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Creating A Work Environment Conducive To The Millennials
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The Millennials are the next big thing and the next big wave of the American workforce. Fifty percent of the American workforce will consist of the Millennials by 2020-21, by some estimates. What makes the Millennials unique and different from the earlier generations? Well, their arrival on the work scene and the explosion of new, often path breaking technologies of the kind the world had not seen till then, have been more or less contemporaneous.
The arrival into the workforce of the Millennials –those born roughly from 1982 to the mid-2000’s–has happened at a time when the use of a several personal devices and the social media has become so prevalent that the workforce and people’s lives are unthinkable without them. This is the factor that makes the Millennials different: They are the first in a generation which has entered the workforce with enormous exposure and knowledge of the technologies that power their careers. This is a generation, having grown with technologies, that is not overwhelmed by its glut as much as the previous ones were. This brings a distinctiveness and uniqueness into this generation.
Since the Millennials are going to be such a major force at workplaces; organizations need to get a proper and in-depth understanding of the unique characteristics and features that this bunch brings to the American workforce if they want to derive benefits from the productive and inventive capability of this generation. This is where their skill in making the kind of changes and adjustments that will help organizations accommodate the Millennials at the workplace lies. Organizations that take this issue lightly and shrug the Millennials off end up on the losing side, because they deny themselves a potential beneficial partnership with the Millennials.
Ways of handling Millennials at the workforce
Dr. B. Lynn Ware, CEO and President, Integral Talent Systems, Inc., and an Industrial/Organizational Psychologist and thought leader, will offer valuable guidance on the ways of handling Millennials at the workforce at a webinar that TrainHR, a very well-known provider of professional trainings for the human resources industry, is organizing a webinar.
Does the prospect of making the most out of the talents that the Millennials bring to the workforce excite you? Want to know more about how to deal with this workforce group that has potential, but has its idiosyncrasies? Then, enroll for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701848?123articleonline-seo.
Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.
This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
Five easy steps to hiring and retaining Millennials
At this session, Dr. Ware will explain the five easy steps for retaining Millennials at the workforce. This knowledge is gained from a comprehensive study she carried out over 14 months to explore how millennials view the workplace and what motivates them to change jobs. One of the misconceptions that she will help participants remove is the frequently quoted aphorism, “employees leave managers, not companies”, which may not necessarily be true with the Millennials.
Dr. Ware will cover the following areas:
o The most important job factors for attracting and retaining early career talent
o Employment branding strategy and messaging for Millennials
o Career support strategies that work for Gen Y employees
o Use of integrated talent management technology for Gen Y self-service career development
o Use of gamification platforms for career development
o Use of mobile toolkits for career development applications
o How to teach Gen Ys to navigate their careers
o End-to-end career development ecosystems
o What to do about career development if there are no advancement opportunities
o The trendsetters Case studies from tech companies in California; what they are doing to attract and retain early career employees.
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