http://www.haygroup.com/ww/Media/Details.aspx?ID=1626&C=6
I. Historical Perspective on the Workforce
II. What the Workforce Looks Like Today
a. Statistics
III. Traditionalists
b. Defining characteristics
i. Age 65 and above
c. Identifying factors
ii. Loyal to institutions, trust authority, respect rules
iii. They place great value on financial security
iv. Hardworking
d. Strengths
v. Have intrinsic job knowledge
vi. Years of experience
vii.
e. What keeps them from doing their best work
viii. Sometimes are more resistant to change
ix. Intimidated by new technology
x.
f. What can we do in HR to best serve this group & get the best work out of them?
xi. Create knowledge bases or other ways of capturing their knowledge before they retire
xii. Create training programs to acclimate staff with new technology and new procedures
IV. Baby Boomers
g. Defining characteristics
xiii. Age 45-65
h. Identifying factors
xiv. Distrust leadership
xv. Strong social skills
xvi.
i. Strengths
xvii. Fairly loyal to their company
xviii.
xix.
j. What keeps them from doing their best work
xx. Less willing to relocate geographically
xxi.
xxii.
k. What can we do in HR to best serve this group & get the best work out of them?
xxiii. Create opportunities for promotions
xxiv. Present opportunities for lateral moves to provide new tasks and new challenges, particularly if no upward movement is available at that branch
V. Generation X
l. Defining characteristics
xxv. Age 25-45
m. Identifying factors
xxvi. Less loyal to institutions
xxvii. Aren’t afraid...