<–2/”>a >Overall, labour-force to Population ratio (in the age group 15 years and above) at 56 per cent is low in India compared to nearly 64 per cent for the rest of the world. The low participation in India is largely because the female labour force participation rate (LFPR) is dismally low at 31 per cent, which is amongst the lowest in the world and the second lowest in South Asia after Pakistan.
Census of 2011 clearly brings out the fast decelerating rate of Growth in overall workforce, particularly that of females, between 2001 and 2011. But the work participation rate has not declined, if not increase, as the rate of growth in workforce is not less than that of population. Also the incremental workforce especially the male is getting reduced to marginal workers category whereas the high concentration of female in the category of marginal workers is slightly reduced. Occupational distribution of workforce shows that cultivators are declining such decline in agriculture is replaced by increasing agricultural labour. Growth of workforce in non-agriculture is higher than that of agriculture. Growth of female workers engaged in non-agriculture is higher than their male counterparts.
In agriculture sector which is the main contributor of EMPLOYMENT, nearly 97 per cent of the employment is informal in nature . But the share of agriculture in total employment has decreased from 58.50 per cent in 2004-05 to 48.90 per cent in 2011-12 which is indicative of the structural transformation of the sector. In manufacturing sector the increase in share of employment was accounted for by the organised sector which showed an increase in both formal and informal employment.,
The workforce composition of a company is the makeup of its employees in terms of age, gender, Education, occupation, Industry, tenure, location, disability status, veteran status, race/ethnicity, sexual orientation, gender identity, religion, marital status, parental status, language spoken, and other demographic characteristics.
The workforce composition can be important for a number of reasons. First, it can affect the company’s ability to attract and retain employees. For example, if a company’s workforce is not diverse, it may have difficulty attracting and retaining employees from underrepresented groups. Second, the workforce composition can affect the company’s culture. For example, if a company’s workforce is predominantly male, it may have a more masculine culture. Third, the workforce composition can affect the company’s performance. For example, studies have shown that companies with more diverse workforces are more likely to be profitable.
There are a number of factors that can affect the workforce composition of a company. These factors include the company’s location, industry, size, and culture. The company’s location can affect the workforce composition because different regions have different demographics. For example, the workforce composition of a company in Silicon Valley is likely to be different from the workforce composition of a company in rural America. The company’s industry can also affect the workforce composition. For example, the workforce composition of a technology company is likely to be different from the workforce composition of a manufacturing company. The company’s size can also affect the workforce composition. For example, the workforce composition of a large company is likely to be more diverse than the workforce composition of a small company. The company’s culture can also affect the workforce composition. For example, a company with a strong commitment to diversity is likely to have a more diverse workforce than a company without such a commitment.
There are a number of things that companies can do to improve their workforce composition. These things include:
- Recruiting from diverse sources. Companies can recruit from diverse sources, such as colleges and universities with large minority populations, or through online job boards that target underrepresented groups.
- Creating a diverse and inclusive workplace. Companies can create a diverse and inclusive workplace by promoting diversity and inclusion in their hiring practices, employee training programs, and company policies.
- Offering flexible work arrangements. Companies can offer flexible work arrangements, such as telecommuting and flextime, to attract and retain employees from underrepresented groups.
- Providing employee resource groups. Companies can provide employee resource groups (ERGs) for employees from underrepresented groups. ERGs can provide employees with a sense of community and support, and they can also help to educate employees about diversity and inclusion.
The workforce composition of a company is an important factor that can affect the company’s ability to attract and retain employees, its culture, and its performance. There are a number of factors that can affect the workforce composition of a company, and there are a number of things that companies can do to improve their workforce composition.
What is the workforce composition?
The workforce composition is the distribution of workers in a particular industry or organization by age, gender, race, ethnicity, and other demographic characteristics.
What are the factors that influence workforce composition?
The factors that influence workforce composition include the size and location of the organization, the industry, the economy, and government policies.
What are the benefits of a diverse workforce?
A diverse workforce can provide a number of benefits, including:
- Increased creativity and innovation
- Improved problem-solving skills
- Better decision-making
- Increased customer satisfaction
- Improved employee morale
What are the challenges of a diverse workforce?
A diverse workforce can also present a number of challenges, including:
- Communication and coordination problems
- Conflicts between different groups
- Stereotyping and discrimination
- Lack of understanding of different cultures
How can organizations manage a diverse workforce effectively?
Organizations can manage a diverse workforce effectively by:
- Creating a culture of inclusion
- Providing training on diversity and inclusion
- Promoting diversity and inclusion in hiring and promotion practices
- Addressing discrimination and harassment
- Providing support for employees from diverse backgrounds
What are some examples of successful diversity and inclusion initiatives?
Some examples of successful diversity and inclusion initiatives include:
- The creation of employee resource groups (ERGs)
- The implementation of unconscious bias training
- The development of diversity and inclusion metrics
- The creation of a diversity and inclusion council
What are some of the latest trends in workforce composition?
Some of the latest trends in workforce composition include:
- The aging workforce
- The increasing number of Women in the workforce
- The growing diversity of the workforce
- The increasing use of contingent workers
- The increasing Globalization/”>Globalization-3/”>Globalization of the workforce
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The Percentage of the population that is of working age is called the:
(A) labor force participation rate
(B) Unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The percentage of the population that is employed is called the:
(A) labor force participation rate
(B) unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The percentage of the population that is unemployed is called the:
(A) labor force participation rate
(B) unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The ratio of the number of people who are employed to the number of people in the population is called the:
(A) labor force participation rate
(B) unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The ratio of the number of people who are not employed to the number of people in the population is called the:
(A) labor force participation rate
(B) unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The percentage of the population that is under the age of 16 or over the age of 65 is called the:
(A) labor force participation rate
(B) unemployment rate
(C) employment-to-population ratio
(D) dependency ratio -
The percentage of the population that is of working age is expected to decline in the future due to:
(A) an aging population
(B) a decline in the birth rate
(C) an increase in the death rate
(D) all of the above -
The decline in the percentage of the population that is of working age is likely to have a number of negative consequences, including:
(A) a decrease in the size of the workforce
(B) an increase in the cost of providing social security and other retirement benefits
(C) a decrease in economic growth
(D) all of the above -
One way to address the challenges posed by an aging population is to:
(A) increase the retirement age
(B) increase immigration
(C) increase the number of women in the workforce
(D) all of the above -
The aging of the population is a global phenomenon, but the effects are likely to be felt most acutely in:
(A) developed countries
(B) developing countries
(C) both developed and developing countries
(D) it is impossible to say