Discrimination Within The Workplace Of The Workforce

Discrimination in the Workforce Immigrants come from distinct parts around America, many of their cultures are from around the world. The United States clearly states in the constitution that everyone, despite their cultural background, has the freedom of speech. Categorization by characteristics from ancestral experiences sets many families and workers apart from American workers by how they identify themselves from their place of origin. Despite differences, individuals who travel to America want to pursue a dream, but are being ostracized based on their culture and cannot find employment. In this post-modern society the act of seeing individuals being discriminated against sets off red flags, making society fight for the rights of those being discriminated against. Our American society unfairly discriminates immigration of cultural ethnicity in the workforce and based on geographical locations. Immigrant friendly companies have a highly diverse amount of cultural ethnic workers. Workforces discriminate against w orkers, and do not accept each individual for who they are. According to Workplace Fairness website, it states â€Å"Anti-discrimination protections apply to job applicants as well as current workers. If you are a current employee and are fired, not promoted, or paid at a lower rate, you are protected under the law. If you are not hired because of your race, you are also protected.† In other words, if a worker is improperly treated for their cultural ethnicity orShow MoreRelatedBusiness Case And Moral Case Justification For Diversity Management1748 Words   |  7 PagesOrganisations have sought out to have a more diverse workforce, as it is claimed to increase organisational effectiveness. A team with individuals from different social group, personalities, values and beliefs, and etcetera, when managed well, can be an asset to the organisation. More often than not, there will be some sort of discrimination in the workplace, especially with a very diverse workforce. Therefore , with proper training and benefits to ensure the development of these employees, and legislationRead MoreDiversity Is A Practice Of Acknowledging, Understanding, Accepting, And Valuing People s Differences1313 Words   |  6 Pagespeople and free exchange of ideas, learning, and working harmoniously. This paper aims to explain the current situation of the diversity in the workplace in the United States. The facts coming from the United States’ Department of Labor will be analyzed and appropriately explained to provide recommendations on how to properly enforce diversity in the workplace. Current Situation The American Bureau of Labor Statistics claimed that diversity has not been properly applied in both private and publicRead MoreHow The Flexibility Of Women During The Workplace Is A Social And Structural Issue1511 Words   |  7 Pageswomen in the workplace is a social and structural issue, research on various subjects such as history of women in the workforce, women’s rights, and equal opportunity should be key factors when determining them. Kathleen Christensen, recognized for her expertise on work-family issues and workplace flexibility states that flexibility of women in the workplace is a social and structural issue (sloan.org). Structural and Social issues as they pertain to flexibility of the women in the workplace needs toRead MoreThe Diversity Policies Of Australia1013 Words   |  5 PagesDisability Discrimination is a behaviour that is unlawful and unacceptable toward people that have a disability. Besides that, there is over four million Australians that have d isability living in Australia (1). Therefore, Disability Discrimination Act 1992 was launched in order to protect people with disabilities so that they can have normal life as others. Australia Post was chosen in order to explain in details about the Act as well as diversity policies that the company uses within the companyRead MoreDiscrimination in the Workplace Essay1083 Words   |  5 Pagesthat workplace discrimination is not as common as it is widely thought to be. The survey results showed that most people in this day and age have never experienced discrimination. Out of the ten surveys conducted only one individual from the general public had experienced discrimination in the workplace. To eliminate this sort of behaviour, a no tolerant attitude should be put in place. This would include the laws being tougher in order to discourage employers/employees from discrimination. AnotherRead MoreWe Need Diversity in the Workplace Essay1496 Words   |  6 PagesTodays workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A com pany must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforceRead MoreManaging Diversity Within An Organization1674 Words   |  7 Pagesvariety of qualities possessed by people within an organisation and creating an environment that understands, values and utilises the differences within people. Due to the rapidly growing trends of a more diverse workforce, diverse market and globalisations of businesses, managing diversity is essential for business success through maximisation of utilization of a firm’s most important resources, its employees. This reflects two broad areas of investigation within managing diversity, one includes studiesRead MoreAge