{"id":8811,"date":"2016-11-30T20:43:01","date_gmt":"2016-11-30T20:43:01","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/masterybusiness2xngcxmasterspring2016\/?post_type=chapter&#038;p=8811"},"modified":"2024-05-03T15:44:24","modified_gmt":"2024-05-03T15:44:24","slug":"hr-challenges","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/chapter\/hr-challenges\/","title":{"raw":"HR Challenges","rendered":"HR Challenges"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Summarize the challenges facing today's HR managers<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-9694\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/143\/2017\/01\/25230031\/outsource-1345109_1280.jpg\" alt=\"decorative image\" width=\"351\" height=\"273\" \/>\r\n\r\nUltimately, the role of an HR manager is maintaining the level of human capital needed\u00a0by the business to meet\u00a0its organizational goals. In working to meet the demands for a high-quality and dedicated workforce, HR managers must cope with challenges and trends that often lie beyond their control. How they react to\u00a0and address these challenges can have a big effect on the success of the organization. The following is a summary of the major challenges facing human resource managers today.\r\n<h2>Increased Competition for Qualified Workers<\/h2>\r\nAs economies continue to expand, the demand for labor is increasing and companies are drawing from the same pool of skilled workers. Employees who possess skills sets that are in short supply find that they can have their pick of employers, and HR managers need to be ready to respond with benefits beyond salary, such as flexible working hours, employee-oriented working conditions, and long-term job security. The degree to which an organization is reputed to be\u00a0a \"great place to work\" can affect\u00a0the success of\u00a0recruitment and retention efforts, as prospective employees now often rate employers on criteria such as CSR, intellectual-property policies, and environmental issues.\r\n<h2>Changing Worker Demographics<\/h2>\r\nWith the aging of the baby-boom generation, older workers are expected to make up a much larger share of both the population and the labor force than in the past. The aging of the overall population has a significant impact on the labor pool\u00a0and its growth. Populations age as a\u00a0result of increases in life expectancy and\/or a decrease in their fertility rates. According to the U.S. Census Bureau, the ratio of people 65 years and older to those between 20 and 64 years could <strong>double<\/strong> between now and the middle of the century. In addition, the ethnic and gender composition of the workforce is changing. Historical data and projections from the BLS shown in the table below highlight some of the trends in the demographics of the U.S. workforce.\r\n<table id=\"BLS_table6\" class=\"regular\" style=\"height: 294px;\" width=\"890\" cellspacing=\"0\" cellpadding=\"0\"><caption>\u00a0Median age of the labor force, by gender, race, and ethnicity, 1992, 2002, 2012, and projected 2022<\/caption>\r\n<thead>\r\n<tr>\r\n<th id=\"columnHead0\" rowspan=\"1\">Group<\/th>\r\n<th id=\"columnHead1\">1992<\/th>\r\n<th id=\"columnHead2\">2002<\/th>\r\n<th id=\"columnHead3\">2012<\/th>\r\n<th id=\"columnHead4\">2022<\/th>\r\n<\/tr>\r\n<\/thead>\r\n<tbody>\r\n<tr>\r\n<th id=\"rowHead0\">Total<\/th>\r\n<td headers=\"rowHead0 columnHead1\">37.1<\/td>\r\n<td headers=\"rowHead0 columnHead2\">39.8<\/td>\r\n<td headers=\"rowHead0 columnHead3\">41.9<\/td>\r\n<td headers=\"rowHead0 columnHead4\">42.6<\/td>\r\n<\/tr>\r\n<tr class=\"greenbar\">\r\n<th id=\"rowHead1\">Men<\/th>\r\n<td headers=\"rowHead1 columnHead1\">37.2<\/td>\r\n<td headers=\"rowHead1 columnHead2\">39.8<\/td>\r\n<td headers=\"rowHead1 columnHead3\">41.8<\/td>\r\n<td headers=\"rowHead1 columnHead4\">42.2<\/td>\r\n<\/tr>\r\n<tr>\r\n<th id=\"rowHead2\">Women<\/th>\r\n<td headers=\"rowHead2 columnHead1\">37.0<\/td>\r\n<td headers=\"rowHead2 columnHead2\">40.0<\/td>\r\n<td headers=\"rowHead2 columnHead3\">42.1<\/td>\r\n<td headers=\"rowHead2 columnHead4\">43.1<\/td>\r\n<\/tr>\r\n<tr class=\"greenbar\">\r\n<th id=\"rowHead3\">White<\/th>\r\n<td headers=\"rowHead3 columnHead1\">37.3<\/td>\r\n<td headers=\"rowHead3 columnHead2\">40.2<\/td>\r\n<td headers=\"rowHead3 columnHead3\">42.6<\/td>\r\n<td headers=\"rowHead3 