The New Work Force of 'Generation Y' or 'Millenials' Need Special Handling Mass High Tech

(09/05/08) Botelho, Bridget
The influx of Generation Y (Gen Y) employees, generally those born between 1980 and 1994, into the work force has led to changes in company training. According to Jeff Kristick, senior vice president of marketing at Plateau Systems Ltd., the older generation reacts better to classroom instruction, while Gen Y-ers prefer online learning and videos available at their convenience. Having grown up with the Internet, the younger generation is full of multitaskers who expect more from technology and are generally more impatient. John Ambrose, senior vice president of strategy, corporate development, and emerging business for SkillSoft Corp., recommends that companies adopt a multi-model training approach, using interesting graphics, podcasts, and online courses. While faster and more versatile in finding solutions, Gen Y-ers also expect a lot from their employers and are quick to switch jobs when they find a better opportunity, according to Shafiq Lokhandwala, CEO of NuView Systems, Inc. Jackie Breslin, director of human capital consulting for TriNet Group, Inc., says that, in response to this employee retention challenge, many companies have increased their flexibility regarding telecommuting, scheduling, and continuing education, focusing efforts on offering good benefits and a welcoming workplace culture.

Many U.S. Firms Lack Long-Term Talent Strategy

Workforce Management (08/08) Marquez, Jessica

Approximately 33 percent of U.S. companies do not have a workforce contingency plan, according to a recent Watson Wyatt Worldwide survey. Out of companies that do have contingency plans in place, over 50 percent base their plans around layoffs. Very few companies take steps to protect their talent during an economic downturn, according to the survey results. Experts predict companies failing to protect their workforce now will have to pay a higher premium for talent once the economy recovers. "Maybe some companies are thinking they can't anticipate what's going to happen, so they will just address issues as they arise. But it's hard for me to believe that any business could think that they would not be subject to the volatility of the market," said Laura Sejen of Watson Wyatt Worldwide. The lack of contingency planning will put many companies at a competitive disadvantage with their competitors in Asia and Europe, say experts, because more than 80 percent of employers in Europe and in Asia have workforce contingency plans in place.