Discrimination At The Workplace Essay1574 Words   |  7 Pages Mrs. Jeanie Gay Lewis Age Discrimination in the Workplace Human Resource Management Dr. Melissa Mann 9-20-2016 1 Introduction An all encompassing definition for age discrimination in the workplace is the practice of excluding applicants for hire or promotion based on the age of the individual. Related to the factor of age, age discrimination is an approach that does not focus on skill levels and job competency, and places emphasis on the calendarRead MoreDeveloping And Managing Multi Cultural Teams1331 Words   |  6 Pages Developing and Managing Multi-Cultural Teams Jason LaVoie Argosy University Online â€Æ' Executive Summary Today’s workforce is ever more diverse in means of personal traits such as race, ethnicity, gender, national origin, religion, gender identification, and sexual orientation. Diversity research proposes that such diversity in the workplace will steer to lesser costs and/or greater revenues, enhancing the bottom line of an organization. A culture is defined as a group or society which impartsRead MoreGender Bias in the Workplace: Its Origin, Cases and Solutions 1767 Words   |  7 Pages Gender Bias in the Workplace: Its Origin, Cases and Solutions Gender bias has long been an issue in the workplace. For decades women have suffered not only a pay gap but also an authority gap. In my paper I will outline how gender bias has taken shape within the workplace and its components. It is key that we not only study the components of the gender gap but also examine how they took root. One would think that gender bias would have subsided considerably but this is not the case. Over the decades

Christian Philosophy of Education Essay - 1990 Words

Christian Philosophy of Education As we go through our day by day lives in a very secular world, I believe it is very easy to question ourselves as Christian educators. We ask ourselves if we are doing our jobs exactly to God’s calling. Are we striving to teach the truth? And with that, what is truth? According to Gaebelein in his book The Pattern of God’s Truth, â€Å"All truth is God’s truth.† As educators we are called upon to cultivate â€Å"Christlike minds† (Moreland). This is quite the task, especially given our surrounding circumstances and constant secular environment. Not only are we, as educators surrounded by this secularism, but our young, adolescent students are as well. So, how do we accomplish such as task of guiding†¦show more content†¦As Christian educators, we are called to promote and support learning in those areas. True teaching is a sharing of realities, likening the teaching process and weaving connections between their teachings and understandings themselves and the world around them. If we do not make connections for the students to the world around them, many times these precious gifts graced upon them will be overlooked or passed by because the young minds may not be able to recognize them. Some areas of observation might be seen as open doors to see or perceive and understand something of God and His motion as reflected through the created world and the Bible. Other areas might be seen as open doors to respond, apply, express and practice in ways that are consistent with biblical values. When these areas are discovered and embraced, many times they can address the major developmental needs in the spiritual, intellectual, physical, social, and emotional realms of the student’s life. Identifying these areas is helping the students begin their walk with the Lord and their own calling. The teaching-learning environment should be receptive to the nature of human nature as i t was originally created in the image of God. This means it should acknowledge students as creatures of God (again, not simply as subjects in a room) by engaging and stimulating the fullShow MoreRelatedEssay on Philosophy of Christian Education1357 Words   |  6 PagesThe education of children has existed since the beginning of time as parents have taught and molded their children into the young adults they desired them to be. Initial training of children was not in a formal setting, although history would see numerous settings, purposes, and methodological changes. Philosophies of education have also changed through the years as various voices have seemed to grasp the purpose of educating the next generation, thus laying out objectives to reach those goalsRead MorePhilosophy of Christian Education2082 Words   |  9 PagesEducation is a matter of discovering what is ultimately real and learning to live in relation to it in a way that produces a life marked by meaning, freedom, and even happiness. Education presupposes truth, even in the most relativistic contexts, because teachers are concerned with correspondence between thought and reality. But from a Christian perspective, truth is not just a label applied to the successful representation of reality in thought, but comes to personify that eternal reality itselfRead MorePhilosophy of Christian Education Essay2583 Words   |  11 Pagesthat there is a distinct difference between a Christian philosophy of education and a philosophy of Christian education. The former being only one of many applicable and credible forms of education and the latter being the only viable form of education. We, as a collective person, were