The paper “ A Global Labour Market” is a meaningful example of the annotated bibliography on human resources. Khoo, S., McDonald, P., Voigt-Graf, C., and Hugo, G. (2007). in their book "A Global Labour Market: Factors Motivating the Sponsorship and Temporary Migration of Skilled Workers to Australia" observe that many developed countries suffer from an acute skilled labor shortage. The authors hold onto the opinion that the greater portion of skilled workers in such nations is rapidly aging. Allen, Bryant, and Vardaman (2010) classify this scenario under the category of demographic shifts, arguing that an aging population reduces the general availability of skilled talent.
Thus, the need to remedy this problem is usually met by recruiting migrant workers that are sufficiently skilled. This strategy, according to Khoo et al. (2007) is practically employed in public sector firms like hospitals and schools, as well as in various small business enterprises. App, Merk, and Buttgen (2012) beg to differ concerning the authenticity of recruiting migrant workers to replace aged and aging ones. The authors assert that it is only fair for employers to maintain consistency in employment.
By all means, employment ought to represent a psychological agreement in which the resultant benefits are reciprocated between the employer and his/her employee(s). Research indicates that maximum employee value is only realized when firms offer consistency and flexibility to employees. Within the context of this topic, the meaning of this statement is that there is a need for firms to address the diverse expectations of aging employees. Thus, rather than replacing such employees, it is more productive and appealing if the human resource manager renegotiates the contract. Employees do not, however, always migrate solely because of unmet expectations within a given firm.
In other words, there are cases where a skilled worker will join a new employee albeit for a short stint. Khoo et al. (2007) refer to certain bodies formed in the 1990s that were intended to accelerate regional economic integration. The European Union (EU) is a good example. Among several other undertakings, the Union formulated explicit policies that did away with restrictions that had hitherto obstructed laborers from moving freely across regions.
Khoo, S., McDonald, P., Voigt-Graf, C. and Hugo, G. (2007). A Global Labour Market: Factors Motivating the Sponsorship and Temporary Migration of Skilled Workers to Australia. IMR Volume 41 Number 2 (Summer 2007):480–510.
Allen, D.G., Bryant, P.C. and Vardaman, J.M. (2010). Retaining Talent: Replacing Misconceptions with Evidence-Based Strategies. Academy of Management Perspectives.
Gray, M., Hunter, B., Yap, M., & Lahn, J. 2012, Higher education and the growth of Indigenous participation in professional and managerial occupations.
App, S., Merk, J. and Buttgen, M. (2012). Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High-Quality Employees. management revue, 23(3), 262-278.
Dols, J., Landrum, P. and Wieck, K. L. (2010). Leading and Managing an Intergenerational Workforce. Creative Nursing, Volume 16(2).