columnHead4\">43.3<\/td>\r\n<\/tr>\r\n<tr>\r\n<th id=\"rowHead4\">Black<\/th>\r\n<td headers=\"rowHead4 columnHead1\">35.5<\/td>\r\n<td headers=\"rowHead4 columnHead2\">38.1<\/td>\r\n<td headers=\"rowHead4 columnHead3\">39.7<\/td>\r\n<td headers=\"rowHead4 columnHead4\">40.3<\/td>\r\n<\/tr>\r\n<tr class=\"greenbar\">\r\n<th id=\"rowHead5\">Asian<\/th>\r\n<td headers=\"rowHead5 columnHead1\">36.2<\/td>\r\n<td headers=\"rowHead5 columnHead2\">38.8<\/td>\r\n<td headers=\"rowHead5 columnHead3\">40.9<\/td>\r\n<td headers=\"rowHead5 columnHead4\">42.9<\/td>\r\n<\/tr>\r\n<tr>\r\n<th id=\"rowHead6\">Hispanic origin<\/th>\r\n<td headers=\"rowHead6 columnHead1\">32.5<\/td>\r\n<td headers=\"rowHead6 columnHead2\">34.0<\/td>\r\n<td headers=\"rowHead6 columnHead3\">36.9<\/td>\r\n<td headers=\"rowHead6 columnHead4\">38.9<\/td>\r\n<\/tr>\r\n<tr class=\"greenbar\">\r\n<th id=\"rowHead7\">White non-Hispanic<\/th>\r\n<td headers=\"rowHead7 columnHead1\">37.8<\/td>\r\n<td headers=\"rowHead7 columnHead2\">41.1<\/td>\r\n<td headers=\"rowHead7 columnHead3\">44.2<\/td>\r\n<td headers=\"rowHead7 columnHead4\">44.8<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<tfoot>\r\n<tr id=\"BLS_table6_footnotes\" class=\"footnotes\">\r\n<td class=\"footnotes\" colspan=\"5\">Source: U.S. Bureau of Labor Statistics.<\/td>\r\n<\/tr>\r\n<\/tfoot>\r\n<\/table>\r\n<h2>Increased Globalization of Economies<\/h2>\r\nAs countries enter into more and more global trade agreements such as the Trans Pacific Partnership (TPP), companies are finding it easier to go offshore and\/or outsource key functions within the organization. When processes go offshore, an entire division of a company may be relocated to another country, eliminating jobs in the U.S. permanently. For example, Hewlett Packard<b> <\/b>laid off five hundred\u00a0employees working in customer service and technical support in Conway, Arkansas, when it moved the division to India. Many colleges now outsource their bookstore services to companies such as Barnes &amp; Noble, thus eliminating the positions associated with managing and running the college bookstore. In such cases, it often\u00a0falls to the HR manager to lay off the personnel in the departments whose responsibilities have been outsourced.\r\n<h2>Workplace Violence<\/h2>\r\nWhile more and more information on the causes of workplace violence and ways of handling it is available, there is often no reasonable explanation\u00a0for its occurrence, and, despite everything we know or do, violent situations happen. No employer is immune from workplace violence, and no employer can totally prevent it. Today's HR managers are tasked with informing employees about workplace violence policies and programs, investigating all acts of violence, threat, and similar disruptive behavior, and encouraging employees who show signs of stress or possible violence to seek counseling or help through employee assistance programs.\r\n<h2>Employee Turnover<\/h2>\r\nIn a human resources context, turnover is the rate at which employees leave an organization. Simple ways to describe it are \"how long employees tend to stay\" or \"the rate of traffic through the revolving door.\" Staff turnover can be beneficial\u00a0when a poorly performing employee decides to leave an organization or detrimental\u00a0when the high turnover rate increases the costs associated with recruiting\u00a0and training new employees or if good employees consistently decide to leave. High turnover can\u00a0be harmful to a company's productivity if skilled workers are steadily\u00a0leaving and the worker population contains a high percentage of novice workers.\u00a0HR managers must constantly be on the lookout for ways of reducing\u00a0employee turnover. As you'll recall, it costs a company, on average, $15,000 when it loses an employee.\r\n<h2>Data-Driven HR Practices<\/h2>\r\nThe increasing availability and importance of data represents both a challenge and opportunity for HR management. As is true in other functional areas, HR professionals are being held accountable for performance metrics and are expected to use \"big data\" effectively to improve decision making and prove the return on HR-related investments.[footnote]Schramm, Jen. \"The Big Issues Facing HR.