made in the image of God. With this premise given, God alone would hold the keys to educating the entire person, and all other educational systems and philosophies, while holding some truth, cannot hold all truthRead MoreChristian Philosophy Of Education, Evangelism, And Discipleship937 Wo rds   |  4 PagesAccording to Schultz (2003) a Kingdom-focused education must be built on the following four points: Jesus Christ, A Biblical Philosophy of Education, Evangelism, and Discipleship. The most appropriate place for Kingdom education to start is in the family where children are taught that â€Å"only salvation in Christ can perfect a person† (Schultz, 2003, p.19). Because Kingdom education is rooted in development of a personal relationship with Christ it exists as a present reality and not a future physicalRead MoreChristian Philosophy Of Education : The Fear Of The Lord Is The Beginning Of Wisdom925 Words   |  4 PagesElijah House Academy Christian Philosophy of Education â€Å"The fear of the Lord is the beginning of wisdom, and the knowledge of the Holy One is insight.† Proverbs 9:10 In my future role as an elementary educator, I want to make sure I establish a classroom where each student feels safe and supported, not only by me as a teacher, but by their peers as well. When each student feels comfortable, they will be more eager and excited to learn and take risks in the classroom. Education is about cultivatingRead MoreDifferent Philosophies That People Believe1634 Words   |  7 Pagesthan just a worldview: â€Å"A biblical worldview is based on the infallible word of God. When you believe the Bible is entirely true, then you allow it to be the foundation of everything you do.† 2 As Christians those should have different worldviews then nonbelievers. â€Å"Any foundation for a Christian worldview must begin with scripture. It is from the Word of God that we receive special revelation concerning the nature of God, humankind, ultimate reality, goodness and life expectations.† 3 ThereRead MoreChristian Schools And Its Impact On The Development Of The Community871 Words   |  4 PagesChristian schools play a vital role in the development of the community and the students that make up the body. The Christian church has often seen philosophy as a roadblock to understanding our true purpose as humans and not a tool for learning what that purpose is. Philosophy is our response to every area of life, because through philosophy we investigate the truths and principles of being. Apostle Paul wrote two letter to the Thessalonians in which he was concerned about their receptivityRead More Can Education be Classical and Christian? Essay1342 Words   |  6 PagesCan an education be both classical and Christian? Many parents ask this question every year, unknowingly echoing an age-old question. Tertullian, an early church father, was perhaps the first to consider whether these two ideas are compatible when he asked, â€Å"What has Athens to do with Jerusalem?† The church fathers continued to wrestle with the question for centuries, most concluding that all ideas that are taken captive for Christ may be used profitably by Christians. Examining this ongoingRead MorePhilosophy and Religion in Education Essay1166 Words   |  5 PagesPhilosophy and Religion in Education The education mission of the philosophy and religion department serves the general studies core and the major. The department takes seriously its obligation to introduce general studies students to philosophy and religion as humanities disciplines. All courses at the 100 and 200 level are open to and designedRead MoreMy Education Philosophy 1511 Words   |  6 PagesPersonal Mission Statement Education is the imparting and acquiring of knowledge and skills through teaching and learning. As an educator, my personal mission statement is to master my subject area in order to serve as a role model for my students thereby producing students who thoroughly understand the subject matter, and who develop holistically. In order to achieve this goal I must have a set education philosophy with a strong Christian worldview. I must also have a general understanding of the

The Lost Symbol Prologue Free Essays

House of the Temple 8:33 P.M. The secret is how to die. We will write a custom essay sample on The Lost Symbol Prologue or any similar topic only for you Order Now Since the beginning of time, the secret had always been how to die. The thirty-four-year-old initiate gazed down at the human skull cradled in his palms. The skull was hollow, like a bowl, filled with bloodred wine. Drink it, he told himself. You have nothing to fear. As was tradition, he had begun this journey adorned in the ritualistic garb of a medieval heretic being led to the gallows, his loose-fitting shirt gaping open to reveal his pale chest, his left pant leg rolled up to the knee, and his right sleeve rolled up to the elbow. Around his neck hung a heavy rope noose–a â€Å"cable-tow† as the brethren called it. Tonight, however, like the brethren bearing witness, he was dressed as a master. The assembly of brothers encircling him all were adorned in their full regalia of lambskin aprons, sashes, and white gloves. Around their necks hung ceremonial jewels that glistened like ghostly eyes in the muted light. Many of these men held powerful stations in life, and yet the initiate