Paper Assignment #1
Below is the information for your first paper assignment. Please note the following:
• The paper is to be double spaced.
• No more than 3 pages in length
• Citations in APA format
• 12-point font
• There should be a cover sheet with you name and student identification number.
• Your paper should address the scenario presented below.
• It will be graded based up on the paper rubric in Canvas.
• Due by 11:59pm on 5/29
• All submissions will be scanned for plagiarism
You are a new hire who has been selected to participate in a new onboarding program with an elite HR research and advisory firm. Your training consists of a combination of formal education—specifically, enrollment in this Human Resource Management course—and a rotation in support of the principals of the firm. In your rotations, you will synthesize what you’ve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant. The quality of your deliverables—that is, your ability to convert learning into practical insight—will largely determine whether you are offered the role you applied for, or are offered a higher position with a significant pay increase and responsibilities.
A quote from the Boston Consulting Group’s People & Organization website page summarizes Modules 1 and 2: “Human resources has long been evolving beyond its traditional—and outdated—role as a mere processor of administrative transactions. Today, HR is usually viewed as a strategic partner to the business. The intensity of competition and the pace of change demand that the HR function fulfill this mandate. HR leaders need a clear view of their current capabilities, a set of clear priorities linked to the business strategy, and a targeted approach to improve the most urgent problem areas.”
Your Assignment
In your first rotation, you will be reporting to the Strategic Planning principal consultant, Stevie Nicks. She is developing an interactive game for client HR teams to play to develop their adaptability; specifically, to be able to envision and implement the changes required in the HR organization to capitalize on emerging trends and technologies.
Your assignment is to reframe one of the following trends as a business opportunity:
• Changes in Workforce Composition
• Increasing Workforce Diversity
• Increased Employee Expectations of Employers
• Changes in Societal Expectations
• Infrastructural Obsolescence
• Changes in the Nature of Work
• Market and Industry 4.0
• Changes in the Evaluation and Valuation of Talent
• “A Reskilling Imperative”
• Increasing Geopolitical Risks
For example, “changes in workforce composition” is a trend that represents both a challenge and an opportunity. How might an organization use that to their advantage? How would you express that as a Human Resource strategy? What policies and procedures would need to be in place to support that strategy and leverage a flexible workforce? How would you avoid the typical disconnect between planning and implementation? Be specific; your recommendations must be actionable. To score well, you will need to cite (summarize and link to) an example of a “best practice” organization.
As a perspective point, Ms. Nicks suggests you keep the following quote from the text in mind: “The essence of management and strategy is making sense of reality: human, organizational and situational. And, more critically, to be able to act on that insight.”

Changes in Workforce Composition as a Business Opportunity

The composition of the workforce is changing rapidly. The average age of the workforce is increasing, the number of women in the workforce is growing, and the diversity of the workforce is becoming more pronounced. These changes represent both challenges and opportunities for businesses.

One challenge posed by the changing workforce is the need to adapt to the different needs and expectations of different generations. For example, millennials are more likely to value work-life balance and flexibility than older generations. Businesses that can successfully adapt to these changing needs will be at a competitive advantage.

Another challenge posed by the changing workforce is the need to develop a more diverse and inclusive workplace. A diverse workforce can bring new ideas and perspectives to the table, which can lead to innovation and improved performance. Businesses that can create a more inclusive workplace will be able to attract and retain top talent.

Despite the challenges, the changing workforce also presents a number of opportunities for businesses. One opportunity is to tap into the growing pool of talent from different generations and backgrounds. Businesses that can attract and retain a diverse workforce will have a competitive advantage in the global marketplace.

Another opportunity is to use the changing workforce to improve customer service. Businesses that can provide customer service that is tailored to the needs of different generations and cultures will be able to build stronger relationships with their customers.

The changing workforce is a reality that businesses cannot ignore. By understanding the challenges and opportunities posed by the changing workforce, businesses can position themselves for success in the years to come.

How to Leverage a Flexible Workforce

One way to leverage a flexible workforce is to offer a variety of work arrangements, such as telecommuting, flextime, and compressed workweeks. This allows employees to choose the work arrangement that best meets their needs, which can lead to increased productivity and satisfaction.

Another way to leverage a flexible workforce is to invest in training and development programs that help employees develop the skills they need to succeed in a changing workplace. This can help employees stay ahead of the curve and make them more valuable to the company.

Finally, businesses need to create a culture of trust and flexibility. This means giving employees the freedom to work the way they want and to make decisions that are in the best interests of the company. When employees feel trusted and empowered, they are more likely to be engaged and productive.

How to Avoid the Typical Disconnect Between Planning and Implementation

One way to avoid the typical disconnect between planning and implementation is to involve employees in the planning process. This helps to ensure that the plans are realistic and that employees are committed to making them a success.

Another way to avoid the disconnect is to provide regular feedback and updates on the progress of the plans. This helps to keep employees informed and engaged, and it makes it more likely that they will continue to support the plans.

Finally, businesses need to be flexible and willing to adapt to change. The world of work is constantly changing, and businesses need to be able to change with it. By following these tips, businesses can leverage the changing workforce to their advantage and achieve their goals.

Best Practice Example

One example of a business that is successfully leveraging the changing workforce is Google. Google offers a variety of work arrangements, including telecommuting, flextime, and compressed workweeks. The company also invests heavily in training and development programs. As a result, Google has been able to attract and retain a talented workforce that is diverse in terms of age, gender, and background.


The changing workforce is a reality that businesses cannot ignore. By understanding the challenges and opportunities posed by the changing workforce, businesses can position themselves for success in the years to come.

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