The Changing Workforce Findings from “Generation and Gender in the Workforce” EVA Kaplan-Leiserson Presented by Jet Reid.

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Presentation transcript:

The Changing Workforce Findings from “Generation and Gender in the Workforce” EVA Kaplan-Leiserson Presented by Jet Reid

Objectives: Define the issues or problems Discuss possible solutions Implications for HRD

Scenario Your company is experiencing extremely high employee turn-over. Employee exit surveys indicate issues in areas of climate, promotional opportunities, and compensation. You have just been appointed the Executive Director of Compensation and Benefits. What do you do?

Focus Explain the findings from several studies on generation and gender in the workforce. The goal of the author is to provide a rationale for change within the human resource management community by highlighting developmental, gender, and generational differences within the modern workforce.

Generational Workforce Generation Yages -18 to 22 Generation Xages - 23 to 37 Baby Boomersages - 38 to 57 Matures over the age of 58

Group Characteristic Generation Yfamily or dual centric Generation Xfamily or dual centric Baby boomerwork centric Matureswork or dual

Career Stages The establishment stage (ages 21-26) The advancement Stage (ages 26-40) The Maintenance stage (ages 40-60) Withdrawal stage (age 60 and above)

Challenges Differing priorities: work-centric, family- centric, or dual-centric Changing gender roles Decrease in career ambition Incentives Recruitment and retention of employees

Solution Linking Career Planning & Organizational Development Realistic Job Preview Individual Employee Development Performance Feedback & Coaching Work/life Balance

Motivation Recognition Achievement Work itself Responsibility Advancement Growth

HYGIENE Basic biological needs Relationships (peers/supervisors) Salary Security Supervision

Implications for HRD All of the groups presented in the article, “The Changing Workforce” are present in the public education industry Matures (retire rehire), Baby Boomer (burned-out), Generation X and Y (decreased career ambition) Understanding, these groups and the implications of meeting or failing to meet their respective needs will determine the success or failure of our industries.

Questions ????