Integrating Generation Y Into The Work Force Case Study
I. Introduction (1 page or less)
The importance of integrating Gen Y into the work force. HR as a function and stating its objectives, role of HR in a company.
Every few decades the workforce cycles through generations and receives a new labor batch. Companies are required to adjust to fit their new employee base. However, the up and coming Generation Y is the most diverse and different generation to date and requires not only a bit of adjustment, but sometimes a completely different process. Also known as the Millennials (aged eighteen to thirty-five) Generation Y is the future of the workplace (Ware). Generation Y is bringing many new aspects to the workplace. They are the first generation that is technology driven and doesn't remember …show more content…
Autonomy
c. Feedback
Millennials rely on feedback and criticism greatly and therefor expect it to be given frequently, The feedback should also be clear and with a positive backstory. Instead of just harsh criticism Generation Y desires to receive positive feedback as well along the way. The criticism is needed and appreciated, but not in a setting such as a yearly appraisal (here they come). Managers need to get the information back to the employees in a timely matter. Unlike previous generations, the millennials don't require this to be done face to face. Even a quick text or email is usually sufficient for Generation Y.
2. Opportunities
a. Career development
According to (revolving door) the best way to retain Generation Y is through career development. Many companies have began offering opportunities for employees as Generation Y has expressed a want for more opportunities. Companies should offer leadership, career planning, mentoring and action learning management(( REVOLVING DOOR)). By doing this they are enabling their employees to become even more engaged and more successful with their jobs. ((4 Lessons)) stresses the importance of investing in a continuing education. Seminars and industry-related conventions should be frequently available to the employees. Through offering programs such as these companies are creating opportunities for better employees and more productivity from their employees so it is actually beneficial for both ends of the …show more content…
Generation Y appreciates these chances for development because they are always looking for the ability to move forward. Generation Y is known as a group that is always looking out for bigger and better. Because of this tendency millenials are are less loyal to their company and usually looking out for what is best for them. When a company gives an opportunity that can also be seen as good for the employee they are more likely to give their loyalty to the
The importance of integrating Gen Y into the work force. HR as a function and stating its objectives, role of HR in a company.
Every few decades the workforce cycles through generations and receives a new labor batch. Companies are required to adjust to fit their new employee base. However, the up and coming Generation Y is the most diverse and different generation to date and requires not only a bit of adjustment, but sometimes a completely different process. Also known as the Millennials (aged eighteen to thirty-five) Generation Y is the future of the workplace (Ware). Generation Y is bringing many new aspects to the workplace. They are the first generation that is technology driven and doesn't remember …show more content…
Autonomy
c. Feedback
Millennials rely on feedback and criticism greatly and therefor expect it to be given frequently, The feedback should also be clear and with a positive backstory. Instead of just harsh criticism Generation Y desires to receive positive feedback as well along the way. The criticism is needed and appreciated, but not in a setting such as a yearly appraisal (here they come). Managers need to get the information back to the employees in a timely matter. Unlike previous generations, the millennials don't require this to be done face to face. Even a quick text or email is usually sufficient for Generation Y.
2. Opportunities
a. Career development
According to (revolving door) the best way to retain Generation Y is through career development. Many companies have began offering opportunities for employees as Generation Y has expressed a want for more opportunities. Companies should offer leadership, career planning, mentoring and action learning management(( REVOLVING DOOR)). By doing this they are enabling their employees to become even more engaged and more successful with their jobs. ((4 Lessons)) stresses the importance of investing in a continuing education. Seminars and industry-related conventions should be frequently available to the employees. Through offering programs such as these companies are creating opportunities for better employees and more productivity from their employees so it is actually beneficial for both ends of the …show more content…
Generation Y appreciates these chances for development because they are always looking for the ability to move forward. Generation Y is known as a group that is always looking out for bigger and better. Because of this tendency millenials are are less loyal to their company and usually looking out for what is best for them. When a company gives an opportunity that can also be seen as good for the employee they are more likely to give their loyalty to the