knew their worldly ranks meant nothing within these walls. Here all men were equals, sworn brothers sharing a mystical bond. As he surveyed the daunting assembly, the initiate wondered who on the outside would ever believe that this collection of men would assemble in one place . . . much less this place. The room looked like a holy sanctuary from the ancient world. The truth, however, was stranger still. I am just blocks away from the White House. This colossal edifice, located at 1733 Sixteenth Street NW in Washington, D.C., was a replica of a pre-Christian temple–the temple of King Mausolus, the original mausoleum . . . a place to be taken after death. Outside the main entrance, two seventeen-ton sphinxes guarded the bronze doors. The interior was an ornate labyrinth of ritualistic chambers, halls, sealed vaults, libraries, and even a hollow wall that held the remains of two human bodies. The initiate had been told every room in this building held a secret, and yet he knew no room held deeper secrets than the gigantic chamber in which he was currently kneeling with a skull cradled in his palms. The Temple Room. This room was a perfect square. And cavernous. The ceiling soared an astonishing one hundred feet overhead, supported by monolithic columns of green granite. A tiered gallery of dark Russian walnut seats with hand-tooled pigskin encircled the room. A thirty-three-foot-tall throne dominated the western wall, with a concealed pipe organ opposite it. The walls were a kaleidoscope of ancient symbols . . . Egyptian, Hebraic, astronomical, alchemical, and others yet unknown. Tonight, the Temple Room was lit by a series of precisely arranged candles. Their dim glow was aided only by a pale shaft of moonlight that filtered down through the expansive oculus in the ceiling and illuminated the room’s most startling feature–an enormous altar hewn from a solid block of polished Belgian black marble, situated dead center of the square chamber. The secret is how to die, the initiate reminded himself. â€Å"It is time,† a voice whispered. The initiate let his gaze climb the distinguished white-robed figure standing before him. The Supreme Worshipful Master. The man, in his late fifties, was an American icon, well loved, robust, and incalculably wealthy. His once-dark hair was turning silver, and his famous visage reflected a lifetime of power and a vigorous intellect. â€Å"Take the oath,† the Worshipful Master said, his voice soft like falling snow. â€Å"Complete your journey.† The initiate’s journey, like all such journeys, had begun at the first degree. On that night, in a ritual similar to this one, the Worshipful Master had blindfolded him with a velvet hoodwink and pressed a ceremonial dagger to his bare chest, demanding: â€Å"Do you seriously declare on your honor, uninfluenced by mercenary or any other unworthy motive, that you freely and voluntarily offer yourself as a candidate for the mysteries and privileges of this brotherhood?† â€Å"I do,† the initiate had lied. â€Å"Then let this be a sting to your consciousness,† the master had warned him, â€Å"as well as instant death should you ever betray the secrets to be imparted to you.† At the time, the initiate had felt no fear. They will never know my true purpose here. Tonight, however, he sensed a foreboding solemnity in the Temple Room, and his mind began replaying all the dire warnings he had been given on his journey, threats of terrible consequences if he ever shared the ancient secrets he was about to learn: Throat cut from ear to ear . . . tongue torn out by its roots . . . bowels taken out and burned . . . scattered to the four winds of heaven . . . heart plucked out and given to the beasts of the field– â€Å"Brother,† the gray-eyed master said, placing his left hand on the initiate’s shoulder. â€Å"Take the final oath.† Steeling himself for the last step of his journey, the initiate shifted his muscular frame and turned his attention back to the skull cradled in his palms. The crimson wine looked almost black in the dim candlelight. The chamber had fallen deathly silent, and he could feel all of the witnesses watching him, waiting for him to take his final oath and join their elite ranks. Tonight, he thought, something is taking place within these walls that has never before occurred in the history of this brotherhood. Not once, in centuries. He knew it would be the spark . . . and it would give him unfathomable power. Energized, he drew a breath and spoke aloud the same words that countless men had spoken before him in countries all over the world. â€Å"May this wine I now drink become a deadly poison to me . . . should I ever knowingly or willfully violate my oath.† His words echoed in the hollow space. Then all was quiet. Steadying his hands, the initiate raised the skull to his mouth and felt his lips touch the dry bone. He closed his eyes and tipped the skull toward his mouth, drinking the wine in long, deep swallows. When the last drop was gone, he lowered the skull. For an instant, he thought he felt his lungs growing tight, and his heart began to pound wildly. My God, they know! Then, as quickly as it came, the feeling passed. A pleasant warmth began to stream through his body. The initiate exhaled, smiling inwardly as he gazed up at the unsuspecting gray-eyed man who had foolishly admitted him into this brotherhood’s most secretive ranks. Soon you will lose everything you hold most dear. How to cite The Lost Symbol Prologue, Essay examples

