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THIS IS ONLY AN INTERPRETATION, FIVE SENTENCES AND A QUESTION IS ALL I NEED. TELL ME YOUR THOUGHTS, HAVE REFERENCES! ASK PROBING QUESTIONS AND MAKE STATEMENTS BASED OFF WHAT THEY WROTEDiscussion
organization I will be focusing on is the one for which I work, my
county’s local Department of Social Services. St. Mary’s County
Department of Social Services (SMCDSS) is under an umbrella agency,
known as the Department of Human Services. “The Maryland Department of
Human Services (DHS) is the state’s primary social service provider,
serving over one million people annually. The Department, through its
24 local departments of social services, aggressively pursues
opportunities to assist people in economic need, provide preventive
services, and protect vulnerable children and adults in each of
Maryland’s 23 counties and Baltimore City” (About DHS, 2017).
trend in demographics that will impact the workforce in SMCDSS is the
loss of baby boomers and their work ethic. The new trend is an increase
in younger generations who bring in a different type of agency culture.
In addition to the surges in compensation, there is also a focus on
ensuring the employees have what they need and to grow home talent.
Growing home talent is a resource in which current employees are trained
and can grow and prosper within the agency. There is also a desire to
move baby boomers from frontline workers into more of a consulting role
to keep their work ethic alive in the organization (Laureate Education,
evolution of the workforce in terms of the employees, locations, and
their relationship to the organization is everchanging. In any agency or
organization, there is always going to be a consistent ebb and flow of
staffing. As a human resources manager, the administrator needs to
ensure that the employees and management teams are well-versed in the
agency’s mission and values, but also that each employee is
well-trained. With the surge of new employees and the loss of veteran
staff, there is bound to be a change in the company’s culture (Laureate
Education, 2014). Ensuring that there is a welcome environment for
people to work in and that each person’s unique needs are being met is
the easiest and most fundamental way to ensure retention.
(2013) writes that in both the public and nonprofit agencies, there
should be attention paid to the recruitment, selection, training,
evaluation, and management of volunteers. While volunteers play a
significant role within an agency, I think this should be a focus of
paid employees, as well. Knowing that each member of the team is
selected on their abilities and assets, knowing they are trained
appropriately, evaluated regularly and there is effort to keep them
around, will guarantee an agency’s success.
About DHS. (2017). Retrieved September 13, 2017, from http://dhr.maryland.gov/about-dhs/
Laureate Education (Producer). (2014). Human resource management: Building a capable workforce [Video file]. Retrieved from https://class.waldenu.edu. “The Workforce” with Melanie Hughes, President, Org4Change
Pynes, J. E. (2013). Human resources management for public and nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.