Change in the Labor Force
One of the biggest trends that I know has a direct impact on the organization and me personally is the change in labor force. My current position is not directly involved with HR but my past position in Retail, as a department manager, was very close with Human Resources, so I feel I have a perspective from both sides. At my current organization, the labor force plays a huge part of the overall organization and culture. A large percentage of the internal labor force is the people who are considered contractors, or have contracts to work for the company. That has created a very diverse workplace of many age categories, which also contributes to the diverse racial and ethnic makeup of the organization.
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I am fortunate enough to work for a company that not only empowers us as employees but also provides unparallel training to become skilled knowledge workers. Focus on Strategy To reinforce the organizations overall strategy HRM practices need to line up with the companies plan. Human Resources plays an integral role where they not only need to be conscious of the goals set forth for them but also the over expectations the company is trying to reach. To do this, human resource managers must focus on the future as well as the present, and on company goals as well as human resource activities. ( Noe, Hollenbeck, Gerhart & Wright, 2014). I work for a company that has consistently been recognized for its high quality standards in the service that is provided to its members and the products that are in turn there when the members need it the most. I know that a form of total quality management has been implemented because of the continual improvement that can be seen from the way that employee satisfaction increases, the need for certain products that help secure financial security for our member increases, and the errors and process of machines and systems decreases. HR managers contribute to success whenever they help lower costs without compromising quality (Noe, Hollenbeck, Gerhart & Wright,