Effects of Changing Demography on HR Practices

Running head: EFFECTS OF CHANGING DEMOGRAPHY ON HR PRACTICES
EFFECTS OF CHANGING DEMOGRAPHY ON HR PRACTICES
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1EFFECTS OF CHANGING DEMOGRAPHY ON HR PRACTICES
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Impact of changing environment on HR planning and job design:.......................................2
Recommendations for the Impacts of changing demography:...............................................5
Conclusion..................................................................................................................................9

2EFFECTS OF CHANGING DEMOGRAPHY ON HR PRACTICES
Introduction
The study of population on the basis of factors such as age, sex and race. The
demographic changes reflect direct impacts on Human Resource practices and strategies.
Organizations are adopting significant changes in order to sustain in the changing external
and internal environment in an industry (Smither, Houston & McIntire, 2016). The changing
environmental factors are affecting Human Resource practices the most as the HR
practitioner are involved in hiring, training, managing and retaining a completely different
generation of workforce (Smither, Houston & McIntire, 2016). The purpose of the paper is to
identify and assess the impact and the circumstances faced by organizations or industry in
regards with job design and Human Resource planning. The industry, which is being selected
for the assessment, is healthcare industry. Healthcare industry is the integration of products
and service providers for the purpose of treating patients with preventive, palliative care,
rehabilitative and curative care. The healthcare industry is comprised of hospitals, doctors,
nursing staff, public, voluntary and private organizations as well as it includes health
insurance organizations and medical supplies, pharmaceutical, medical equipment
manufacturers. The paper will include the example of Progressive Medical, Inc., which was
founded in the year 1986 for fulfilling the mission of identifying and providing medical
products which specializes in cost effectiveness and safety. The paper will also present
recommendations for the identified impacts of demographic changes. The paper will be
concluded by summarizing the effects and recommendations for the HR practitioner for
sustaining in the changing environment.

3EFFECTS OF CHANGING DEMOGRAPHY ON HR PRACTICES
Discussion
Impact of changing environment on HR planning and job design:
Changes in the demographics of external and internal environment include changing
family structure. The impacts of the ageing population reflect high demand on welfare and
healthcare services. The changing dynamic due to labour force diversity and increasing level
of women participation as well as religious and ethnic groups (Smither, Houston & McIntire,
2016). The impact the changing environment on Human Resource practices includes:
 The older or non-traditional workforce- Organization scenario is changing with the
change in the demographics. Healthcare industry is known for their main resource
capability, which is human resource. With the motive of having a diverse workforce,
the healthcare industry is encouraging different age groups and/or the factor of
employment relationship, which marks the need for improved human relation
practices by using the expertise of Human Resource (Bieling, Stock & Dorozalla,
2015, pp.10). High awareness is required for understanding the needs of various
stakeholders groups as well as the Human Resource competencies for resolving the
possibility of potential conflicts by adopting creative human resource solutions. The
organizations operating in healthcare sector needs to analyse the changing
requirements as well as the competencies of non-traditional form of employment
relations (Stankevičiūtė & Savanevičienė, 2019, pp.5). The non-traditional form of
employment relationships depicts the deviation from a usual practice. The usual
practices include lateral careers, employees joining an organization at a later stage in
their life as well as the phased-in concept of retirement (Sammarra et al., 2017,
pp.172). The demographic factor, age can reflect significant impact on the pension
costs as well as the risks associated with the plan. Organizations operating in
healthcare sector, for instance Progressive Medical of Western Australia impose