\" SHRM. March 1, 2016. Accessed June 25, 2019. <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0316\/pages\/the-big-issues-facing-hr.aspx\" target=\"_blank\" rel=\"noopener\">https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0316\/pages\/the-big-issues-facing-hr.aspx<\/a>.[\/footnote]\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/8810a863-7862-4bfa-a88e-53b0c0d443b9\r\n\r\n<\/div>\r\nThese are just a few of the emerging topics and trends that today's HR managers must handle, while still recruiting, hiring, and maintaining the organizations' existing workforce. As the world becomes increasingly complex, so do the roles and responsibilities of today's human resource professionals.","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Summarize the challenges facing today&#8217;s HR managers<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-9694\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/143\/2017\/01\/25230031\/outsource-1345109_1280.jpg\" alt=\"decorative image\" width=\"351\" height=\"273\" \/><\/p>\n<p>Ultimately, the role of an HR manager is maintaining the level of human capital needed\u00a0by the business to meet\u00a0its organizational goals. In working to meet the demands for a high-quality and dedicated workforce, HR managers must cope with challenges and trends that often lie beyond their control. How they react to\u00a0and address these challenges can have a big effect on the success of the organization. The following is a summary of the major challenges facing human resource managers today.<\/p>\n<h2>Increased Competition for Qualified Workers<\/h2>\n<p>As economies continue to expand, the demand for labor is increasing and companies are drawing from the same pool of skilled workers. Employees who possess skills sets that are in short supply find that they can have their pick of employers, and HR managers need to be ready to respond with benefits beyond salary, such as flexible working hours, employee-oriented working conditions, and long-term job security. The degree to which an organization is reputed to be\u00a0a &#8220;great place to work&#8221; can affect\u00a0the success of\u00a0recruitment and retention efforts, as prospective employees now often rate employers on criteria such as CSR, intellectual-property policies, and environmental issues.<\/p>\n<h2>Changing Worker Demographics<\/h2>\n<p>With the aging of the baby-boom generation, older workers are expected to make up a much larger share of both the population and the labor force than in the past. The aging of the overall population has a significant impact on the labor pool\u00a0and its growth. Populations age as a\u00a0result of increases in life expectancy and\/or a decrease in their fertility rates. According to the U.S. Census Bureau, the ratio of people 65 years and older to those between 20 and 64 years could <strong>double<\/strong> between now and the middle of the century. In addition, the ethnic and gender composition of the workforce is changing. Historical data and projections from the BLS shown in the table below highlight some of the trends in the demographics of the U.S. workforce.<\/p>\n<table id=\"BLS_table6\" class=\"regular\" style=\"height: 294px; width: 890px; border-spacing: 0px;\" cellpadding=\"0\">\n<caption>\u00a0Median age of the labor force, by gender, race, and ethnicity, 1992, 2002, 2012, and projected 2022<\/caption>\n<thead>\n<tr>\n<th id=\"columnHead0\" rowspan=\"1\">Group<\/th>\n<th id=\"columnHead1\">1992<\/th>\n<th id=\"columnHead2\">2002<\/th>\n<th id=\"columnHead3\">2012<\/th>\n<th id=\"columnHead4\">2022<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<th id=\"rowHead0\">Total<\/th>\n<td headers=\"rowHead0 columnHead1\">37.1<\/td>\n<td headers=\"rowHead0 columnHead2\">39.8<\/td>\n<td headers=\"rowHead0 columnHead3\">41.9<\/td>\n<td headers=\"rowHead0 columnHead4\">42.6<\/td>\n<\/tr>\n<tr class=\"greenbar\">\n<th id=\"rowHead1\">Men<\/th>\n<td headers=\"rowHead1 columnHead1\">37.2<\/td>\n<td headers=\"rowHead1 columnHead2\">39.8<\/td>\n<td headers=\"rowHead1 columnHead3\">41.8<\/td>\n<td headers=\"rowHead1 columnHead4\">42.2<\/td>\n<\/tr>\n<tr>\n<th id=\"rowHead2\">Women<\/th>\n<td headers=\"rowHead2 columnHead1\">37.0<\/td>\n<td headers=\"rowHead2 columnHead2\">40.0<\/td>\n<td headers=\"rowHead2 columnHead3\">42.1<\/td>\n<td headers=\"rowHead2 columnHead4\">43.1<\/td>\n<\/tr>\n<tr class=\"greenbar\">\n<th id=\"rowHead3\">White<\/th>\n<td headers=\"rowHead3 columnHead1\">37.3<\/td>\n<td