As society changes HR-Departments are confronted with a decline in population, a steady decline in working population, lower birth rates and longer life expectancies. As effect they have to cope with decreasing manpower and certain shortages of labour as well as aging workforces. To secure the companies’ competitive advantage and output capabilities and to vanquish these issues Demographic Management has to be positioned as a strategic objective within the companies. At present HR-Departments do not identify changes in demography as an issue affecting them.
As a precondition for successful Demographic Management the employee structure must be analyzed and the intended future structure should be defined. Measurements to prevail over demographic issues are demographic leadership training, age-adapted incentive systems, workplace layout, junior employee recruiting and flexible working-time models. Using these and further techniques make it possible to overcome all threats and secures the company’s future. Partially layers of Demographic Management are also practiced as parts of Health Management, continuing learning or Know-How transfers.
Work-Life Balance has the aim to establish a well-balanced relationship between work and private life. Money and success are not the main goals of a working person, moreover there is a need to harmonise the private life with their working activities. There are several Work-Life Balance methods in order to “(…) enable a successful career under consideration of private, social, cultural and healthy factors”. Through an integrated Work-Life Balance both, the employee and the employer, have certain benefits. For example employees can have more time for family and leisure and also for health protection.
The Essay on Liberal Governments Life For The Working
The 1906 election, and subsequent landslide victory for the Liberals, was the first step toward the introduction of a welfare state. The Conservatives who were in power up to 1906 had basically ignored the concept of social reform; this had led to them losing the worker's vote and had also led to a decline in the standards of living for the working class. The New Liberals argued for more ...
Further they get more possibilities from the company to develop themselves and their career. The company can increase its productivity and rate of return through a better motivated and balanced workforce and strengthens thereby the corporate image. Corporate Work-Life Balance methods, for instance, can include maternity leave, seminars, home help and/or access to sport clubs. The usage of these methods within companies can lead to positive economic developments in the country like higher birth rates, strengthening economic growth of the companies and creation of further workplaces. Through a positive Work-Life Balance concept a company can further establish a competitive advantage concerning those companies that do not use Work-Life Balance methods.
HR-Managers all over the world see Talent Management as the top future challenge. Furthermore HR-Managers regard Talent Management as the area of HR risk with the greatest impact on their organisation and as the area of HR risk, which is most likely to occur in their organisations. Before thinking about Talent Management, it is useful to have a look at how “talent” is defined. In theory and practice there are different approaches of how to define talent. In some companies the term talent only refers to an exclusive group of people while other companies tend to use a broader definition and thus include their whole workforce. Moreover the way how “talent” is defined in each company is organisationally specific, highly influenced by the type of industry and likely to change over time. Talent Management is about aligning the right people with the right skills with right jobs at the right time based on strategic business objectives.
Managing talent thus includes an ongoing, dynamic process which includes recruitment, development, engagement, retention and transition. The significance of Talent Management arises due to the ongoing financial and economic crisis, aging workforce, globalisation and high staff turnover rates. All these factors lead to an increasing demand for qualified employees the so called “War for Talents”. All in all HR-Managers need to keep in mind how important Talent Management is and that it is more than just leadership development. Despite all components that can be applied within Talent Management the risk of unpredictability of human behaviour may not be neglected.
The Essay on Telephone Company Management Problems
Industry LeadersTotal Industry Earnings for 2004: 6.8 Billion DollarsMCIChief Operating Officer: Michael D. Cappellas2003 Sales (mil.)$27,315.01-Year Sales Growth(15.2%)2003 Net Income (mil.)$22,211.02003 Employees56,6001-Year Employee Growth(9.7%)Total Market Share 18.6%AT&TChief Operating Officer: David W. DormanVice President: Thomas W. Thorton2004 Sales (mil.)$30,537.01-Year Sales ...
