1. What are the Traits of Gen-Z and
How they will affect the talent
Management Process?
2. As this is Gen-Z which is born after 1995, fully exposed to the
internet environment, making the largest representation on the online
platform, is also termed a iGenreration. It is said that this generation
does not knock at the doors on their arrival, in fact they communicate
thru SMS, whatsApp about their arrival. Like all type of generations
they too are dreamers, but yes with a slight differential edge over the
previous generations, as that they are fully informed about the
ingredients and further execution methodology of their dreams. As
this Generation Z is still not out for earning livelihoods, yes they are
all preparing them self and are on the edge of taking their final leap
towards earning livelihood. Hence the generation (X & Y) which is at
the helms of affairs for short listing and hiring, needs to know their
characteristics, understand them fully and then prepare themselves
so that conducive working environment can be engineered.
Empowering HR
3. 1) One of the prominent differentiator feature which was
possessed by Previous Generations was “Experience” and
the same has been complimented by Generation Z with
“Knowledge”. Hence to reach out and influence them,
effective online presence needs to be made available.
2) They live in a universe which is termed as on line community
and the preferred mode of communications is through
utilisation of electronic and Social media. Generation Z will be
the strong contender in taking the blame of diluting and
extinguishing the physical medium or orthodox mode of
communications.
3) Two different and dedicated strategies needs to be adopted
by the hiring organisations one towards polarisation of the
talent and the second towards farming the talent. As this
bifurcation will lead towards longevity and stickiness.
Empowering HR
4. 4) This Generation avoids public meetings and is termed
public shy, for them knowing each other is not at a face to
face level but purely knowing and meeting through digital
platforms.
5) along the year performance appraisals, Counseling them
and not evaluating them will help to connect and yield
effectively.
6) Their focus needs to be channelized towards lateral
thinking instead of process Compliance, as then only the
mutual growth expectations can be met and fulfilled.
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5. 7) Unlike Gen X and Y ,‘Differentiation of role’ instead of
‘Money’ will be the key element to retain a talent in the
organisation.
8) Classroom trainings will be replaced by Digital content
and curriculum (D2D).
9) They would like to be provided by a work environment
which is without physical boundaries has minimal
constraints. This means implementation of innovative
process and policies including ‘virtual office space’, ‘work
beyond boundaries’,‘flexibility’.
Empowering HR
