Professional Documents
Culture Documents
HUMAN RESOURCE
MANAGEMENT
Done by
Neeraj
Pavithra
Nithya
Demographic trend
The term demographic trends relate to changes in
a population's age, gender, geographical location,
marital status, educational attainment, employment
status, household income, race, religion, and health.
Demographic Societal and workforce trends
Workforce diversity Ageing population & ageing
workforce Educated and knowledge workforce/women
workforce/Changing family structures/global
workforce/contingent workforce & workforce flexibility
HRM Function
Demographic changes have already had a major impact
on HR departments around the world.
Labour forces have become increasingly diverse, and this
has forced organisations to make considerable changes to
the way in which they approach people management.
Demographics are constantly changing, and in some parts
of the world they are doing so at a rapid pace, presenting
even greater challenges for HR professionals as they look
to hire, train, manage and retain an entirely new
generation of workers.
In fact, there may soon be no such thing as the average
worker, and workplaces could become so hugely diverse in
terms of gender, age and culture that the strategies used
by the HR departments of today may in time become
completely redundant.
Demographic change is the main reason organizations
need to adapt their practices in order to respond to
increasing diversity within labor markets.
In addition, the constantly changing demographic
profile of the broader population means that
organizations need to develop strategies that will
meet the needs and desires of the country’s citizens.
Important demographic trends will take place in the
workforce over the next 10-15 years.
Demographic trends in HR
Ageing populations
Ageing populations are apparent throughout the developed world as
people live longer, healthier lives, and they are going to have huge
implications for HR organisations in the future.
As the EIU and SHRM Foundation point out, some European governments
have responded to increased longevity by raising pensionable ages in
the hope of keeping people in work for longer and therefore reducing
the strain on their state pensions systems.
This means there is likely to be a much greater concentration of older
people within the workforces of the future, and it will require a real
rethink about how HR departments manage everything from recruitment
and training to occupational health and employee benefits.
It may also increase the potential for intergenerational conflicts in the
workplace, where older employees are seen to be blocking the path to
progression for their younger colleagues. HR managers will need to find
ways to diffuse these tensions and create environments in which workers
of all ages can collaborate effectively.
Generation Y
While some populations are ageing others are moving in
the opposite direction, with developing countries in
particular facing the challenges that come with an
increasingly youthful labour force. The Asia-Pacific region,
for example, is home to 60 per cent of the world's 15 to
24-year-olds.
Younger workers bring their own HR-related challenges.
Generation Y - or the millennials as they are sometimes
known - have very high expectations of their employers,
are focused more on the immediate future than the long-
term and are keen to strike a positive work-life balance.
Attracting and retaining these young, often restless
workers will be a major challenge for HR departments in
the years ahead. Organisations will need to provide the
kind of opportunities for training and progression that
millennials crave, otherwise staff turnover could soar.
Globalised Work Force