According to the text, there are a number of key trends in the workplace that have significant influences on organizations. HR professionals play a key role in helping organizations respond to evolvin

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********* ********** is responsible *** ********* people’s services cultivating ***** ****** *** expertise ********** them *** ******** **** **** maintain ***** ********** ** the **** ** short ***** ********* ********** ******** the ******** ********** **** *********** ****** ** ********** (Bagga ***** ********** ***** **** though there ******** ********* ** the ***** resources management *** **** ***** ********* that ******* contribute ** *** ******* *********** ** a company *** discussed ***************** *** ********* Recruitment refers to *** procedure ** *********** ********* ** **** ** choosing ********* *** ********* ********** ******** ** *** ********* ********* *** a ******** job The process’ goal ** to attract competent applicants ** **** ** ********** *********** ********** **** applying *** *** *** ****** ********** *** recruitment ******* *** ***** must ********* ******** staffing plans ** **** as **** indicate *** ****** ** personnel **** need ******** forecasting must ***** ** *** *********** ****** budget *** ********* and short-term ***** ** *** **** *** ******* ** recruitment *** ********* ** ******* ** **** **** ******* ** ******* *** ***** ** **** ****** ** ******** *********** *************** *** *********** personnel ****** *** *********** ********* and ********* novel ** ***** a costly ******* ********** *** selecting suitable ********* ********** to *** ************** performance ** a ******* by ********* the ***** of *** company (Bagga ***** ********** **************** **** firms ** *** ***** * systematic *********** ** *** ***** ********* **** ** ** essential **** ** *** ***** ********* ****** themselves **** *** company *** *** novel *** **** employee orientation programs must ********* the goals *** objectives of *** ******* and *** the ********* *** assist ** ****** *** short-term *** long-term objectives ** *** company ****** thorough orientation ** *** ********* ** among *** *** ********* ** ***** ********* ********** In fact *** program helps the ********* **** ***** ******** ****** and **************** *** ***** description ** *** *** *** role as well ** *** ******** relationship ** ***** positions ****** *** company ************ ** offers clarification to the ******* to **** active ************** ** the ******* that contributes ** ************** performance (Bagga ***** ********** ********* Conditions ** ** *** role ** *** HRM ** ***** ********* ******* ********** *** *** ******* ** **** **** *** **** *** ********* *********** ************ it is the fundamental ********** ** *** ***** ********* management ********** to ******** personnel Research indicates that ** *** *** ** *** ***** ** * ******* as **** ** **** *** because ** **** of ********** Inadequate ********** ***** ********* *** lead to **** ************** *********** *** **** ********* a system ** ***** ************* *** ********* benefits ** ********* **** ********* *********** ** *** ************ ******** ********* ** ******* ******** ***** **** ** management ** *** ***** ********* team Adequate ******** ********* ********** *** ************ ***** ** turn ***** ** improved ************** *********** ****** ***** ********** ************* ************ ********** ********* are * firm’s ******* Employee ************ is ***** ******* ** well ** ** ** ***** *** key functions ** ***** ********* ********** ******** ************ ***** ****** **** ********* relations ** *********** ***** ********* ** well ** **** ******* **** ********** **** ********* activities **** **** *** ** **** a ****** ** *** professional and ******** ***** ************ ********* ********* ******* * ******** *** ******* relationship between *** **** *** the ********* ** ** the *** *** ************** growth *** *********** ****** ***** ********** ************* *** *********** Training *** *********** *** *** ********* that *** ************* They ******* improving ****** or ******* ******** *********** through increasing ** ************ ******* via ********* as **** ** ********** ***** ********* *** ***** ** * ******* subject ******** and *********** ** ********* contributes ** ************** *********** ** ********* them **** *** ****** *** ********* ********* ** *** achieving of *** ******* ***** ****** ***** ********** ************ ***** Employment *********** ******* **** ***** employment *********** ***** laws * ***** for **** ******* *** ***** *** of *** Civil Rights Act ** 1964 *** Equal Pay *** of 1963 *** *** ************** ** ********** Act ** 1967 *** Title I *** Title V ** *** Americans **** ************ Act ** ********* *** ** *** Civil ****** *** ** ********* VII ** the ***** ****** *** of **** ** * *** ***** ******* ********* and ********* **** ************** ******* ********* ***** on *** race *** color ******** and national ****** It is ******* ** ********* **** fifteen ** more ********* ************ ***** ***** *** ******* *********** ******** Title *** applies ** public *** private ************ and colleges ***** organizations *** ********** agencies Regardless of *** **** that Title *** *** been ** existence for over half * ******* race *** ************** ** common ** *** workplaces ******* VII ** *** ***** ****** *** of ***** nd) ** ************ this *** ********** *** company’s ********** ** *** ********* as ** *** * booklet *** ********* **** ********* ******* to ****** *** *********** without ***** ** *********** *** ********* ******* ******** for work environment **** ** fair *** positive **** of violence *** harassment ********** *********** ****** ***** ********* ******** *** ****** ********** *** company ******** **** ********* as **** ** ******** ******* equally ** ********* ********* its ethics codeThe ***** *** *** ** 1963 *** ***** *** Act ** **** *** ********* ** the **** ***** ***** Standards **** ***** ********* ********* *** employers from ****** ******* salaries ***** ** *** ********** Women *** *** ******** ****** *** same **** ***** ************* ***** jobs **** ** ** *********** ******* **** ("Equal ********** ************ ***** ********* *** ******* **** ******** ** **** ** has * ******** ******* ****** ****** *** Equal *** *** ********* *** more *** **** women ******* *** **** After its ******* ** ********** women to work *** *** firm ***** **** men *** ***** working ******* **** *** **** *** same amount of ******** *** ************** ** Employment *** of **** *** Age ************** ** ********** *** ** **** ******* ************** based ** *** age ** ********** *** ******** ********* ******* ******* ********** It also ********** ******* ********** *** employees ** ***** *** *** ***** from ************** ***** ** *** in ***** ** promotion hiring ************ ** conditions ********** *** terms ** employment *** *** is enforced by **** ****** ********** *********** *********** ***** *************** 2016) McDonalds ******* **** during recruitment ** ********* *** diversity ** **** ** ****** *** ************** The *********** ***** ********** *** intended to ********* ***** people to *** **** *** tackle stereotypes **** McDonalds ** a poor ************* * *** Title V ** *** ********* with ************ *** ** 1990Title * and ***** * ** *** ********* **** ************ *** ** 1990 ******* ******* ********* ***** *** ***** *********** ***** unions *** ********** ******** **** ************** ******* ******* ****** **** ************ ** *********** hiring advancement *** ******** firing ** **** ** ***** ********** ********** *** ***** of ********** ************ ****** I)" *** Since ********* hires ******** ******* ** *** ***** *********** parking ********* *** entrances *** ***** wide ****** ** order ** ****** mobile scooters ** wheelchairs to **** through ** **** ******* *** dogs ****** their *********** that *********** by ****** *** ********** *** **** **** ********** ** ******** personsSignificant ****** Affecting OrganizationsAging **************** ***** employees still *** ****** ** *** workplace * ********* ***** ***** to be ********** ****** in *** current ********* ******* ****** **** ******** early majority ** employees *** ******* ***** work ********* ****** **** expected which ** ********* in ***** chances *** younger employees ** well ** ***** ********** as ********* deal **** * maturing ***** force ******* ***** among *** ******* ********* with ** aging ********* One ** *** ******* that * ********* ** the company ***** ******* *** *** ******* is that ******** ** *** ********** stereotypes *** ***** ********* ***** **** about ******** as **** ** ******* ******* ****** younger workers ***** people ** *** company also **** no problem working ***** ******** which explains why *** ******* *** a **** ********** ** older ****** still ******* ** the ******* *** problem with ***** people ** **** they *** jobs ** **** * ****** **** **** ******* and ********* which *** eventually affect ************** *********** ******** ***** *********** ************** Diversity ** *** ********* ** ****** as an ********* ************ *** companies which ****** it ************ ************ * ********* ***** *** *********** *********** ** **** ******** ethnicity ****** ** well as ***** *************** *** ***** ******** ******* ************ ** not ******* well These negative ********* effects *** understandable ** *** ******* of the ********* does *** support acceptance and ********* ** *********** (Rojas ***** ********* ** ********* ** offering an ********* ********* environment ******* *** training The company’s ******* is ***** ** ********* *** ********* For ******* *** ******* provides a platform *** ***** to grow *** ******* through *** ****** ********* ********** ** holds Employee ******** Networks represented ** African-American council Asian Network ******** Network *** other senior ******* ** discuss such ****** ** resilience leadership ****** management and ******* in ****** **** *********** ****** 2012)Skill ************ ****** ********** is a major ***** ******** issue ******* **** ********* **** ** accomplish * **** due to **** ** basic ****** ** negatively ******* the *********** ** *** ******* *** ** the *** ****** that **** employees at ********* lacked ******** ********** basic ******** ****** **** ** saving documents *** ********** *** ******** **** ****** ****** ***** *** ** ******* *** ******* ** the long *** ********** if **** **** ********** To ****** **** ******* *** company has heavily ******** ** ******** *** *********** ** *** ********* **************** ************** *********** ************* ********** **** ******* is a ******* ****** ** ***** ********** * *********** ******* determines how ******* professionals ** the industry view ** ** **** *** *********** *** *** ********* ** **** ** other regions **** **** ***** feel ***** ** A ********** ************** ******* ** ****** by ********* *********** *** *** ** ***** *** ******* * **** *** ***** need ** be ******** is create ****** ****** ******** ********* that ********* ***** provide ********* *********** report **** absenteeism ******** *** increased ****** of ******** ********** ** **** ** ************ Each ******** wants to ** in ******* of his or her **** *** ******* ******* **** personnel on *********** grants **** control ************ **** feel ****** *** ******* ** **** ** ***** ********** ** the *** *** *** ******* ***** ******* *** in ***** ** ******* company ***** need to flexible is *** ** ****** ** an ********* talent pool ****** **** *** **** to ** ***** or ******** it is ****** ** company **** ** **** ** ********* ********** ********* *** **** the ******* *** ****** *** ***** **** ********* ****** ******** **************** *** **************** ****** distances **** ****** ********** ******** ***** ************ **** paper *** looked **** ****** ** *** ********* **** ** ********* ***** ********* work flexibility *** ********** **** ** *** ******** *** all ***** ****** affect *** ********* *** **** ********* ************* ************ ******* ***** ** globalization *** ********* *** ********* **** a ******* *********** ***** human resources ******** **** ****** ****** to **** ** ******************************************************* ************** ***** *** 6) ********* **** ************************************************************ & *********** (2014) SHRM: alignment ** HR function **** ******** ******** Strategic ** ****** 13(4/5) doi:101108/shr-03-2014-0023Employment ****** I) **** ********* **** ************************************* ********** *********** ***** ******* *** ********* **** ****************************************************** ****** **** *********** ******** *** an evolving workplace ************************************** ***** May *** ***** applied ****** ************ ******** ********* ********** ********* **** https://wwwshrmorg/resourcesandtools/hr-topics/organizational-and-employee-development/pages/workforceskilldeficienciesaspxMujahidA & ************* ****** *********** ****** *** ************ of *** ***** Workforce **** Some ****** ******* for consideration *** ***** ********* Handbook ******* doi:101108/978-1-78635-448-820161018RojasRR ****** ********* and ********* ************ Diversity *** ********* ** *** ****** ********* ****** ************************************ ***** ***** 26) ********** ***** ********* about *** ****** line ********* from https://wwwforbescom/sites/csr/2010/09/08/mcdonalds-makes-diversity-about-the-bottom-line/#16055ffd506aTitle *** ** the Civil ****** Act ** **** **** ********* from **********************************************