Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
According to Rainer Strack in the 2014 TED talk “The workforce crisis of 2030 and how to start solving it now,” the global workforce crisis of 2030 is due to two main things: a labor supply shortage, and a skills mismatch. Forecasting models show that even in Brazil, India, and China, there will be a critical labor supply shortage that will cause economies to stagnate. Technology cannot make up for the labor shortage because technology does not supplant people; it actually just creates different jobs.Migration is one of the keys to resolving the labor shortage, but ultimately it comes down to the need for higher skilled workers all over the world. Upskilling is the key. Through upskilling, education, and training, the work force of the future can meet the demands for their services to perpetuate a robust global economy. Surveys do show that among highly skilled job seekers in countries around the world, most (at least 60%) are willing to migrate to another country. Interestingly, the three countries where people are least likely to be willing to move include Germany, Russia, and the United States. The United States is, on the other hand, the country where most people in the world want to migrate to. In any case,...
This is why upskilling is a crucial factor in meeting this challenge.
It is not just upskilling and training that will help companies, though. Surveys show that workers—especially those that are most in demand for their skills—are more interested in having good interpersonal relationships with their coworkers and supervisors, in having a good work/life balance, and being appreciated for what they do even than for their salary. Workers are motivated by organizational culture factors much more than money. Given this, companies around the world need to attract top talent by changing their culture. The organizational culture of the future will thrive only when it transforms its culture to meet the needs of a highly skilled and highly motivated work force.
The “people strategy” that Strack (2014) recommends is divided into four main keys: workforce planning, attracting the right people, upskilling, and retaining the right people. Workforce planning, Strack (2014) says, will be more important than financial planning…
Ljl Human Development Human Development -- the Elderly The purpose of this paper is to examine human development from the perspective of sociocultural concepts regarding the elderly as well as from the healthcare provider's view and heatlh care services delivery in the elderly population. Generally, in terms of the elderly and the cognitive aging which is experienced one assumes that is purely a time of decline in the areas of memory, linguistics and
Among race and ethnic groups, the Asian and other labor force is projected to increase the most rapidly. The Hispanic labor force is projected to be larger than the black labor force due to faster population growth. Overall, the U.S. Department of Labor predicts that by 2008, seventy percent of the new entrants into the workforce will be women and people of color (Companies focus on recruiting diverse workforce,
They dropped back slightly to 1.5 million in 2002" (Mason-Dreffen 2003). Those increases occurred despite the fact that age discrimination can be difficult to prove, although the Supreme Court had eased the plaintiff's burden of proof (Ormsbee 2002). Song 2001 University of California at Davis professor of computer science, Dr. Norman Matloff, noted that in the IT world, "old" can begin at age 35. In addition, "The market has become
early retirement incentives as a downsizing strategy sUMMARY: This is a thesis that analyzes and studies the use of early retirement incentives as a downsizing strategy by organizations. It has 23 references in APA format. Chapter I- Definition of the Problem Definition of terms-alphabetical order Chapter II- literature Review Health and security Tax deferral Financial targeting Institutional Rationale Employees Impacted Chapter III- Methodology 19-Data collection 19-Data analysis Chapter IV- Data analysis 21-Analysis relevant to research 25-Analysis relevant to research 26-Analysis relevant to research Chapter 5-
multigenerational issues of leadership in the workplace. The discussion explores the differences between the traditionalist generation, baby boomers, Generation X and Generation Y the discussion also focuses on how the differences between these generations have affected the nursing shortage that America is now faced with. Our discussion examined the nursing shortage which has been caused by the ageing baby boom population and the lack of new recruits. It seems evident
While this investment has flourished to this point despite strained cross-strait relations, deterioration in the China-Taiwan relationship would threaten Taiwanese investment in China. Taiwan's firms have already been warned by their Ministry of Economic Affairs to increase their level of risk assessment on account of increased risk that China's government poses to Taiwanese investments (Central News Agency, 2007). More important, however, are the damaging effects on total FDI that deterioration