This paper need to consist of 400-800 words in the response. Please answer this question in a 400-800 word essay: Visit the US Census Bureau website. Select Baltimore City and identify the demographic trends there. What do the trends indicate? How should employers prepare for the future?
ANSWER TO THE QUESTION
The Implications of Baltimore City’s Demographic Trends
Baltimore is the biggest city in the state of Maryland, and it is ranked as the 26th largest city within the United States. According to the US Census Bureau estimates, the city of Baltimore has a population of 614,664 people from 620,961 in the 2010 census, the city has been tackling the problem of a shrinking population (“U.S. Census Bureau QuickFacts,” n.d.). The city’s median age is 34.7 years, which means that most of its inhabitants belong to the working-class age group. Baltimore’s economy was based on an outdated system of slave and tobacco trade, a factor that is credited for its rise to the second largest city in the mid-19th century.
In spite of the metropolis’s reducing population, it still has a median household income of $44,262 and a median housing value of $153,000 (“U.S. Census Bureau QuickFacts,” n.d.). The city has an educational attainment of 83.5% which is comprised of individuals who have at least a high school qualification, and the city has 50,735 companies. The population of Baltimore is made up of 187,894 individuals of Caucasian origin, 391,160 African Americans, 1,799 native Americans, 29,537 Hispanics, and the rest are individuals from other groups like Asians and mixed-race people. Baltimore has a significant foreign-born population of 48,508 people. 29.7% of the residents of Baltimore possess a bachelor’s qualification or higher.
About 29% of Baltimore dwellers do not own a car, and they depend on public transport to get to work, with the average time spent in transit being 30.5 minutes (“U.S. Census Bureau QuickFacts,” n.d.). 61.7% the civilian labor force is aged 16 years and above, and the female component of the labor force is 60.4%. 23.6% of Baltimore city’s population is regarded as poor. The city also has a thriving migrant population who presumably move to find work in the metropolis. From the information above, Baltimore has been undergoing a fundamental change in its demographics, with the population gradually declining. The changes in life expectancy mean that the median age of the working population is steadily rising in a phenomenon known as aging. Lyons, Ng, and Schweitzer (2014) state that countries with advanced economies continue to face public policy issues with regards to their workforces. There is a preponderance of aged workers, and a shortage of skilled talent, which is tilting up the median age of employees.
The changing trends in Baltimore mean that employers must be ready to diversify their offices. The increasing number of females and immigrants joining the workforce heralds a lot of untapped talent; however, it is imperative to diversify and develop an inclusive workplace to cater for these changing patterns. Lyons, Ng, and Schweitzer (2014) note that many immigrants remain unemployed, and employers should conceive new ways of utilizing diversity to gain a competitive edge in the global economy. Aside from thinking of diversity in the context of immigrants and gender, employers also have to recognize the rising median age of employees in Baltimore. As employees grow older, employers have to create a conducive environment for collaboration across the ages. Therefore, employers have to focus on hiring middle-aged workers just as much as they are keen to recruit university leavers.
One of the major significant demographic changes in Baltimore is the entry of women into the workforce. Employers should prepare for the future by enhancing their workplace flexibility by giving their employees easy schedules. Lyons, Ng, and Schweitzer (2014) postulate that employers should be considerate of the problems of work/life balance and the career progression of females in the contemporary workplace. Moreover, with the aging population, virtual work should be allowed to keep adults working comfortably from the comfort of their homes. The rise in the number of workers aged 16 and above implies a future with a youthful workforce working alongside the elderly. As employees grow older, employers may have to contend with increased management costs and lower yields. Consequently, it is important to supplement the older workers with a fresh and robust group. This situation presents a capacity challenge for employers when the older employees have to retire, leading to a diminished workforce.
Successful personnel management necessitates a better comprehension of the impact of generational changes on other management factors like gender and immigration (Lyons, Ng, & Schweitzer, 2014). Employers should take action to prevent skill shortages in future that will be characterized by retirements and mass recruitment of youthful labor to mitigate the shortfall. This can be achieved by focusing on productivity enhancement through training and utilizing the current technological innovations to improve output. Maintaining talent can be achieved by recruiting school leavers; however, employers should lay emphasis on skill transfers from the older to the younger generation.
Evidently, demographic shifts in Baltimore City are precipitators for novel thinking among human resource personnel. Consequently, the current standard operating practices have to be revised to tackle this emerging shift. The previously used techniques for guiding cultural and gender diversity, and employee attrition ought to be revised to keep up with the changing dynamics.
TO RECEIVE THE REST OF THE PAPER IN THIS PROJECT, KINDLY GO TO www.perfectacademic.com. CLICK PLACE ORDER – FILL THE DETAILS OF THE ASSIGNMENT – COMPLETE PAYMENT PROCESSING
OUR PROFESSIONAL WRITERS WILL HAVE PAPER IN NO TIME!
Perfectacademic.com = A Grade paper + Timely Delivery By Our Professional Writers