How will the generational shift in the workforce
affect your organization?
By 2016, Millennials will be the majority of workers. Because of their generational perspectives Boomers, Gen Xers and Millennials all have different wants, needs and expectations of their employers. Additionally, organizational culture has a unique generational identity.
This workforce snapshot documents the generational make up of an organization’s current and future workforce.
Components of the snapshot can include:
- Analysis of the generational make up of the organization, current and future.
- Analysis of the labor market for the skills and knowledge needed to remain competitive recognizing the interest each generation has demonstrated for acquiring and mastering these skills and knowledge.
- Survey of generational engagement.
- Evaluation of management succession strategies based on the generational pipeline.
- Evaluation of the generational expectations and needs, and update the way you manage human resources (i.e. recruiting, retention, onboarding, training, mentoring, skills and roles of supervisors, skills and roles for HR, performance/talent management, knowledge retention/transfer, benefits/compensation, HR policies and procedures).
- Identification of the impact shifting generational expectations will have on leadership philosophies and on your organization’s strategic and operational plans