T & D Policies for Gen Y

8/2/2019 T & D Policies for Gen Y

1/19

TRAINING AND DEVELOPMENT

POLICIES AND PRACTICES FORGENERATION Y WORKFORCE


2/19


3/19

Generational Groups

Veterans Born before 1945

Baby Boomers/Radio Boomers-1945-65

Generation X-1965 -85

Generation Y/ Millennial 1985 -2000

* There is no consensus in researchers onyears.


4/19

Demographic Dividend

Demographic dividend occurs when a falling birth rate makes for a smaller population at young, dependent

ages and for relatively more people in the adult agegroupswho comprise the productive labour force. Itimproves the ratio of productive workers to childdependents in the population. That makes for fastereconomic growth and fewer burdens

on families. Eg. India , by 2020 dividend will show

up average age of Indian 29 years ascompared to Chins 37 years, Japans

48 years and Europes 49 years.


5/19

Competitive Advantage

Barney 1991 suggests that, in order fora resource to qualify as a source ofsustained competitive advantage, the

resource must add value to the firm,it must be rare, it must be inimitableand it must be non-substitutable.


6/19

Objectives of the Study

1. To find out benefits of Indias demographicdividend to global corporate world

2) To map out Corporate responsibility in

building intelligent human capital3) Present results from a study on needs and

expectations of Gen Y workforce

4) To reveal innovative T&D practices to

integrate Gen Y at workplace and transformtheir engagement into high performanceleadership.

5) To discuss implications for T& D practices


7/19

Methodology

Secondary Data

Data Sources

Books Journals

Newspapers

Internet

Ali f G Y kf


8/19

Alignment of Gen Y workforceneeds and expectations and

organizational needs Flexible work schedules Specific job assignments and

Liberty in job performance. Worldwide social network

Interactive and participative management.


9/19

Continue.

To achieve professional growth anddevelopment and highest position atworkplace in very short period.

Variety in work with challenge and change Lateral career development opportunities

and advancement

Quick recognition for outstandingperformance

Equal treatment and respect to all


10/19

Generation X prefers HARD Work

GenerationX

Holistic- goesinto entirety

of the subject

Achievement-self achieve.

throughorganl

achieve.

Resilience -

Flexible -

ready tochange

Dedication -hard to

detach fromthe work,

involvementin the work,commitment


11/19

Generation Y prefers SMARTWork

Specific

Measurable

AchievableRemarkable

Time boundTask

GenerationY


12/19

Training Areas

Business communication and soft skills

Independent and analytical thinking anddecision making

Delegation and managing meetings

Interpersonal relationship

Managing time and Commitments

Ethics and values

Other skills required for job


13/19

Training Methods Suitable toGen Y Workforce

1. Job Instruction Training(JIT)


14/19

2. Reciprocal Mentoring

BabyBoomers

and GenX(Mentor

s)

Gen Y(Mentee)

Knowledge of vision, mission & values ofthe organization, routine procedures and

job skills

Computer, IT, new technology, other areasor new perspective in old areas, How to

handle Gen Y


15/19

3. Cross Training with JohariWindow


16/19

4. Technology BasedTraining/E-Training

Webinars

Blogging, emailing, discussion forums ,and instant messaging

Computer base instructional material

Video games(simulations)

Soft skills training by using audio-videos


17/19


18/19

Conclusions and Findings

India Inc. can get competitive advantage ofDemographic Dividend over EuropeanCorporate world by providing proper trainingto Indian talent.

Organization should align their organizationalneeds to individual needs

Ensure T &D is valuable activity and everyone

interested and supportive in learning Identify Strengths and weaknesses of Gen Y

and design the training methods

Provide hands on experience and learning

projects


19/19

Questions ?????

T & D Policies for Gen Y

Documents

Transcript of T & D Policies for Gen Y