Influence of Workforce to Human Resource Management in Organizations
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Influence of Workforce to Human Resource Management
Organizations have different characteristics in their workforce that define human resource management. This research will establish those characteristics of the workforce and their influence on human resource processes of an organization.
Purpose
The purpose of this study is to evaluate those characteristics that are common in workforce and how they are capable of influencing human resource management processes.
Available Literature
In Mohammad (2014), it can be seen that the ability of the workforce to intersect with the community. This in turn will offer the human resource opportunity to reinvent itself, inspire and provide innovative leadership management. This intersection will give managers clue of how to create response that will enable the organization adapt to the changing environment.
According to Al-dwani (2014), “encouraging employees to present the best of their performance in order to accomplish the organization's goals and objectives” come one on one with the implementation of successful human resource management strategies. This is critical as the strategies will be implemented in a healthy way that the employees are familiar with thereby presenting positive results in human resource management.
Ageing is another characteristic of workforce capable of influencing human resource management. As can be seen in Aaltio et al. (2014), there is need to be gender-neutral age management to understand the relation between age and human resource management. The study also explores the different needs and expectations that ageing employees may have in terms of HR practices and policies. Age blind practices are also found to be affecting human resource management in both the external and internal organizational context.
Bonenberger et al. (2014) on their part explores employee motivation and job satisfaction on turnover. They identified that these factors are important in employee retention and performance. Therefore, the human resource leadership has to improve on such factors if they were to retain the employees in the workforce and reduce the likelihood for turnover.
Quality work life policies are increasingly being used by organizations. Companies and human resource departments in general realized that in order to maintain employee work life balance with equal attention on performance and commitment at work, they need to focus on quality work life policies. They further indicate, “The success of any organization is highly dependent on how it attracts recruits, motivates, and retains its workforce.”
Conclusion
This research will expose the characteristics of the workforce and their influence on human resource management, thereby informing corporations and managers on the improvements they need to make. The improvements will ensure their survival in the competitive business environment, which presents rapid demographic shifts.