strategic human resource management involves looking B u s i n e s s F i n a n c e

I need a response to both of the discussion question below make sure both og them at least 150 words,

Response 1

1. How do organizations motivate this new generation?

The millennial generation includes those individuals born around the years of 1981-1996 and according to an article written by Gurchiek (2016), made up 50 percent of the workforce in 2020. Their motivations differ in comparison to the preceding generations X and Baby Boomers, requiring organizations to adapt. Millennials have had a significant amount of access to technology resulting in digital-savvy individuals who thrive on technology. They also find satisfaction in creating online content through blogging and social networking (Dannar, 2013). Organizational needs are not a priority to Millennials, they are more focused on their individual needs (Calk and Patrick, 2017). Millennials prefer a diverse work environment, autonomy, and positive reinforcement (Calk and Patrick, 2017). Millennials also value family; they place more value in their family time than time spent working.

For organizations, it can be a challenge motivating Millennials. In my previous organization, as we brought in more Millennials, we had to change our cell phone policy due to them not being satisfied with traditional methods of calling clients or sending snail mail. Their preferred methods were social media and email. In my current position, we are now experiencing this same issue. New teachers want immediate access with families to send pictures of the children throughout the day as well as inform parents of what’s happening in their classrooms for the week. We are currently evaluating best methods for cell phone usage in classrooms. Organizations need to have a culture of team collaboration and offer recognition for achievements. Millennials need to feel empowered to make decisions within an organization; therefore, organizations must communicate their expectations and allow employees independence to accomplish their objectives. Those organizations that provide flexible work schedules to allow for a balanced work-life will have a better chance of retaining Millennial employees.

1. Critics of the new Millennials have argued that this is an “entitled” generation. Do you agree or disagree? Why?

Millennials have a different perspective than previous generations, however, I don’t believe it’s an “entitled” generation. They were exposed to a life of technology, overwhelming amounts of information, and convenience. Millennials embrace technology and use it to their advantage to be more efficient and effective. Many have watched their parents go to traditional 9-5 jobs, sacrificing their time and effort, with little appreciation from organizations. Millennials, however, have decided to take a more empowered posture as they venture into the workplace. They are a generation that knows what they want and choose not to settle. It is my opinion that these behaviors and attitudes are perceived as “entitled”.

1. What challenges do you see for HR professionals as they seek to hire and retain this generation’s top talent?

It is my belief that HR professionals will find it difficult to adjust from the traditional HR role to a strategic HR role. The traditional HR role is more administrative: benefits, payroll, terminations, and training. The strategic HR role takes a more proactive approach and aligns HR objectives with the organization’s business strategy. I saw this firsthand with my previous employer’s HR manager. She only functioned using traditional HR methods and could not grasp the changes that were happening around her. She lost a significant number of talented employees because she was unable to adapt. HR professionals will be challenged with understanding what Millennials desire in an employer to both hire and retain top talent. Understanding and embracing constant change will prove to be a challenge. HR professionals will need to be creative when developing team collaboration projects as well as flexible schedules. COVID has forced many organizations to be creative with how business goals are accomplished. Within my own organization, the office staff now alternates two days from home and three days in the office. For many businesses, it has proven successful, and it’s become the permanent work schedule.

References

Calk, R. & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2). 131-139.

Dannar, P.R. (2013). Millennials: What they offer our organizations and how leaders can make sure they deliver. The Journal of Values-Based Leadership. 6(1), Article 3.

Gurchiek, K. (2016). What motivates your workers? It depends on their generation. https:// class=”screenreader-only”> (Links to an external site.)

Kurter, H. (2019). 4 Easy ways to millennial-proof your human resources strategy. Forbes.

https:// class=”screenreader-only”> (Links to an external site.)

Roepe, L.R. (2017). Retool recruiting to attract millennials. Society for Human Resource

Management.

https:// class=”screenreader-only”> (Links to an external site.)

Smith, T.J., Nichols, T. (2015). Understanding the millennial generation. Journal of Business

Diversity, 15(1), 39-47.

Twenge, J.M., Campbell, S.M., Hoffman, B.J., Lance, C.E. (2010). Generational differences in

work values: Leisure and extrinsic values increasing, social and intrinsic values

decreasing. Journal of Management, 36(5), 1117-1142.

https://doi.org/10.1177/0149206309352246