HR Becoming
More Difficult for Managers
By: Justin Orow
Overview
Keeping
employee turnover rates low is a top priority for most companies since
replacing those employees can be very costly.
The tangible rewards that people receive for working come in the form of
pay, incentives, and benefits (Mathis & Jackson 2010). There are many
drivers to retention, ranging from compensation, career training and
development, employee supervisor relationships, management factors, and job and
work life. There are substantial steps
that can be taken to retain employees.
People and types of jobs differ so reasons employees leave and steps
needed to retain employees will also vary,
Making it ever more difficult to make general assumptions about one age
group or work force compared to the other.
Article
Description/Connection to Text
The article
“for generation y, succeeding at a young age is key” talks about the young
workforce ages twenty to thirty. The
article mentions that most people of that age group are worried about their
physical appearance and aren’t fit for the structural nine to five job. “However, findings of a
new study by Pricewaterhouse Coopers (PwC) indicate that these do not matter
much to the group that is also referred to as the Generation Y. Instead, they value their jobs and are more
interested in career development” (Butunyi 2010). Only
one out of ten who was surveyed cared for neither a gym membership nor a
flexible dress code. Something that
people wouldn’t think to see in this generation of workers. From the feedback the surveys received “clear
work related goals, challenging and interesting work, coaching and mentoring as
well as right benefits and incentives as key concerns of this group” (Butunyi
2010). A driver for retention for the
group that was surveyed would be Rewards: compensation, benefits, performance,
and career training and development. The
article also states that although generation y in Kenya wants to advance their
careers, they would also like to do it with less pressure in a less stressful
work environment. This survey helps
Human Resources department of firms to have a better understanding of the
different workforces to improve performance.
The mix in generations within the workforce is making it harder for HR
to fare with employees.
Takeaway Points
Since this survey was taken in Nairobi Kenya the workforce
will differ in almost any country. Most
young workforces want to get ahead at a young age and advance in their careers,
and I think I can agree with most of the people who surveyed in the article that
compensation and career advancement would be my top priorities also. The difference in age groups in the work
force is making it harder for Human Resources to satisfy the workforce and be
as effective. HR has to find new ways to
retain employees, since different drivers of retention motivate each employee,
they have to find a way to cultivate all these drivers of retention for all
these different generations of employees to cut cost, and reach maximum
effectiveness. Surveys like the one
given by Pricewaterhouse Coopers (PwC) are very significant and should be used
very often to help Human Resources with feedback from the different
workforces.
Works cited
Mathis, R.
L., & Jackson, J. H. (2010). Human resource management. (13 ed.).
Mason, OH: South-Western Cengage Learning.
Butunyi, C.
(2010, August 02). East Africa: For Generation Y, Succeeding at
an Early Age is Key. The East African
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