Question
Given the rise in literature which exists on the rise of Generation Y and Generation C (Booz and Co), discuss with examples how the HR activity of Resourcing and Talent Management will change in the next 10 years. Examples may include features such as the change in working expectations, the use of social media and flexible working.
Your line manager is interested in this topic too as has asked you to write a short 1500-word report on the topic with a series of recommendations she may need to act upon.
Solution
Executive Summary
This report entails an evaluation of the changes in the HR activity in resourcing and talent management (RTM) in the next decade. Notably, the employment market is dynamic and is influenced by various factors, including demographic changes, technology-oriented individuals, and new educational and industrial standards. Among the demographic and social changes is the rising number of generation Y and C as both customers and employees. Technology, on the other hand, has resulted in the increasing use of social media and flexible working. Organisational managers should, therefore, acknowledge these changes and integrated them into the recruitment and talent management process of the future generations.
Table of Contents
3.0 Resourcing and Talent Management in the Next 10 Years. 5
3.1 Increasing Employee Support and Working Expectations. 5
3.2 Continuous Employee Education and Empowerment 6
3.3 Employee Experience and Talent Mobility. 6
3.4 Flexible and Social HR.. 6
3.5 Data-Based HR and Integration. 7
4.0 Conclusions and Recommendations. 7
1.0 Introduction
The employment market is affected by various factors, including generational changes. According to Winkelmann-Gleed (2011), the current workforce is characterised by rising concern and need to manage the ageing population. The broad aspect is that the current workforce comprises of a diverse population with regards to age, gender, race, and ethnicity. Considering the age aspect, there are challenges associated with young individuals. The millennials, for instance, are characterized by narcissism, which entails the peer influence and the love for money and fame. Employers face several challenges when sourcing employees from these generations due to their characteristics and behaviours. It is therefore essential to understand ways through which organizations can adjust with the social changes
2.0 Generation Y and C
The current Generations Y and C present a significant concern to employers. In terms of resourcing and talent management, these populations are characterized by making their own decisions, switching careers, need for a flexible working environment Also, information and communication technology (ICT) has influenced these two generations through the social media platforms. It is first essential to define the two generations. Generation Y, also referred to as the millennials are individuals born between 1982 and 1994. To these individuals, technology is a central part of their lives, and the majority of their activities are mediated through the screen (Naim and Lenka, 2018). These individuals migrated from the analogue to the digital world. Unlike their parents, who were generation X, this population is expected to be better trained due to the rising competition in the labour market. Some of the characteristics defining the millennial generation include narcissism and laziness.
Generation C follows the millennials. C, in this regard, entails connected (Settle, 2019). This generation is not described by age. Rather, their key characteristics are informed by their lifestyles. For this generation, their way of life is explained by behavior and interests. In contemporary society, this generation is growing as a new category of consumers. This generation is also described by communication via social media, getting the news on the mobile devices, and binge-watching the shows that are on demand. Technology influences these individuals’ expectations and control. Companies are, therefore, expected to demonstrate gratitude and provide personalized services.
3.0 Resourcing and Talent Management in the Next 10 Years
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