HRM500 Week 2 Scenario Script: Labor Force Trends Slide # Slide 1 Scene/Slide Scene 1 Introduction [HR Director Angela, SeniorLevel HR Manager Ashley and Junior-Level HR Manager Ashley] Michael and Ashley have been called in for their weekly meeting with HR Director Angela. There is new data presented indicating that the labor force at their organization has now begun to age, and is also more diverse, and that skill deficiencies exist. Ashley and Michael are tasked with developing programs that address these concerns. Narration HRM500_2_1_Angela-1: Good Morning team! I have just left a strategy session with Montrose's top executives. It has been determined that we need to address the needs of a diverse and aging workforce in terms of skill deficiencies. We are searching for employees with mathematical, verbal and interpersonal skills. These employees also need to possess great decision making skills and work well with teams. HRM500_2_1_Ashley-1: Angela, I've noticed that in the United States, the labor market is aging, and has also become increasingly racially and ethnically diverse. HRM500_2_1_Michael-1: I agree! We must be very flexible in order to retain talent and meet the needs of older workers as well as employees from a wide range of racial, ethnic, and cultural backgrounds. HRM500_2_1_Angela-2: Indeed! Do either of you have ideas on how we can address these concerns? HRM500_2_1_Ashley-2: Give me a second to think about this (thinking for a second) Well, for one thing, the competition to hire and retain top talent is fierce. In the face of a skill shortage, we may have to hire employees and then train them later in the skills needed. HRM500_2_1_Michael-2: Let me think... (pondering) We also need to find individuals with computer and technology skills. HRM500_2_1_Ashley-3: On a side note, I remember reading that by the year 2018 the workforce is expected to be seventy-nine percent Caucasian, twelve percent African American, and nine percent Asian and other minorities. I also recall that the Hispanic population is growing equally as fast, and is expected to be near eighteen percent of the workforce by 2018. By hiring a more diverse workforce, we can create more products and services that cater to a larger demographic group. HRM500_2_1_Michael-3: Great information, Ashley! We also have a lot of single parent employees and others who are caring for their elderly parents at our company. We need to review the policies we have in place to support these employees and determine additional programs that can be added. _______________________________________ HRM500_2_1_Angela-3: Excellent! You both make good points! Next, I would like for the two of you to start working on a plan to implement the ideas we have discussed - addressing skill deficiencies, meeting the needs of a diverse workforce, and flexibility with employees. This is a top priority for Human Resources and the organization as a whole. Slide 2 Scene 2 Addressing Skill Deficiencies [Angela's Office - later that afternoon] We will meet this afternoon to discuss your ideas for implementing these new programs. HRM500_2_2_Angela-1: Ashley and Michael, I can't wait to hear the ideas you came up with for addressing skill deficiencies. HRM500_2_2_Michael-1: We've gotten a lot done! I have contacted the local university, a community college, and a high school to determine if they have students with computer and technology skills. I have asked their career services centers to identify candidates with the educational achievements we are looking for - Masters' or Bachelors' of Science degrees for the engineers, and high school diplomas for the production workers and customer service representatives I also stressed the need for candidates to be fluent in basic reading and math skills, as well as design blueprint reading. They will learn the additional skills specific to our products and services once they come on board, of course. ________________________________________ HRM500_2_2_Ashley-1: Also, more and more employers are looking for verbal and interpersonal skills in their employees. HRM500_2_2_Angela-2: Can you be more specific? HRM500_2_2_Michael-2: I can add on to that! Interpersonal skills are important when communicating with others. Today's employees must be able to handle a variety of responsibilities, interact with customers, and think creatively. ________________________________________ _ HRM500_2_2_Angela-3: Competition for qualified college graduates is fierce. Workers with less education have to take lower paying jobs. Of course, we will have to provide the training needed for new employees. HRM500_2_2_Michael-3: Yes, exactly! Not all positions needed by our company require a college education. We will need to develop a training program to provide the skills that are needed. HRM500_2_2_Angela-4: These are all good ideas! Adequate training for new employees and the ongoing development of our workforce will be critical in order for the company to maintain a competitive advantage. _______________________________________ HRM500_2_2_Ashley-2: Also, in some cases, we are not using the full potential of our employees. Creating a high performance work system will ensure that the organization meets the demands of customers with high quality and customized products. HRM500_2_2_Angela-5: Great work, you two! Let's do a quick practice exercise to reinforce what we've learned about addressing skill deficiencies here at