HR Policies and guidelines for todays Net Generation

1. Team Project: Phase II
Nicholas Allen, Oluwatomilola Assan,
Adam Blair

2. Objectives
• Outline a set of recommended HR policies that organizations should consider to
attract and retain candidate employees from the Net Generation to their
companies.
– Guidelines should include how a company might target and recruit NetGen
candidates, how they should set up work scheduling rules, what kind of
technologies should be provided to employees.

3. Objectives
• Consider how the existing, more traditional workforce might view these new
guidelines, and should therefore provide guidance as to how local companies
should manage a multi-generational workforce.

4. Talent Management
• Coordinated efforts are underway to modernize the company's personnel
system, transforming rigid career paths, lock step promotion timelines, and
centralized personnel distribution processes into a more agile, flexible system.
People want to know they have a future and a path ahead in a place they're
looking to invest in. This is the first step in attracting and retaining our highly
talented employees.
• The envisioned system offers agile and flexible promotions based on qualifications
and experience; and tailored compensation. Not just thinking traditionally, but
flexing to what this Net Generation is craving in a workplace. We are a mobile
society now and to keep the talented, one must look into telecommuting

5. Talent Management
• We are also transforming the current monolithic, all-up-front learning system into
a continuum of learning spanning a valued employee's career. This will require a
Learning Management System to support mobile, flexible delivery of modular
training to cope with today’s mobile environment. It’s not just about bringing the
right person into the job, it’s about giving them the skills and resources to
succeed.
• Innovative delivery concepts to include synchronizing work requirements with
learning modules to ensure proper training is delivered at the right time; and
development of learning oversight and governance to optimize training
investments through shared technology and content. The training modules would
be previously uploaded into the employees personnel company laptop, updated
with every program and tool to ensure success.

6. Talent Management
• The days of traditional thinking about the 9-5 worker that is in a static location
are going away. We are a 21st century society that is demanding flexibility in
work schedules. It’s not about punching the clock, it’s about producing results. If
one is producing, what does it matter the location where it derives from?
• The traditional company that is not looking toward these changes are already
behind.
• We believe in individual opportunity and achievement; cohesive unit teamwork;
and support for the family. We are looking to build on those cultural strengths, a
improve gender integration; and strengthen resilience, health and fitness across

7. Talent Management
As initial steps on this Talent Management path, we need to take the following
actions:
• Expand graduate education opportunity for our top-level performers at our
nation’s best universities.
• Pilot enabling learning technologies to include:
– Peer to peer learning
– Develop entertainment video games to impart knowledge
– Prototype mobile and wireless technology for individuals
• Expand work scheduling flexibility and telecommuting.

8. HR Policies
• Applicant tracking : this tool has immensely contributed to the recruitment
process in organization.
• The human resources department plays an enormous role in the improvement of
employee effectiveness and efficiency. Employee recruitment is a major potential
necessary for organization development.
• The most effective recruitment softwares for tracking and hiring top talents in
organizations (Taleo, Brassring, icims).
• Effective screening of resumes in order to select highly qualified candidates by
matching keywords on resume in comparison to job description and requirements.

9. Effective Recruitment HR
Recommendations
Organizations could improve company awareness by:
• Performing regular system updates to recruitment system usage and experience.
• Maintaining effective communication with universities in order to enlighten
upcoming graduates regarding their company and it’s recruitment process.
• Encouraging the use of the internet by completely eradicating older forms of job
application process.
• Improving job seekers experience by providing frequent feedback on job
application status.

10. Privacy concerns
• Applicant personal information is easily exposed as a result of linking social
media accounts to tracking systems.
• Applicants must be adequately informed concerning the privacy and security of
their information in every job application process.
• Applicant tracking should be limited to professional social networks (for example
Linkedin, Focus, Entrepreneur connect, etc.)

11. • Provide employees option for flexible work schedule
• Provide employees option for working from home (telecommuting) when
feasible
• Provide employees option for sabbatical, jos is always “on the table”
• Provide employees the ability to temporarily move into other departments to
find best fit
• Host digital collaborative environments
– skype for video conference meetings
• Provide employees with top level knowledge
– company transparency
HR policies to attract and retain candidate
employees from the net generation

12. How companies could target and recruit
net generation candidates
• Social media (Facebook, Myspace)
• Recruiting videos (YouTube)
• Job search engines (ClearanceJobs, Indeed, Monster, USAJobs)
• Business oriented social networking (LinkedIn)
• Job fairs
• College recruiting
• Recruiters

13. How companies could set up work
scheduling rules
• Provide employees of both workforces option for flexible work schedule

14. Technologies that could be provided to
employees

15. How the existing traditional workforce
could view these HR policies

16. How companies could manage multi-
generational workforces