Knowledge Management Processes and Technologies

Question: Discuss about the Knowledge Management for Processes and Technologies. Answer: Introduction Human resource management can be considered as a system of application of various concepts that guides the HRM practices towards a more efficient work performance. The HRM sector of any country plays a very important role in setting out certain working principles guidelines that are needed for a smooth flow of workforces. Moreover, a set of skilled and dedicated employees support their organizations in fulfilling their performance objective (Argote, 2012). Due to certain issues in Singapore, the existing HRM is not capable enough in producing the desired number of workforces. Approximately, 258,000 retirements might occur by 2030 while at the same time, only 171,000 employees would form the new workforce. Another problem is the availability of skilled local employees, which makes this important for the HRM to invite foreign aspirants to fill the gaps created. Foreign aspirants are mainly from the Asian region (Becerra-Fernandez Sabherwal, 2014). Explicit and Tacit forms of knowledge To mitigate the present and the upcoming issues related to the workforce availability, the HRM of the Singapore needs to undergo some kinds of restructuring under the supervision of a governing body. The governing body is required to bring the required changes in the existing face of HR practices. KM and OL principles are those governing body, which can help in restructuring the HRM of Singapore. These principles are solution for several of working domains of HRM such as future recruitment, training for the development retention of skills and inception of reward system to incept motivational thoughts into employees (Dent Whitehead, 2013). Knowledge Management can be referred to a process that helps in managing the learning system in the organization. It works through sharing of knowledge skills that are influenced by various technological cultural environments of an organization. The explicit form of knowledge management refers to the established mode of training and development programme in the organization. On a same note, the tacit type of knowledge management can be defined as a resource to socialization of few activities in the organization. It mainly resembles its familiarities with the succession planning strategy in the organization. The Human Resource Management of Singapore has loads of problems in the form of available number of skilled employees. Nevertheless, different types of knowledge management are extremely helpful in sorting out the created problem (Dent Whitehead, 2013). KM OL Principles The HRM of the Singapore needs to incept the KM principles into its working domains to cater the inclusion of skills sharing. The principle is cooperated with various external internal bodies of an organization, which provides supportive hands to the inclusion of the principle. The probable numbers of retiring workforces need to impart their learned skills to the new employees. It ensures a strong bonding of the fresh employees with the organizational values. Indeed, this is very important for the success of organizational objective (Deshpande, 2012). Imparting the knowledge to the new workers mitigates any risk of knowledge gaps in the fresh workforce. It is not only related to the knowledge and skills sharing but; it also imparts values from one to another. Indeed, an organization needs both the committed and dedicated employees that have values for the organizational objectives. To fill up the gaps created by the unavailability of a sufficient number of local workforces in the Singapore, knowledge management needs to be retained for an improved performance. Organizational Learning (OL) can be referred to a result that is produced because of proper knowledge management in the organization. Organizational learning can only be maintained if a controlled management of knowledge in the organization governs it (Fuller, 2012). KN and OL can be classified as an integral part of organizational practices as it helps in developing skilled and honest employees that are an asset for an organization. However, both the processes need certain strategies that drive the operation of these processes. Training and development are one of such tools that help in the implementation of these principles. Training helps in gaining the necessary knowledge and skills that are a part of knowledge management programme. It also helps in learning the basic skills that helps in justifying the allotted roles responsibilities (Geisler Wickramasinghe, 2015). Incapable face of HRM in Singapore The incapable face of HRM in Singapore needs to work on incepting some training and development programmes into the list of their working domains. The training may include the participation of those employees, which are near to their retirement. Moreover, fresh employees might get to know about something very important, which might not have caught the attention of the HRM and the Management. Nevertheless, a system can only brief the requirement to a particular individual but it may not necessarily guide to the implementation of required