The Workforce in Australia

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Look of workforce in Australia is changing. It is no longer the same as it was 20 years ago. Where young men were the main workers and old people and women were sitting at work with their kids (Nankervis et al. 2006, p.54). Nowadays number of old people has increased dramatically, which is affecting workforce and brings new challenges to human resource. New implications that human resources have to deal with are appropriate age allocation, keeping old employees working for as long as possible and avoiding clashing of different generations. Also combine experience from old employees with knowledge of new technologies from younger ones. All these can be done by correct human resources strategies, which will benefit organizations and employees. Due to high number of aging population women are coming to the workforce and their number is increasing everyday. But there are still perceptions about female employees from olden days that appear among organizations. (Tohey et al. 2009). Consequently, human resources have to adjust to these changes by eliminating gender pay gap, increase number of women in senior management positions, and avoid selection between men and women. This will help to eliminate gender and to increase organization’s productivity and will keep employees loyal.

Today aging population is common challenge that workforce and human resources managers have to deal with in developing countries. It affects human resources strategies and practices (Nankervis et al. 2006, p.54). One of the issues of aging population is uneven ration of retiring people to the smaller number of replacing them younger employees. Which creates a high number of non-working people in the future (Patrickson & Ranzijn, 2006). Consequently, now working...

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... A focus on gender similarities in work experiences in senior management, a study of an Australian bank builds the case. Equal Opportunities International, Vol. 27, No 5, pp.433-454.

Burgess, J., Strachan, G. 2005, Integrating Work and Family Responsibilities: Policies for Lifting Women’s Labour Activity Rates. Just Policy, No.35, pp. 5-12.

Patrickson, M., Ranzijn, R. 2006, Workforce Aging: the challenges for 21st century management. International Journal of Organisational Behaviour, Vol. 10, pp. 729-739.

Dohert, L., Stead, L. 1998. The Gap between Male and Female Pay: What Does the Case of hotel and Catering Tell Us?. The Service Industries Journal, Vol.18, 126-144.

Davidson, M.C.G., McPhail, R., Barry, S. 2011, Hospitality HRM: past, present and future. International Journal of Contemporary Hospitality Management, Vol.23, No. 4, pp. 498-516.

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