Adopt to change the role of HR with Millenials

In every organization as we described satisfying the most valuable employees will lead to take the organization to great heights since the performance of the organization is depend on them. At present with the technology driven working enviornment HR department faces the main challenge to serve their different kinds of employees with a single workforce. As per Behrans (2009) While handling aged and matured employees in the organization the HR people too have to cope with generation X and generation Y who thinks differently and always tends to complete works with ease with the support of technology.

The X and Y generation are always technically connected although they are not socially connected.

Therefore the HR team has to manage all without dissatisfying them.

As per Nina (2017) we can expect extreme changes in workplace enviornment since the earlier people who have "hired for life" mentality will gradually remove from the work organizations and millenials will tend to stay at an average employer from 3 to 5 years. Mainly the millenials will be more concern on work life balance, therefore leaving the organization sharp at 5 without attending to additional work load. They always expect positive feedback and looks forward for new learning opportunities. HR team has to get ready for these kind of challenges.

As described by Walker (2007) through creating employer brand which is to be lived by the employees, the HR people can retain new generation with the organization. Also HR department has to change their management systems such as maintenance of personal files in traditional way and documentation. They must best prepare for adopting to human investment perspective.

Since the young generation is always focused on their perks and benefits rather than staying with same organization HR team has to introduce high performance work culture to retain the valuable and most wanted employees in the organization with competitive packages for them.

As per  Armstrong (2014) it suggests to HR professionals to redesign job roles which will matched for high performance work culture, implementing team building and flexi working for staff, job enrichment, align reward and appraisal criteria to value and reward employees.

By doing so the organizations will retain the new generation which will undoubtedly help to achieve the overall objectives of the organization while keeping  the industry experts with them.

References

Behrens, W. (2009), Managing millenials, Marketing health services, pg -19

Nina, D. (2017), What challenges face human resource department in twnty first century,

Walker, P. (2007), Develop an effective employer brand, People management, pg 44

Michael Armstrong (2014), Armstrong's handbook of Human resource management practice, 11th Edition, pg 232-233