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HR IN THE MILLENIAL GENERATION

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HR in a Box Making success stories in people management www.buildhr.co.in MANAGING or SHOULD WE SAY UNDERSTANDING THE MILLENIAL GENERATION
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Page 1: HR IN THE MILLENIAL GENERATION

HR in a Box Making success stories in people management www.buildhr.co.in

MANAGING or SHOULD WE SAY UNDERSTANDING THE MILLENIAL GENERATION

Page 2: HR IN THE MILLENIAL GENERATION

HR in a Box Making success stories in people management www.buildhr.co.in

Parameter Baby Boomers Gen X Gen Y

What are they (born between 1946 and 1964)CEOs.

(born between 1965 and 1980) management teams and senior professionals.

(born between 1981 and 1995) while youngsters.

Achieving Results

Communication Style

Authority Enjoy Power and Authority that goes with their job.

Independent-thinkers who dislike authority

Dislike formal chain of command ,preferring to work in teams

Business Meetings

Patronize top-down approach dislike traditional meetings where authority flow is top-to-down

dislike traditional meetings where authority flow is top-to-down

Rewards Display status and loyalty to their employer

Free thinkers who thrive on recognition amongst their peer group

Enjoys jobs that offer them enhanced responsibility and mental stimulation.

Personal Time

Page 3: HR IN THE MILLENIAL GENERATION

REDEFINING THE WAY PEOPLE ARE LOOKED AT

• Recognition of Human capital and talent

• From looking for employees to fill positions to

using strategic human resourcing to improve

business value

• Managing, measuring and retaining talent

• Demands of new generation – best work spaces,

modern hiring systems, better engagement,

frequent communication and learning and

development opportunities

• HR role change – support to advisory

Page 4: HR IN THE MILLENIAL GENERATION
Page 5: HR IN THE MILLENIAL GENERATION

New focus areas of HR• Talent sourcing, Acquisition and Retention

• Employee Systems of Engagement

• Performance & Productivity Analytics

• Learning Management

• Training Administration

• Succession Planning

The shift towards attracting, managing,measuring, and retaining talent is discernible.These are not new phrases for old work butthe reality is this is the new way of looking atwhat HR is.

Page 6: HR IN THE MILLENIAL GENERATION

Recruiting technologies for millennials• From paper-resume screening-interview-selection to online recruiting and applicant tracking

• Social recruiting – solution for building an effective workforce. Example:

• Digital recruitment process

• Building customized talent networks to improve employment branding and increase job visibility

• Global talent matching

Page 7: HR IN THE MILLENIAL GENERATION

• Gamification to improve candidateexperience.

Example: “My Marriot Hotel” simulation

game

• Talent Board’s Candidate ‘ExperienceAwards’

Page 8: HR IN THE MILLENIAL GENERATION

Assessments• Data-driven assessments => Better quality hiring

• Use of assessments beyond recruitment

• From multiple choice format to simulatedenvironments and performance based testing.

Eg. Aquent’s real time coding challenges for

candidates

• Web proctored tests to prevent cheating

Page 9: HR IN THE MILLENIAL GENERATION

Mobile Domination

• BYOD (Bring Your Own Device) policies to integrate employee needs with corporate tools for professional success

• Need for specially built mobile applications for employee convenience and reducing organizational costs

• Effect on employee’s productivity and security

Page 10: HR IN THE MILLENIAL GENERATION

Recruitment cycle on mobile

1) HR posts job on social network

2) Candidate applies for job through mobile

3) Business emails candidate about short Listing

4) Candidate takes initial skills assessment

5) Emails resume

6) Employer schedules video interview

7) Candidate is offered job over email

Page 11: HR IN THE MILLENIAL GENERATION

Performance Management• Annual performance evaluation and appraisal no longer cut ice,

employees expect opportunity for learning, mentoring, recognition,development, 360 degree review and continuous feedback.

• The annual performance nourishes short term performance, annihilateslong term planning, builds fear, demolishes team work, nourishes rivalryand politics.

• New performance management tool allows regular assessment,transparency in goal setting, and over all conversation aboutperformance rather than a zero sum dispute about appraisal andcompensation.

• Example: Adobe’s employees or managers could request a check-in every 3 months (feedback provided by a group of employees on a particular employee’s performance before the appraisal meeting)

Page 12: HR IN THE MILLENIAL GENERATION

E-learning

• Learning on user’s computer and mobile screens

• Employees take courses on Youtube or internal resource libraries as per their convenience

• Simulated training techniques result in

higher engagement with lessons

and improve information durability

Page 13: HR IN THE MILLENIAL GENERATION

• This Gaming APP kindles the imagination of people to create their own ideas and expressing them through interesting comic stories

• Makes education and learning fun and adventurous – Thus many universities and schools in Canada, Australia have loaded this APP in the laptops / ipadsof students for usage in their curriculum

Inspired Learning through Gaming -Comics Head

Page 14: HR IN THE MILLENIAL GENERATION

Massive Online Open Courses (MOOCs)

• Combine the best of subject-specific knowledge with assessments, evaluation and certification

• Employees upgrade their

Knowledge and skills and

Become more relevant to

The business

• Employers benefit from a

Skilled workforce and company

Is seen as concerned about

Employee development

Page 15: HR IN THE MILLENIAL GENERATION

• Invokes creativity in a person – the ability to construct a beautiful town; Plan the roadways, waterways, railways, factories, community buildings, farms and fields

• This game brings out the talent in young minds in • Designing layouts• Planning the town & locations of various things• Farming capabilities• Procurement Planning• Inventory planning• Inventory control – reduce non moving items• Customer service• Selling and money making techniques• Value Adding Investments• Some Concepts like Just In Time (JIT) one piece flow;

The whole game is on Kaizen – continual improvements.

Management learning through APP games Township

Page 16: HR IN THE MILLENIAL GENERATION

Tin Can APIs• Tracking learning plans and goals, games, video and audio content and e-learning

on mobile apps

• Changing how learning merges with performance data

Page 17: HR IN THE MILLENIAL GENERATION

Transcending Descriptive Analytics• Assessment science, e-learning and performance management create data

subsets for business

• Descriptive data – no: of job applicants to specific jobs, distribution of hires through various portals etc.

• .Through statistical tools, predictive

Analytics recommends courses of action

By showing outcome of each decision

• Example – In the 2011 movie Money Ball,

The GM of baseball team Oakland A uses

Predictive analytics to identify less popular

Players and create a more balanced team.

Page 18: HR IN THE MILLENIAL GENERATION
Page 19: HR IN THE MILLENIAL GENERATION

How does Big Data and Talent Analytics apply to HR

• Sourcing Candidates – where to place online recruitment marketing for optimal performance and cost

• Hiring – predicting future performance of

candidates

• Engagement and Retention-

Predicting churn (attrition)

Page 20: HR IN THE MILLENIAL GENERATION

Integration with other systems• Transformation of HR from an independent unit to collaboration and

incorporation with other professions to bring a balanced perspective on human behaviour

• Need to think past individual HR function to integrate systems as all-inclusive platforms for both the organization and the employee

• Rising adoption of SaaS (Software as a Service)

Model in HR technology to upgrade or transition

systems

Page 21: HR IN THE MILLENIAL GENERATION

HR in a Box Making success stories in people management www.buildhr.co.in

BuildHr Management Consultants Private Limited

3A/8, Thangal Ulvai Street,

Virugambakkam, Chennai 600092

Land line: 044 - 42016776, 044 - 23773743

Web : www.buildhr.co.in

Yogita DMobile : 91766 28233

[email protected]

Lakshmi Narayan NJMobile: 91767 11312

[email protected]


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