Humans resource - reflection paper about ppt

The workforce is changing as new employees enter the labor pool. Over the next ten years, up to 61 million people in the U.S. born after 1996 (i.e, Generation Z) will enter the workforce. Gen Z people have unique characteristics, and human resource managers (HRM) need to be prepared for possible new hiring and training approaches.

One of the most important issues facing HRM is employee retention (RET). RET is defined as the intention of employees to stay employed. RET is critical for organizational success due to the costs associated with hiring and training new workers, the loss of business continuity when employees leave (i.e., turnover), and the loss of productivity when employees leave (Lee, Hom, Eberly, & Li, 2018).

One strategy to increase RET is employee engagement (EE), because employees who are engaged have high intention to stay with the organization (Vance, 2006). EE is defined from the context of positive psychology as a “persistent, positive affective-motivational state of fulfillment in employees” (Maslach, Schaufeli, & Leiter, 2001, p. 417). According to current estimates, only about one-third of U.S. employees are engaged (Corbin, 2017). Thus there may be opportunities for HR managers and organizational leaders to increase EE in their human talent.

The purpose of this research project is to address the following research question: “What should employers and human resource (HR) managers do to increase employee retention (RET) in Gen Z workers?” This question is timely in today’s highly competitive global business market, especially with a multi-generational workforce.

Results of this study may help employers and HR managers to anticipate workplace needs and possibly change HR strategies to increase EE and RET in Gen Z workers.

Methodology

Population: Gen Z students from a Midwestern University

Sample: N = 16 students (Male = 62.5%), Age (Mean) = 21.5 years, 31.3% working full time

This study used qualitative and quantitative research methods. Each of five teams from the Fall 2019 HRM course interviewed research participants entered responses into an online survey tool.

Measures: A structured interview guide was used with the following questions:

1. What are characteristics of Gen-Z?

2. What does EE mean to you?

3. Tell me when you think EE will be the highest?

4. Tell me when you think EE will be the lowest?

5. What are some recommendations to increase EE?

6. What are some recommendations to increase RET?

Rankings

1. I have autonomy/independence at work

2. I have a voice in decision-making/make leadership contributions/share new ideas at work

3. I receive clear job task expectations at work

4. I receive regular feedback from my manager/supervisor/leader at work

5. I receive regular recognition/praise/compliments from my manager/supervisor/leader at work

6. I feel that I am valuable and worthwhile at work

7. I feel safe to ask for help at work

8. I am able to balance work and life with flexible scheduling at work

9. I am paid a salary that is similar to what other employers are offering

10. I am given a mentor to help me learn my job at work

Interview data were analyzed for themes in Excel.

Rankings were created in Minitab 18

Results

Discussion

Gen Z = Phygital generation (physical + digital)

References