headers=\"rowHead3 columnHead2\">40.2<\/td>\n<td headers=\"rowHead3 columnHead3\">42.6<\/td>\n<td headers=\"rowHead3 columnHead4\">43.3<\/td>\n<\/tr>\n<tr>\n<th id=\"rowHead4\">Black<\/th>\n<td headers=\"rowHead4 columnHead1\">35.5<\/td>\n<td headers=\"rowHead4 columnHead2\">38.1<\/td>\n<td headers=\"rowHead4 columnHead3\">39.7<\/td>\n<td headers=\"rowHead4 columnHead4\">40.3<\/td>\n<\/tr>\n<tr class=\"greenbar\">\n<th id=\"rowHead5\">Asian<\/th>\n<td headers=\"rowHead5 columnHead1\">36.2<\/td>\n<td headers=\"rowHead5 columnHead2\">38.8<\/td>\n<td headers=\"rowHead5 columnHead3\">40.9<\/td>\n<td headers=\"rowHead5 columnHead4\">42.9<\/td>\n<\/tr>\n<tr>\n<th id=\"rowHead6\">Hispanic origin<\/th>\n<td headers=\"rowHead6 columnHead1\">32.5<\/td>\n<td headers=\"rowHead6 columnHead2\">34.0<\/td>\n<td headers=\"rowHead6 columnHead3\">36.9<\/td>\n<td headers=\"rowHead6 columnHead4\">38.9<\/td>\n<\/tr>\n<tr class=\"greenbar\">\n<th id=\"rowHead7\">White non-Hispanic<\/th>\n<td headers=\"rowHead7 columnHead1\">37.8<\/td>\n<td headers=\"rowHead7 columnHead2\">41.1<\/td>\n<td headers=\"rowHead7 columnHead3\">44.2<\/td>\n<td headers=\"rowHead7 columnHead4\">44.8<\/td>\n<\/tr>\n<\/tbody>\n<tfoot>\n<tr id=\"BLS_table6_footnotes\" class=\"footnotes\">\n<td class=\"footnotes\" colspan=\"5\">Source: U.S. Bureau of Labor Statistics.<\/td>\n<\/tr>\n<\/tfoot>\n<\/table>\n<h2>Increased Globalization of Economies<\/h2>\n<p>As countries enter into more and more global trade agreements such as the Trans Pacific Partnership (TPP), companies are finding it easier to go offshore and\/or outsource key functions within the organization. When processes go offshore, an entire division of a company may be relocated to another country, eliminating jobs in the U.S. permanently. For example, Hewlett Packard<b> <\/b>laid off five hundred\u00a0employees working in customer service and technical support in Conway, Arkansas, when it moved the division to India. Many colleges now outsource their bookstore services to companies such as Barnes &amp; Noble, thus eliminating the positions associated with managing and running the college bookstore. In such cases, it often\u00a0falls to the HR manager to lay off the personnel in the departments whose responsibilities have been outsourced.<\/p>\n<h2>Workplace Violence<\/h2>\n<p>While more and more information on the causes of workplace violence and ways of handling it is available, there is often no reasonable explanation\u00a0for its occurrence, and, despite everything we know or do, violent situations happen. No employer is immune from workplace violence, and no employer can totally prevent it. Today&#8217;s HR managers are tasked with informing employees about workplace violence policies and programs, investigating all acts of violence, threat, and similar disruptive behavior, and encouraging employees who show signs of stress or possible violence to seek counseling or help through employee assistance programs.<\/p>\n<h2>Employee Turnover<\/h2>\n<p>In a human resources context, turnover is the rate at which employees leave an organization. Simple ways to describe it are &#8220;how long employees tend to stay&#8221; or &#8220;the rate of traffic through the revolving door.&#8221; Staff turnover can be beneficial\u00a0when a poorly performing employee decides to leave an organization or detrimental\u00a0when the high turnover rate increases the costs associated with recruiting\u00a0and training new employees or if good employees consistently decide to leave. High turnover can\u00a0be harmful to a company&#8217;s productivity if skilled workers are steadily\u00a0leaving and the worker population contains a high percentage of novice workers.\u00a0HR managers must constantly be on the lookout for ways of reducing\u00a0employee turnover. As you&#8217;ll recall, it costs a company, on average, $15,000 when it loses an employee.<\/p>\n<h2>Data-Driven HR Practices<\/h2>\n<p>The increasing availability and importance of data represents both a challenge and opportunity for HR management. As is true in other functional areas, HR professionals are being held accountable for performance metrics and are expected to use &#8220;big data&#8221; effectively to improve decision making and prove the return on HR-related investments.<a class=\"footnote\" title=\"Schramm, Jen. &quot;The Big Issues Facing HR.