Running head: HRM 1
Human Resource Management
Strategic Human Resource Management
The Human Resource Management is known to have the capability of playing quite a
number of vital roles across different jobs. At the same time, various organizations are also in a
position of addressing most of their goals and objectives in real time when they ensure that
different strategic human resource management procedures are well implemented within their
respective boundaries (Boon, Eckardt, Lepak & Boselie, 2018). In Canada alone, there exits
different types of job opportunities within the market platform and these job opportunities have
always been subjected towards a vast range of patterns that have ended up contributing towards a
vast range of experiences in the lives of different personalities and also within the business
operating boundaries of different types of organizations (Muhammad, 2018). This whole
assignment will therefore be in a position of capturing various patterns that exists in different
types of job vacancies within the Canadian boundaries (Salikov, Logunova & Kablashova,
2019). Moreover, it also captures different forms of implications that are well linked to the
human resource department across three different industries hence creating high levels of
awareness regarding some of the things that are taking place from a range of perspectives
(Cooke, 2018). It also captures a vast range of various strategies that should be taken into
consideration by the human resource department in order to respond to all these unpredictable
patterns (Ren, Tang & Jackson, 2018).
For web developers within the Canadian boundaries between the periods of 2019-
2028 a good number of new job openings emerging from demand together with replacement
demand are expected to total to an approximated value of 10,900. At the same time, around 14,
000 new job seekers are also expected to be available for the purpose of filling the existing gaps.
Additionally, as various job openings together with job seekers who are linked to the web
developer profession are projected to be relatively similar levels between the period of 2019 and
2028, the existing balance between labor supplies together with demand seen in the recent years
is something that is expected to continue scaling up over the projection period. Issues associated
with job growth together with retirement are expected to be in a position of accounting for most
of the job openings. The rate of employment is also expected to scale up at a faster rate
compared to the average of all the existing occupations. Due to this, the issue of job creation will
be able to give a representation of about 54% of all the existing openings (Mansour et al., 2016)..
This is a proportion that appears to be above the average of all the available number of
occupations. A good number of workers who are linked to this job profession are employed
across different industries that deals with computer system designs are related services in
different areas like finance, real estate and even telecommunication. At the same time, the
overall demand for workers within this occupation is a situation that is expected to be fully
supported by various forms of technological changes that are being encountered from a vast
range of perspectives (Simonovic et al., 2016). Indeed, issues that are linked to rapid innovation
will still continue to induce a good number of Canadian firms for them to be capable of adapting
at a faster rate and even upgrading their respective Information Technology infrastructures for
them to remain digitally safe and even competitive when it comes to dealing with a vast range of
operations. On the other hand, various forms of new technological practices which might include
things like Block chain will still continue to emerge from different directions (Chowdhury, Sapra
& Hindle, 2016). This condition fully accompanied by a stronger penetration of issues that are
related to e-commerce, increased levels of data science together with machine learning will be
able to offer a vast range of opportunities to work as web developers. Additionally various
workers who are linked to specific skills on the innovative internet kind of a user experience are
also expected to be in a particular state of demand within a short term period.
The human resource department that is linked to this job opportunity has been on
the verge of making sure that appropriate and reliable decisions are made when it comes to
employing well trained and experienced professionals who are capable of coming up with high
levels of competitiveness across the entire industry. On the other hand, the human resource
departments have also been able to offer the employees within this job profession advanced
training in order to enable them to develop a clear understanding of the most competitive
operations that they are expected to implement within the boundaries of their career lines. Based
on all the aforementioned patterns, there are various ways that can be taken into consideration by
the human resource department in order to respond to them in a certain manner. Firstly, they
should be able to address issues associated with performance management and development as
far as the job is concerned. This will further provide one of the best opportunities of being able to
predict various future performance management patterns that are much suitable when it comes to
offering high levels of competitive advantages.
The plastic manufacturing sector in Canada is majorly characterized by quite a number of
different processes together with applications that are in a position of making good use of an
increasing range of existing raw materials (Amin, Wu & Karaphillis, 2018). On the other hand, a
good number of Canadian manufacturers have been in a position of having one of the most
unique captive plastics manufacturing modes of operations that are all capable of
manufacturing a variety of finished products for the purposes of sale or even several components
that are all meant for other existing end products. This kind of diversity has been on the verge of
creating a lot of difficulties in terms of assembling accurate and reliable statistics for the entire
industry. However, it is much clear that the whole sector is a clear representation of one of the
most significant portions of all the activities that are being encountered within the Canadian
boundaries where it continues to experience a specific growth rate that is well in excess of the
whole average for all the existing manufacturers within the entire industry. In 2004 alone, the
entire Canadian plastics processing was capable of generating an approximated amount of $38.4
billion in terms of shipments where it also ended up employing more than 146,000 personalities
in an approximated number of 3,800 companies. Currently, some of the major markets that are
known to be served by the plastic industry within Canada include packaging, construction
together with the transportation market. Also, all these segments have been able to account for
about 34%, 26% and 18% respectively of the total number of resin that is being manufactured in
Canada. The total number of processors employment that is based on plastic manufacturing is
approximated to be around 146,880. Again, the total suppliers employment covers around
24,500. Finally, the total sector employment has been able to capture about 171,380. There also
exists a vast range of job vacancies in Canada that are linked to plastic manufacturing
(Dauvergne, 2018). Laborers together with extruder operators are among the major job vacancies
within this industry that have been able to gain much popularity hence capturing the attention of
quite a number of individual within the Canadian boundaries (Liu, Adams & Walker, 2018). On
the other hand, the human resource department that is known to be linked to this industry has not
yet developed a full potential of coming up with a vast range of career opportunities that can help
to scale up the levels of competitiveness of various forms of operations that are known to be
existing within the plastic manufacturing boundaries in Canada (Tian, Zheng, Goodyer & Bayen,
2020). In order to guarantee a positive progress, the human resource department should fully
respond to all these existing patterns by creating high levels of awareness across different careers
within the whole industry for them to be in a position of developing a clear understanding of how
things are capable of working out with an intention of attaining different types of goals and
objectives in real time.
