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TRAINING AND DEVELOPMENT
POLICIES AND PRACTICES FORGENERATION Y WORKFORCE
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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.
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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.
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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.
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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
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Methodology
Secondary Data
Data Sources
Books Journals
Newspapers
Internet
Ali f G Y kf
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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.
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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
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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
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Generation Y prefers SMARTWork
Specific
Measurable
AchievableRemarkable
Time boundTask
GenerationY
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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
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Training Methods Suitable toGen Y Workforce
1. Job Instruction Training(JIT)
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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
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3. Cross Training with JohariWindow
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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
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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
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Questions ?????