techniques. Some of the employees might find few difficulties in justifying their roles; however, a predecessor can efficiently narrate the responsibility. Moreover, the predecessor has practically implemented those techniques during his or her works (Grandori, 2012). The HRM needs to understand the most feasible learning programme for its workforce. The development programme is governed by various factors such as characteristics, culture, personality traits and many more. Those who are experienced in the organization, they generally have an ocean of knowledge with them; however, they lack in memory strength and absorbing speed. On a same note, the fresh and young talents are more energetic, quick absorber of the learning modules and an improved memory. Moreover, the HRM in the Singapore needs to analyse the most feasible mode of training programme rather than implementing the one form of training for all approach (Groff Jones, 2012). Inclusion of culture The HR practices in Singapore need to consider the inclusion of a culture that could act as a supporting hand to the training process. Knowledge management and organizational learning principles help in incepting a culture that drives the HR practices for the inception of a culture that encourages for innovative thoughts. Moreover, it helps in forming an organizational culture that encourages and welcomes new ideas thoughts from employees. It provides such a working environment in the organization that encourages for a collaborative participation of workforces. Moreover, such an environment does also support giving rewards to the deserving employees. Further, intrinsic and extrinsic modes of incentives given to employees are one of the forms of a motivational approach (Hislop, 2013). In the environment led by KM and OL, the HRM in Singapore can efficiently implement monitor various functions that are important for creating maintaining the required workforces. The formal mode of training conduction and development programme can very well guide to the organizational needs. However, for the sharing of knowledge in between the fresh and experienced employees needs to be addressed with the inclusion of proper culture in the HR practices (Kasemsap, 2013). Employees are a valuable asset for an organization and for a country. However, there are shortages of sufficient workforces in Singapore. It needs to be filled up by a quick inclusion of employees either from the local or from the other international countries. The inclusion needs to be accompanied by a proper supplying of training development programme. It is helpful in bringing a competitive spirit into employees, which is required for the execution of innovative ideas to bring the profitability (Levine, Thompson, Messick, 2013). Succession planning is an important tool as discussed earlier in this assignment, which is useful in imparting knowledge sharing in between the predecessor and the existing employees. Under the current circumstances in Singapore, it becomes necessary to incept the succession strategy in the HR practices as it helps in restoring the earned skills of predecessor into the fresh employees. In the absence of this strategy, the HRM might witness a notable gaps created by the departure of experienced employees. Moreover, the successor might not be able to grab its hold on the occupied skills. The HRM of Singapore need to think on seriously implementing the succession technique as it enables the transference of information skills in between the successor and the experienced employees (North Kumta, 2014). Knowledge imparting The best way to incept the execution of succession strategy might be to include the knowledge imparting from the predecessor for a shorter period if possible. The current programme at the time of final contract with the experienced employees does include the collection of all the Company belongings, making of last payroll, conducting a brief discussion and few others. The addition of a training programme from the predecessor for a shorter period might boost the production of skilled employees that could actually fill the gaps created by the one nearing the retirement. However, it all depends on the retiring person. They need not to be forced to undergo the kind of innovative programmes that are best suited to the current circumstances (Paulin Suneson, 2012). With the existing shortage of labour in Singapore, the companies might face a strong challenge ahead of them in terms of knowledge gap. Moreover, in the coming five years, they need to face the consequences of workforce shortages. To be competitive in the market and to incept new ideas to achieve the same, the HRM needs to implement the succession strategies. With the help of KN OL, the HRM can consider induction of this strategy alongside the training the development programme. The HR practices need to analyse the employees that are coming closer to their retirement and their achieved performances. Indeed, this is immensely helpful in short listing the candidates that can become the part of succession planning programme (Rao, 2012). To be competitive in the next five years, the HR practices need to analyse the progress of the incepted fresh talents based on their allotted roles responsibilities. It is necessary for realizing the necessity of incepting the training development