FORUM ASSIGNMENT # 1

MANAGING CHANGING WORKFORCE DYNAMICS

GROUP # 3 MEMBERS
 HIBA RASHID
 DUAA RAUF
 HALEEMA SADIA
 ZAINAB NADEEM
 IRFAN MIR
FOUR GENERATIONS OF WORKFORCE WORKING
TOGETHER
Traditionalists, Boomers, Gen X & Millennials

Generations Year Characteristics Need

Detail-Oriented,
nationalistic, conservative in Privacy, Consistency &
Traditionalists 1900-1945
terms of socially & Commitment
financially, loyal
Competitive, educated, have
Boomers 1946-1954 high expectations, principled Privacy & Endorsement
& Positive
Blunt, resourceful,
Gen X 1955-1980 independent & Flexibility in work-life
entrepreneurial approach.
Collaborative, dependent on
Job security & quick
Millennials 1981-2000 technology, adaptable &
feedbacks
authorized

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RISING COMPETITION
Workforce is becoming highly competent
• People of all ages are seeking something better, or at
least something different.
• Workers have more choices of jobs, career fields, and
employers than ever before in history. Our expanding
economy has created more positions, intensifying
competition for a limited number of competent
workers.
• They can choose the kind of work they'll do, how
they'll do it, where they'll do it-at a congregate
workplace or from home or somewhere else, and
when they'll do it.
• Increased remote workers due to readily available
access to internet. No need of employees to work in
same locations.
• Humans bound to accept technology replacing their
jobs. So together, both can bring the best possible
changes to workplace.
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WORKFORCE IS CONNECTED THAN EVER BEFORE
THROUGH MOBILE PHONES
When the workforce is increasingly mobile and constantly connecting, how will we manage?
• Helps to build professional connections at workplace
and facilitate communications with wider audiences.-
Smartphones having location trackers have made our
lives much easier.
• Attendance management software introduced has
created hassle free workflow management in offices
to avoid traditional outdated methods of attendance
such as excel spreadsheets and registers.
• Allows employees to discuss new ideas, seek advice,
quick feedback, ask questions and share assets
online. Also helps interacting with no of people at
one time.
• Helps different organizations/agencies to find new
customers and streamline effective communication
with existing customers.
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IMPACT OF EMPLOYEE ABSENCE AND HIGH
TURNOVER

• One in every three employee does extreme overwork • If absences are paid leaves, company has to bear the
cost even if financial conditions and production is
• Unplanned leaves result in net loss of productivity of
down.
21% per day
• High absence rate and employee turnover signals low
• Sick leaves around 240 million taken by UK employees
job satisfaction
per year. Cost of which is endured by employers

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IMPORTANCE OF KEEPING EMPLOYEES ENGAGED
• 1 out of 3 employees are constantly overworked
increasing depression and work stress
• HRM needs to allow the workers to work in hours
that are flexible for them. Workers can choose to
come office or work from their homes
• HRM can conduct different programs, urging
employees to participate
• HRM should recognize employee’s effort upon
achieving certain KPIs
• HRM should initiate programs that leads to well-being
of employees like promoting the concept of eating
healthy or program on employee assistance
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THANKYOU

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