Changes in Workforce and its Impact on Employee Free-Samples

Question: Discuss about the Changing Workforce Composition and its Impact of Employee. Answer: Introduction: Workforce is the very important part of the organization. This is because workforce of the organization supports all the functioning of the organization. Nature of organization affects the pattern in which the organization framed its policies and structure. This workforce has undergone many changes from inception to present (Cummings and Worley, 2014). This is because many external and internal forces affect the workforce of the organization. the external forces that affect the changes in the workforce is the change in demography in the place, involvement of female workers, economic conditions as well as education level of the people. The discussion below focuses on the changing workforce and its impact on the employee engagement. It also focuses on the strategies that the mangers of the organization need to implement in order to manage this changed workforce. Key issues: Workforce refers to the labor force that works in the firms in order to earn the wages and the salaries (James, McKechnie and Swanberg, 2011). The change in the labor market and the demand and labor supply are some of the forces that drive the changes in the workforce composition in the organizations. Australia is the country that has decreasing rate of unemployment. This is because of the rise in development of the companies as well as availability of the skilled resources for the organizations. In case of Australia, it has been observed that there are many jobs that are not present in todays organizations. This may be because of advancement in technology that has replaced the human work at the firms these days. It has also been observed that the ratio of employed people with respect to the population of the country has also been increased and this may be the reason of involvement of most of the female workers in the organizations these days (Macey, Schneider, Barbera and Young, 201 1). In todays era, most of the women are educated and thus wants to work in order to support their families economically. Changes for workplace engagement: If the comparison has been made between earlier workforce and recent workforce, it has been analyzed that the workforce of earlier times was stable enough to stick to one of the company for long time whereas; the workforce today shows exactly different approach of working. They find it difficult to stay for so long with the organizations they work with. Now a day, people work on contract basis and do part time jobs. This does not bound them with the organization for so long and thus they are ready to move to another organization where they find any better opportunity for them. Technological advancement is also a factor that is bringing change in the workforce composition (Sonenshein and Dholakia, 2012). Most of the employees especially the female ones work from home and thus remain detached from the organizations culture and structure. This acts as the obstacle for the employee engagement concept. This change in the workforce in recent times is affecting much organizations aspect suc h as the policies that motivate the employees and the employee engagement practices are very different from the strategies that were used in earlier times. Now, the question arises how the change in workforce affect the employee engagement in the firm. The change in nature of the workforce composition signifies the change in their needs and requirement patterns (Stone, 2013). This change affects the level of engagement of the employees. It has been observed that the young employees does not wants to stay in the same organization for long and thus does not get motivated by themselves to engage in the companys processes while the employees that are also have the commitment towards their organization and they themselves try to make efforts towards achievement of the organizational goals. Assessing these changes in the workforce, it can be predicted that the workforce in future will require more and more work life balance because of the increasing pressure and thus organizations need to implement the strategies that can retain the talent in the organization. This is because job hopping is the concept that has been developed and will enhance in the coming years. According to the concept, the employees of today's generation are the hunters who look for new jobs all the time (Bhasin, 2012). As and when they get the opportunity, they leave the current job to grab that opportunity. Most of the organizations these days implement many strategies that facilitates the employees with lot more benefits. This is the strategy of the organization to attract the talent. Workforce and managerial implication: There are various strategies that the mangers of recent times implement in order to enhance the employee engagement practices in the organization as there is an immense need to do the same. One of the strategies that can help the organization would be growth opportunities; this is because this is what the new generation workers or employees are looking for (Kapoor and Solomon, 2011). So, providing growth opportunities in the same organization will retain the employees for long time. Developing the environment of working in the teas help the employees to develop their professional as well as individual skills and thus provide a platform for the employees to develop (Harvey and Allard, 2015). These kinds of practices by the managers retain the employees in the organization and they will not try to switch their jobs. Conclusion: To conclude, it can be determined that various changes have been observed in the workforce of the organizations in recent times. These changes are related to the composition of the workforce. The involvement of females, part time jobs, concepts of work from home are some of the major change that have been analyzed to identify their impact on employee engagement practices. It has been identified that more employee engagement practices needs to be installed and implemented in the organization to manage such a dynamic workforce. This is because, the organization have to retain the talent with them for proper functioning of the firm (Ram and Prabhakar, 2011). Brining the stability in the todays workforce is the challenge for the managers of the firms and this has increased their efforts towards employee engagement practices. References: Bhasin, S., 2012. An appropriate change strategy for lean success.Management Decision,50(3), pp.439-458. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. James, J.B., McKechnie, S. and Swanberg, J., 2011. Predicting employee engagement in an age?diverse retail workforce.Journal of Organizational Behavior,32(2), pp.173-196. Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), pp.308-318. Macey, W.H., Schneider, B., Barbera, K.M. and Young, S.A., 2011.Employee engagement: Tools for analysis, practice, and competitive advantage(Vol. 31). John Wiley Sons. Ram, P. and Prabhakar, G.V., 2011. The role of employee engagement in work-related outcomes.Interdisciplinary Journal of Research in Business,1(3), pp.47-61. Sonenshein, S. and Dholakia, U., 2012. Explaining employee engagement with strategic change implementation: A meaning-making approach.Organization Science,23(1), pp.1-23. Stone, R.J., 2013.Managing human resources. John Wiley and Sons.