POWER POINT PRESENTATION ON

MULTI-GENERATIONAL WORKFORCE MANAGEMENT

(HUMAN

RESOURCE MANAGEMENT)

SUBMITTED TO: Maam Ankita Gangwal

SUBMITTED BY: Mandeep Kaur MBA-HR, Sem-2nd ICG/2011/12564

INTRODUCTION
For the first time in the nations history, four generations are working side by side in the workplace and bringing their own values, goals and communication approaches to the workplace. Such generational dynamics in the workplace affect morale, recruitment , retention and the productivity. The diverse perspectives, motivations, attitudes and needs of these four generations have changed the dynamics of the legal workforce and due to the differences among various generations , they need to be managed at workplace for the organisations proper working.

TYPES OF GENERATION
Although there is no consensus of the exact birth dates that define each generation, they are generally broken into four distinct groups: 1. The Traditionalists- They are born between 1927 and 1945 and most of them are either retired or at the age of retirement frm workplace. On the job,traditionalists are hardworking and loyal and cherish their jobs. They are extremely loyal to co-workers and employers. They are less tech-savvy than younger generations and prefer in-person interaction to e-mails and technological gadgets. Therefore, the best way to engage this generation is through face-toface interaction.

BABY BOOMERS : They are born between 1946 and 1964.They are well established in their careers & hold position of power & authority. Baby Boomers are loyal and workcentric. They value face time in the office and may not welcome flexibility. High level of responsibility, perks, praise, and challenges will motivate this age group. GENERATION X :Members of this group are in their 30s and early 40 s. They are ambitious & hardworking but value work/life balance. They dislike rigit work requirements & love freedom at workplace.This generation believes on diversity, challenge, responsibility , creative input & often prefer to work alone then in teams. Flexible hours an challenging assignments motivate this generation.

Generation Y : Generation Y legal professionals are in their 20s and are just entering the workforce. Generation Y is smart, creative, optimistic, achievement-oriented and tech-savvy. This young generation seeks out creative challenges, personal growth and meaningful careers . Generation Y are excellent multi-taskers and prefer communications through e-mail and text messaging over face-to-face interaction. Their attitude is dont waste my time making me come to your office.

Immediate feedback and praise will help motivate and reassure this young generation.

HURDLES IN MANAGING MULTI GENERATION WORKFORCE

How can we hang onto experienced senior employees who might be eyeing retirement? How can we recruit talented young workers? How can we keep older workers up to date with technology? How can we train younger workers so they are prepared for more complex assignments?

STRUGGLES WHICH MULTI GENRATION FACE AT WORKPLACE:

TRADITIONAL GENERATION: absence related to medical . concerns respect for diversity ,etc Baby Boomers : the non traditional work styles of Generation X and Generation Y balancing work and family,etc
Generation X : multigenerational team projects career development

Generation Y : Absence related to lifestyle decisions . The consequences of their lifestyle or risk-taking behaviour .

LEADERSHIP TIPS FOR MULTIGENERATION WORKFORCE :

Communicate uniquely with each generation. Create workplace choices means allow the workplace to shape itself around the work being done, the customers being served and the people who work there. Be flexible in your leadership style. Respect competence and initiative- Respect the dedication of the traditionalist ; the drive of the Boomers; the competence of the Xers; and the determined approach of the Nexters. Accommodate employee differences. Nourish Retention- Your primary objective as a leader is to build a business community that supports the members and the business goals.

THANK YOU