especially the workforce. As a matter of fact, demographics in the workforce are increasingly changing as more information is revealed to the consumers as well as both the needs of the organization and employees are changing.
Demographic changes in the United States have a significant impact on the workforce that is leading to the evolution of the organizations. For instance, the role of women in the society especially leadership and labor force is on the rise with more and more women joining the labor force unlike some years back. Some decades back, women were only treated like homemakers taking care of their homes only, but in recent years they are increasingly becoming part of the breadwinners in their houses. Moreover, the gap in gender pay has greatly narrowed because of their motivation and determination to join the male-dominated sectors and industries. As the rates of immigration in the United States continue to increase, the labor force is increasingly becoming diversified.
Additionally, the fact that each year, university and other higher learning institutions are producing a new set of skilled labor in the form of youths, the diversity of the labor force is expected to continue diversifying as days goes by (Myerson, Bichard, J.-A, & Erlich, 2010). Moreover, youths are known to b focused and determined to achieve their dreams and treasure their freedom in the workplace which is increasingly changing the face of the workplace as the managers and supervisors are forced to delegate duties and power.
Changes in demographics and their impacts on an organization’s recruitment strategies and methods
Owing to the changes in demographics in the United States, there is a need to change the recruitment strategies in the country so that they can consider all the members of the public. The increase in diversity in the workforce calls for broader organization goals and objectives to satisfy the need of every employee in the labor force.
With the changing diversity in the workplace, the organization needs to understand the different cultures of their employees before they can eventually recruit them to their organization. The firm needs to understand that diversity can positively affect the organization if used in the right manner but can also turn their organizations upside down if used wrongly (Stockdale, 2010). As a result, organizations needs to be flexible in their job descriptions and positions while at the same time make sure that jobs are done effectively and efficiently. They need to create a friendly working environment that does not discriminate members of the minority groups and align the goals and objectives of the organization to those of the diversified labor force.
There is need to acknowledge that times and needs for both the organization and labor force are changing. Therefore, the companies should encourage their workforces to embrace diversity and eliminate discrimination by culture, gender, and race
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises. Boston ; Munich [u.a.: Pearson.
Myerson, J., Bichard, J.-A, & Erlich, A. (2010). New demographics, new workspace: Office design for the changing workforce. Farnham, Surrey: Gower.
Stockdale, M. (2010). The psychology and management of workplace diversity. Malden, MA [u.a.: Blackwell.
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