MIH512-Demography and Health (Module 5-SLP) Essay

MIH512-Demography and Health (Module 5-SLP) - Essay Example The total fertility rate (births per women) has come from 3.1% to 2.7% and is expected to further go down to 2.4%. The crude birth rate (per 1,000 population) has also come down from 25 (in 2001) to 21 (in 2010) and is expected go down to 18 by 2020. Comparatively, the mortality rates have drastically come down. The infant mortality rate (per 1,000 births) has come down from 66 to 49 and expected to go down to 35 by 2020. The net migration rate remains at a constant of -0%. The population of China has grown from 1,270,744 in 2001 to 1,330,141 in 2010, which is further expected to increase to 1,384, 545 by 2020. The growth rate had been constant for the past 10 years (at 0.5%) though it is expected to reduce to 0.2% by 2020. The total fertility rate has also been maintained at 1.5%, which is expected to increase to 1.6% by 2020. The crude birth rate has also been maintained for last 10 years at 12, which is expected to come down to 11 by 2020. The infant mortality rate has come down from 27 in 2001 to 17 in 2010 and is expected to be 13 by 2020. The net migration remains at constant of -0%. The mid year population of United Kingdom has grown from 59,723 in 2001 to 61,285 in 2010, which is expected to further grow to 63,068 in 2020. The growth rate has been constant and is expected to be constant at 0.3%. The fertility rate has been maintained at 1.7% constantly over the last few years and is expected to be maintained. The crude birth rate is also at a constant of 11. The infant mortality rate has been maintained at 5 for last 10 years and is expected to be down to 4 by 2020. The migration rate is maintained at 2% constantly and is expected to be maintained. The mid year population here has steadily increased from 12,622 in 2001 to 14, 753 in 2010 and is expected to increase to 17, 601 in 2020. The growth rate has been maintained at 1.8% for the last 10 years but is expected to be low by 2020 to 1.6%. The fertility rate has been reduced by 0.6% in past few

HRM Essay Example | Topics and Well Written Essays - 1500 words - 1

HRM - Essay Example The main aspect of SHRM is the people and the people’s needs. Thus strategic human resource management involves aligning the goals of an organization with those of the people. This is a challenging task since in most cases the goals or the objectives of an organization and those of the people are unrelated (Samuelson and Marks, 2012). For instance, many employees are only concerned with their income and the need to propel their careers. On the other hand, an organization is concerned with productivity efficiency and cutting of production costs. These two objectives are dissimilar and have opposing orientation. However, the success of an organization is dependent on the level at which it HRM unites the goals of the organization with those of the employees. For instance, a HRM should device policies that maintains productivity or cuts down on cost while maintaining the productivity and satisfaction of individual employee. Thus for an organization to attain its strategic objectiv e, the staff must share into the objectives and vision of the company. This aspect creates the first challenge of strategic management as described by (Henderson, 2006, p. 123). Henderson (2006) claims that integrating the people with organizational goals are the most challenging undertaking in HRM. Moreover, the integration process creates management problems. For example, it is difficult or impossible to compel employees to accept a pay cut in order to save a company from collapsing. Conflicts between organization and employees objectives are classical scenarios in most companies. For example, employees object paid leave despite knowing that their companies are not making sufficient profit. To implement strategic HRM, the HRM should understand the meaning of Strategic HRM, aims of Strategic HRM and approaches to Strategic HRM Meaning of SHRM Before embanking into any Strategic HRM practices, a HRM must understand its meaning and significance within an organization. Firstly, the ma nagers should understand SHRM as an action of competitive advantage. With such basic definition, the HRM will be able to define other aspects of HRM and apply them effectively. Many HRM studies have the following general approaches to the meaning of HRM. Use of planning A systematic approach towards personnel management and design Strategic use of human capital Attainment of competitive advantage The points stated above can be combined to develop a practical meaning of SHRM. Ideally, strategic HRM deal with organizational issues that are concerned with changes in structure, organizational performance, culture, and aligning resources with future needs of the organization. Thus, strategic HRM is concerned with human capital development as well as building production capacity of an organization. Alternatively, SHRM deals with human capital issues that are affected by strategic plans of a company. Aims of SHRM The main aim of strategic HRM is continued relationship between the people an d the organization management into the long term. Behind this rationale is the concept of defining and achieving competitive