Case Study: Contemporary Trends In Human Resource Management

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In the Partial fulfilment of the subject Contemporary Trends in Human Resource Management Submitted by: Aditi Khurana Answer 1. (a)To create the buzz for hiring Gen Y, I will keep in mind that Gen Y is the first generation to grow up in a society of eco-consciousness, are less interested in financial gain than their parents, and more concerned with job fulfilment. Generation Y are the first working-age generation to be considered "digitally native". They have a better insight into society's core problems. However, as a negative, they have been criticised for having unrealistic expectations about what can be achieved in the workplace. 1) I will design an attractive graduate development programme with opportunities where they…show more content…
They want to know what they are doing well and how they can improve. It is important to bring to their notice the reason as to why Google, India is not doing well. Work relationships that feel like egalitarian partnerships allow them the chance to be heard, feel valued in a company, and receive guidance and experience. Therefore, following are some ways to give effective feedback to Millennials: - Balance negatives with positives: Explain not just what employees are doing wrong, but what aspects of the job they are doing right. Millennials need to feel like valued team members, so emphasize how their work contributes to the group—and how, by making changes, they can contribute even more. - Be specific and behavioural: Boomers often approach problems holistically or theoretically. Millennials, who are far more focused on behavioral dos and don’ts, find this vague, confusing, and negative. Managers should offer detailed, specific instructions about how young employees can adjust their behavior to optimize…show more content…
(a)As the VP (Learning and Development) of Facebook, India, I will ensure better organizational citizenship behaviour by paying heed on this sentence - At the core of the Millennial energy is potential while at the core of Boomer energy is experience. By adapting to the following few points, I will try and utilize the acumen of Millenials to develop the senior employees: - Contextualize the project in relation to its goals: This means focusing on the mission, the underlying purpose, the reason why the thing matters – and not about the process of how it’ll get done. - Set their team dynamic as flat, not hierarchal: Like any team, Millennials and Boomers need to work together to find the best way to achieve the project goals. At times they should each be leading. Neither is the boss. Under this dynamic, they have to build trust by understanding each others’ strengths and weaknesses. - Encourage mentoring: The workplace should be a learning environment, and establishing a mentoring program allows older employees to share their wisdom and suggestions while giving younger employees an opportunity to teach about technology. I will make it clear that two-way teaching and learning is expected. This should be the case no matter how the project is going. Especially when uncertainty is high and they aren’t sure what the right course of action

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