Montrose. Slide 3 Interaction 1 Michael and Ashley have been given files of new hires with different skill sets. They have to decide which ones to hire based on their resumes, which will appear on-screen, and the company's needs, which they have explained in the previous scene. Slide 4 There will be a mixture of employees with the skills they need and ones with irrelevant skills. Scene 3 Racial, Ethnic and Cultural Diversity in the Workplace [Angela's Office - 10 minutes later, after interaction activity] HRM500_2_3_Angela-1: You did very well on the skill deficiencies exercise. Now let's get started discussing your plans for supporting diversity in the workplace for women and minorities. Keep in mind that we cannot diminish their contributions to product quality and customer service, and we need to make sure that they feel comfortable and valued within our organization. _____________________________________ HRM500_2_3_Michael-1: Great - we've done quite a bit of research on this topic. First, we can create diversity networks that cater to a variety of ethnic backgrounds and religions, as well as female employees. It is important for us to know about the different cultures represented here at Montrose and be able to communicate with employees from a variety of backgrounds. _______________________________________ HRM500_2_3_Ashley-1: We also can recommend selecting sponsors in senior leadership positions to support each network. HRM500_2_3_Michael-2: We then can create a wall and invite employees to decorate it based on their ethnic background. HRM500_2_3_Ashley-2: We can also encourage employees of different backgrounds to suggest services and products that would meet the needs of a variety of consumers of different racial and ethnic backgrounds. HRM500_2_3_Angela-2: These are all great ideas! Let's do another quick practice exercise to help us remember the concepts we've been discussing regarding diversity in the workforce. Then we can meet back here in ten minutes to discuss your third and final assignment. Slide 5 Slide 6 Interaction 2 Case study interaction - 3 case studies are presented of fictional employees with different concerns or issues related to race, sex or culture, plus an explanation of how the company chose to handle each one. In each situation, the students must choose whether the company handled the situation in a way that promotes diversity or in a way that does not. Scene 4 Flexibility with Employees HRM500_2_4_Angela-1: Great job on that activity, team! [Conference Room- 10 minutes later and after interaction] I can see that you have really been doing your homework! Now on to our final implementation plan. What did you find out about options for flexibility? HRM500_2_4_Ashley-1: Well Angela, as we know, the organization must be flexible in order to retain talent. HRM500_2_4_Michael-1: Yes - creating flexibility to allow parents to attend school conferences and children's sporting events, volunteer, and also care for elderly parents. We can support employees in these areas by asking them to trade off hours to attend these events for other times when they are needed to support the business. _______________________________________ HRM500_2_4_Ashley-2: For those caring for elderly parents, we will identify resources outside of the organization such as programs to provide elder care while employees are at work. HRM500_2_4_Michael-2: We can also allow employees the flexibility to take family members to the doctor and have the option to use sick time or make up their hours within the work week. HRM500_2_4_Angela-2: This is a good plan. Do you have any specific ideas about retaining older workers and helping them succeed here at Montrose? HRM500_2_4_Michael-3: We sure do! Today, older workers tend to work longer. Many plan to work in some capacity through retirement. HRM500_2_4_Ashley-3: We've found that our older employees are performing just as well as the younger workers. We have found that despite the stereotypes, older workers do have the capacity to learn and master new technology. HRM500_2_4_Angela-3: I agree. However, a potential downfall is that the company may see an increase in health benefit costs for older workers. HRM500_2_4_Michael-4: Yes, but remember that we are also benefiting from these employees' talent and knowledge. We may also want to create Mentorship Programs and pair older workers with younger workers to help them navigate the work environment and pass on knowledge gained through work experience. HRM500_2_4_Ashley-4: Good thinking, Michael! In order to attract and retain older workers, we can offer medical and dental benefits to part time workers. We can offer them retirement planning and retraining as well. I also feel that by offering additional time off to workers it may motivate workers whose careers have reached their highest levels. HRM500_2_4_Angela-4: These are all good plans, team. It is important that our older workers know that we value their contributions to the organization and that their experience benefits the company. They have years of skills and knowledge that can't be replaced! Let's take one last break to do a quick exercise on promoting flexibility in the workplace. Slide 7 Interaction 3 Drag and drop interaction where students have to place the examples listed below into two categories - \"flexible\" or \"inflexible\". The company offers single mother \"Pam\" a condensed 4-day work week. The company does not allow \"Jerry\