The service sector in Canada has been able to gain a lot of popularity as a result of
different patterns of employment and job vacancies that are linked to various professions.
Moreover, banker being one of the major professions in this sector has ended up attracting a
huge population if individuals across the whole region due to these trends that are being
encountered from a range of perspectives (Sajid & Lynch, 2018). The financial institutions in
Canada have been able to navigate a changing workforce where the employees in the banking
sector are currently fearing much better than the ones who are linked to several other existing
industries within the region most so when it comes to remote working. This has positively
contributed towards high levels of employment within the sector where more bankers have been
recruited ever since the beginning of the pandemic. This aims towards making sure that that the
banks are capable of providing all the customers with quality and advanced services irrespective
of the entire economic situation that is also being encountered across different parts of the world.
About 58% of the banking service employees have been subjected to idea work spaces where
they are currently in a position of working from their respective remote locations and still be
capable of delivering all the desired services within the industry (Lokanan, 2018). Banker
profession is one of the most popular job vacancies that has taken over the service industry in
Canada and a lot of and lot of institutions are currently looking for well trained and experienced
personnel with the capability of delivering a vast range of competitive services are likely to put
the organization at the top levels at all times (Lui & Lamb, 2018). The human resource
department within this sector has been on the verge of making sure that different financial
institutions are capable of hiring top notch individuals who are well versed with what they are
doing (Shooshtarian, Anderson, Armstrong & Luckert, 2018). On the other hand, the human
resource department has also been able to evaluate the level of competencies of different
applicants right before they are hired for the banking jobs. One of the best ways that the human
resource department can incorporate in order to respond to such patterns is to make good use of
advanced technological techniques to attain different goals and objectives within their
One of the major objectives that is linked to this research is to clearly evaluate different
patterns in employment together with job vacancies that are linked to various professions that are
being practiced within the Canadian boundaries. On the other hand, the human resource
department in deed plays a very significant role in different industries that exists within an
economy. As a result of this, the accurate and reliable decisions that are made by this department
greatly determines the levels of success that is likely to be met by a particular industry in terms
of the overall nature of competitiveness that is likely to be offered. Various patterns in
employment that are all associated with a vast range of professions makes it much easier to be
able to document both current and future statistics being encountered within a particular type of
industry. As a result of this, it is much easier to come up with a variety of recommendations on
some of the best procedures that can be taken into consideration to ensure that appropriate levels
of success are attained.
Amin, S. H., Wu, H., & Karaphillis, G. (2018). A perspective on the reverse logistics of plastic
pallets in Canada. Journal of Remanufacturing, 8(3), 153-174.
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and
strategic human resource management. The International Journal of Human Resource
Management, 29(1), 34-67.
Chowdhury, S. A., Sapra, V., & Hindle, A. (2016, March). Client-side energy efficiency of
HTTP/2 for web and mobile app developers. In 2016 IEEE 23rd international conference
on software analysis, evolution, and reengineering (SANER) (Vol. 1, pp. 529-540). IEEE.
Cooke, F. L. (2018). Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal, 28(1), 1-13.
Dauvergne, P. (2018). The power of environmental norms: marine plastic pollution and the
politics of microbeads. Environmental Politics, 27(4), 579-597.
Liu, Z., Adams, M., & Walker, T. R. (2018). Are exports of recyclables from developed to
developing countries waste pollution transfer or part of the global circular
economy?. Resources, Conservation and Recycling, 136, 22-23.
Lokanan, M. (2018). Regulatory capture of regulators: the case of the investment dealers
association of Canada. International Journal of Public Administration, 41(15), 1243-
Lui, A., & Lamb, G. W. (2018). Artificial intelligence and augmented intelligence collaboration:
regaining trust and confidence in the financial sector. Information & Communications
Technology Law, 27(3), 267-283.
Mansour, E., Sambra, A. V., Hawke, S., Zereba, M., Capadisli, S., Ghanem, A., … & Berners-
Lee, T. (2016, April). A demonstration of the solid platform for social web applications.
In Proceedings of the 25th International Conference Companion on World Wide
Web (pp. 223-226).
Muhammad, K. (2018). The effects of electronic human resource management on financial
institutes. Journal of Humanities Insights, 2(01), 1-5.
Ren, S., Tang, G., & Jackson, S. E. (2018). Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
Sajid, Z., & Lynch, N. (2018). Financial modelling strategies for social life cycle assessment: a
project appraisal of biodiesel production and sustainability in Newfoundland and
Labrador, Canada. Sustainability, 10(9), 3289.
Salikov, Y. A., Logunova, I. V., & Kablashova, I. V. (2019). Trends in human resource
management in the digital economy. Proceedings of the Voronezh State University of
Engineering Technologies, 81(2), 393-399.
Shooshtarian, A., Anderson, J. A., Armstrong, G. W., & Luckert, M. M. (2018). Growing hybrid
poplar in western Canada for use as a biofuel feedstock: A financial analysis of coppice
and single-stem management. Biomass and bioenergy, 113, 45-54.
Simonovic, Slobodan P., Andre Schardong, Dan Sandink, and Roshan Srivastav. “A web-based
tool for the development of intensity duration frequency curves under changing
climate.” Environmental modelling & software 81 (2016): 136-153.
Tian, L., Zheng, J., Goodyer, C. G., & Bayen, S. (2020). Non-targeted screening of plastic-
related chemicals in food collected in Montreal, Canada. Food chemistry, 326, 126942.