&quot; SHRM. March 1, 2016. Accessed June 25, 2019. https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0316\/pages\/the-big-issues-facing-hr.aspx.\" id=\"return-footnote-8811-1\" href=\"#footnote-8811-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_8810a863-7862-4bfa-a88e-53b0c0d443b9\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/8810a863-7862-4bfa-a88e-53b0c0d443b9?iframe_resize_id=assessment_practice_id_8810a863-7862-4bfa-a88e-53b0c0d443b9\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<p>These are just a few of the emerging topics and trends that today&#8217;s HR managers must handle, while still recruiting, hiring, and maintaining the organizations&#8217; existing workforce. As the world becomes increasingly complex, so do the roles and responsibilities of today&#8217;s human resource professionals.<\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-8811\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>HR Challenges. <strong>Authored by<\/strong>: Linda Williams and Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Practice Question. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Outsource. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/en\/outsource-freelance-contractor-1345109\/\">https:\/\/pixabay.com\/en\/outsource-freelance-contractor-1345109\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">Public domain content<\/div><ul class=\"citation-list\"><li>Labor force projections to 2022. <strong>Provided by<\/strong>: Bureau of Labor Statistics. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/www.bls.gov\/opub\/mlr\/2013\/article\/labor-force-projections-to-2022-the-labor-force-participation-rate-continues-to-fall.htm\">https:\/\/www.bls.gov\/opub\/mlr\/2013\/article\/labor-force-projections-to-2022-the-labor-force-participation-rate-continues-to-fall.htm<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/pdm\">Public Domain: No Known Copyright<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-8811-1\">Schramm, Jen. \"The Big Issues Facing HR.\" SHRM. March 1, 2016. Accessed June 25, 2019. <a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0316\/pages\/the-big-issues-facing-hr.aspx\" target=\"_blank\" rel=\"noopener\">https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0316\/pages\/the-big-issues-facing-hr.aspx<\/a>. <a href=\"#return-footnote-8811-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":26,"menu_order":18,"template":"","meta":{"_candela_citation":"[{\"type\":\"pd\",\"description\":\"Labor force projections to 2022\",\"author\":\"\",\"organization\":\"Bureau of Labor Statistics\",\"url\":\"https:\/\/www.bls.gov\/opub\/mlr\/2013\/article\/labor-force-projections-to-2022-the-labor-force-participation-rate-continues-to-fall.htm\",\"project\":\"\",\"license\":\"pd\",\"license_terms\":\"\"},{\"type\":\"original\",\"description\":\"HR Challenges\",\"author\":\"Linda Williams and Lumen Learning\",\"organization\":\"\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Outsource\",\"author\":\"\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/en\/outsource-freelance-contractor-1345109\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"\"},{\"type\":\"original\",\"description\":\"Practice Question\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"23195292-2754-4035-b3d7-6a908bafdadf, 43b0a967-468e-441d-837f-34b222584adc","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-8811","chapter","type-chapter","status-publish","hentry"],"part":93,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/8811","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/wp\/v2\/users\/26"}],"version-history":[{"count":22,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/8811\/revisions"}],"predecessor-version":[{"id":15400,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/8811\/revisions\/15400"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/parts\/93"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/8811\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/wp\/v2\/media?parent=8811"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/pressbooks\/v2\/chapter-type?post=8811"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/wp\/v2\/contributor?post=8811"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-introductiontobusiness\/wp-json\/wp\/v2\/license?post=8811"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}