With over 900,000 working visa’s issued in just five and a half years (Statistics New Zealand, 2014), and the median age of the labour force projected to grow exponentially (Alpass, F. & Mortimer, R. 2007) New Zealand organisation’s are already, and increasingly becoming more diverse. Organisations are always changing; these changes whether they be internal or external, foreseeable or unpredictable, create challenges and implications for the management of employer relations. Ongoing changes such as an aging and growing ethnic mix within the workforce, present both challenges and implications, but also offer a range of opportunities if managed and implemented correctly. This essay examines these changes in light of key HRM theories and assesses
…show more content…
45% of respondents in a equal opportunities trust survey reported that their organisation faced a shortage of highly experienced or skilled workers(McLeod, L & Bentley, T. 2015). As the “baby boomer” generation reaches retirement age, this will only increase. High staff turnover increases costs as managers have to find and train new staff to cover to leaving employees. This leads to decreased productivity. To mitigate this challenge, however, flexible hours once more present a solution. But transitioning older workers into retirement with flexible work hours, this can allow a gradual injection of new staff, decreasing the severity of the impact of the …show more content…
This essay examined these challenges, and incorporating key HRM theories to assess the impacts of these challenges on productivity and management strategy. The challenges of discrimination, conflicting viewpoints, frequency of health issues, negative stereotypes and staff turnover all present issues for managers but, equally these developments also present manages with varied viewpoints and ideas, enhanced experience and diversity in the workplace that can lead to unique solutions and innovations. If the changes to the workforce and properly managed, they oppurtunities, rather than barriers to greater
45% of respondents in a equal opportunities trust survey reported that their organisation faced a shortage of highly experienced or skilled workers(McLeod, L & Bentley, T. 2015). As the “baby boomer” generation reaches retirement age, this will only increase. High staff turnover increases costs as managers have to find and train new staff to cover to leaving employees. This leads to decreased productivity. To mitigate this challenge, however, flexible hours once more present a solution. But transitioning older workers into retirement with flexible work hours, this can allow a gradual injection of new staff, decreasing the severity of the impact of the …show more content…
This essay examined these challenges, and incorporating key HRM theories to assess the impacts of these challenges on productivity and management strategy. The challenges of discrimination, conflicting viewpoints, frequency of health issues, negative stereotypes and staff turnover all present issues for managers but, equally these developments also present manages with varied viewpoints and ideas, enhanced experience and diversity in the workplace that can lead to unique solutions and innovations. If the changes to the workforce and properly managed, they oppurtunities, rather than barriers to greater