Habilidades de talento humano de las nuevas generaciones

Abstract

Corporations have faced a significant change in the composition of their employees in recent years, consequently, the dynamics of the multigenerational workforce pose a significant challenge for managers today, who must recognize that each generation possesses skills and competencies. different. These unique skills, when used, form the foundation of an organization's success (Rani & Samuel, 2016). A major concern is the increase in turnover intention, which could explain why people want or plan to leave their current workplace. The aforementioned authors suggest that this could arise from a possible discrepancy between the work values of new generations, such as Generation X and Millennials, and the values of their respective organizations, which are often established by previous generations in positions of leadership. leadership. They postulate that the relationship between the individual and the company is a significant factor that impacts the reasons why employees feel inclined to stay employed at a certain company. Cogin (2012) argues that managers make the mistake of assuming that the techniques used to motivate and engage long-term employees can be similarly applied to younger employees. However, they soon discover that the newer components of work motivation have different values and do not always elicit the expected response. Some managers rely on salary increases to motivate their employees, but for some generations, spending time with their families is more important than these traditional motivators. After considering these arguments, a proposal to update human resources practices is suggested; This proposal is based on the comparison of work values and turnover intentions between Generation X and Millennials.