In a study of Harvard University, from 1980 to 2000, the number of public of the age groups of 25-54, traditionally the major source of the nation’s workforce, augmented by 35 million. For the period from 2000 to 2020, it has been anticipated to grow by just 3 million. The current decade alone will see an out-migration of 24 million workers, representing 18 percent of the experienced workforce. A projected turn down in the 35-44 age group, the conventional basis of new management, will make series planning tougher for associations, face serious workforce challenges at all levels of their organizations (Rajaputhra N.).
These alterations in the technology resulted in huge turn down of the business and because of it organizations are in front of a big challenge of lack of skills, the skills required by the workforce of have changed. This is why it has become important for organizations to recognize correct people, hire them, train them, pay them, prize them, support them and promote them appropriately.
在哈佛大学的一个研究中，从1980到2000，公共的25-54年龄组的数量，传统的国家的劳动力的主要来源，增加了35000000。为2000～2020，它已被预期增长只有3000000。就目前的十年将24000000个工人中迁移，经验丰富的员工占百分之18。预计将在35-44岁年龄组中，新的管理传统的基础上，将进行一系列的规划严格的协会，面临严重的劳工的挑战，各级组织（rajaputhra n.）。
这些变化在技术上造成了巨大的关闭业务，因为它的组织是在缺乏技能的一个巨大的挑战面前，由员工所需的技能已经改变了。这就是为什么它已经成为组织认识正确的人，重要的雇佣他们，训练他们，给他们，他们的奖金，支持和促进他们适当。