NAME: ACOPE, ANGEL SHEEN S.

SUBJECT: ALWAYS 8
PROGRAM AND YR.: AB POLITICAL SCIENCE IV
INSTRUCTOR: RHEA B. SUMOHID

THE CHANGING WORKFORCE

1. Discuss the impact of demographic shifts on the availability of talent in the

workforce.

Aging Population. Imagine a community where a large portion of the population is

retiring from the workforce as they get older. Less young people are available to replace
them in the workforce. This could be an issue because certain positions require younger
employees with fresh perspectives and abilities. In addition, the community loses
experienced and knowledgeable staff when they retire. Moreover, fewer young people
entering the workforce means a smaller pool of potential employees. With experienced
workers retiring, there's a risk of losing valuable knowledge.

Skills Gap. Technology is constantly creating new job requirements. If workers don't
keep their skills up to date, there's a gap between what employers need and what they can
offer.

Geographical Imbalances. Some areas have more skilled workers than others, making it
harder for businesses in certain regions to find qualified candidates.

Competition. Highly skilled workers are in high demand, driving up salaries and making
it harder for some companies to compete.

Changing Work Preferences. People are looking for more flexibility, work-life balance,
and meaningful work. This can lead some to leave the traditional workforce, shrinking
the pool of available talent for businesses that can't adapt.

2. What role does the skills gap play in limiting the availability of talent?

Employers struggle to find qualified candidates, leading to longer job openings and more
resources spent on recruitment. Additionally, if workers don't have the right skills, it
hurts productivity, efficiency, and the overall quality of work. This translates to a weaker
company. Moreover, it is expensive to keep positions unfilled and keep searching for the
right fit and without a skilled workforce, companies miss out on innovation and struggle
to adapt to changing markets. Lastly, they fall behind competitors and can't seize new
opportunities.
 In other words, the skills gap makes it harder to hire good people, hurts how well a
company functions, and limits its ability to grow. To address this, companies need to
invest in training, promote learning, and work together with others to develop a more
skilled workforce.

3. Explore the concept of a “new life stage” in the workforce. How does shift away
from traditional career paths impact both individuals and organizations? What
opportunities and challenges does it present?

The traditional career path is giving way to a "new life stage" where workers have more
control. Individuals can now design careers that fit their lives, taking breaks for travel or
family while potentially pursuing multiple paths. With longer lifespans, people can
extend their working years with part-time work or new roles that offer purpose and
engagement. This shift requires organizations to adapt by offering flexible schedules, and
continuous learning programs to support diverse career journeys. By embracing these
changes, organizations can become talent that attract and retain top performers through a
focus on well-being, growth, and fostering a diverse workforce rich in experience and
innovation. However, managing this new dynamic requires innovative approaches to
performance management, career development, and knowledge retention as employees
move between roles or take career breaks. Overall, the "new life stage" presents both
opportunities and challenges, but by embracing flexibility, purpose, and lifelong learning,
both individuals and organizations can thrive in this evolving work landscape.