programme in the organization. Competition is very high at present, which is only going to be bigger bigger in the coming five years. To respond to the growing competitiveness in the market with a capable workforce, organizations need to develop the multidimensional characteristic in employees. It is only possible if their performance is analysed ion a regular basis (Rollett, 2012). Training Development programme The ageing workforce of Singapore might face the shortages of labour in the next five years. To stay in competition, Singapore needs to restructure its training development programme to respond efficiently to the created urgency. It also needs to consider the succession form of strategy as this is helpful in preventing any knowledge gap with the departure of experienced employees. Moreover, it is helpful in avoiding the loss of vital knowledge as it can happen with the retirement of baby boomers in Singapore. By incepting KM and OL, companies in Singapore can encourage its HR practices for the inclusion of succession planning along with the training the development programme (Wiig, 2012). The above said principle might also help the organization in analysing the feasibility of the hired employees after the exclusion of baby boomers on their retirement. It is helpful in analysing the progress of the hired personal, which enables the HRM in distinguishing the talents pool from the incapable workforce. It is not advisable to fill the gaps created by baby boomers with the incapable workforces. It rather requires filling this up with the skilled and dedicated employees that are responsive to the added programmes in the environment of KM and OL. As per the belief of the Singapore government, the inclusion of added programmes under the governance of organization learning and knowledge management is of utmost urgency (Fuller, 2012). The OL and KM principles can well hold an organization firm strong under the threatening circumstances that is probable to happen after the exclusion of experienced workforce. The next five years in Singapore, might witness a huge shortage in its workforce, which can well be controlled and reduced with the help of knowledge management and organizational learning principles. These principles do support the inclusion of succession plan, which is very important for the imparting of knowledge from the predecessor into the fresh talents. The HR practices in the Singapore needs to incept a continuous development and training programme along with succession strategy to ensure a balanced move of the workforce. It is very important for the sustenance of skills in existing employees (Geisler Wickramasinghe, 2015). Conclusion Training followed by a development programme forms the backbone of an organization or a country. It imparts knowledge sharing into employees of irrespective domains. The ageing labours of Singapore have created an urgency to hire a capable and sufficient number of employees that could well occupy the gaps created by the removal of experienced labour. Moreover, organizational learning and knowledge management plays an important role in such circumstances by assimilating the traditional form of training development programme with the succession strategies. The HRM of Singapore needs to include the OL KM principles into their practices to form an efficient bench of workforce that could fill the probable gaps in the next five years. Bibliography Argote, L. (2012). Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Becerra-Fernandez, I., Sabherwal, R. (2014). Knowledge management: Systems and processes. Routledge. Dent, M., Whitehead, S. (. (2013). Managing professional identities: Knowledge, performativities and the'new'professional. Routledge. Deshpande, A. (2012). Workplace spirituality, organizational learning capabilities and mass customization: An integrated framework. International Journal of Business and Management, 7(5), 3-18. Fuller, S. (2012). Knowledge management foundations. Routledge. Geisler, E., Wickramasinghe, N. (2015). Principles of knowledge management: Theory, practice, and cases. Routledge. Grandori, A. (. (2012). Interfirm networks: organization and industrial competitiveness. Routledge. Groff, T., Jones, T. (2012). Introduction to knowledge management. Routledge. Hislop, D. (2013). Knowledge management in organizations: A critical introduction. Oxford University Press. Kasemsap, K. (2013). Synthesized framework: Establishing a causal model of organizational learning, knowledge management, knowledge-sharing behavior, and organizational performance. International Journal of the Computer, the Internet and Management, 21(2), 29-34. Levine, J. M., Thompson, L. L., Messick, D. M. (2013). Shared cognition in organizations: The management of knowledge. Psychology Press. North, K., Kumta, G. (2014). Knowledge management: Value creation through organizational learning. Springer Science Business Media. Paulin, D., Suneson, K. (2012). Knowledge transfer, knowledge sharing and knowledge barriersthree blurry terms in KM. The Electronic Journal of Knowledge Management, 10(1), 81-91. Rao, M. (2012). Knowledge management tools and techniques. Routledge. Rollett, H. (2012). Knowledge management: Processes and technologies. Springer Science Business Media. Wiig, K. (2012). People-focused knowledge management. Routledge.