Strategic Human Resource Management

Mid-Term Group Take-Home Assignment

By:
Hossam El Sayed El Badawy
Mohamed Saber Ibrahim
Ehab Refaat Boshra
Ahmed Samy Abdelhalim
Mostafa Gamal Mohamed
Ahmed gamal

Supervised by:
Dr. Raghda Fawzi

OCT, 2020

0
Content :

1. Who are the Millennials?.........................................................................................................2

2. Millennials characteristics at workspace ...............................................................................3
2.1. Millennial Challenge Hierarchical Structures ...........................................................3
2.2. Millennials and Technology ......................................................................................3
2.3. Millennials Seeking for Change ................................................................................3
2.4. Millennials interested in continuous learning ...........................................................4
2.5. Millennials Hunger for Constant Feedback ..............................................................4
2.6. Millennials Want Recognition ..................................................................................4
3. Differences between Generations.....................................................................................................5
4. Opportunities that millennials bring to the workplace..............................................................7
5. Millennials Needs in work place .....................................................................................................9
5.1. Ability to Network .............................................................................................................9
5.2. Career Development ..........................................................................................................9
5.3. Flexibility & Mobility........................................................................................................9
5.4. Transparency and feedback...............................................................................................9
5.5. Technical Advancements..................................................................................................10
5.6. Focus on Social Causes.....................................................................................................10
5.7. Better Benefits....................................................................................................................10
5.8. Competitive Environment.................................................................................................10
5.9. Enjoy working experience................................................................................................11
6. Managing a Multi-Generational Workforce Techniques ..........................................................11
6.1. Mentoring, training.............................................................................................................11
6.2. Avoid making age-based assumptions & stereotyping. ...............................................11
6.3. Listen to employees and find out what they want. ........................................................11
6.4. Customize approach for each employee. ........................................................................12
6.5. Adopt varying communication styles. ............................................................................12
6.6. Refine techniques for delivering feedback. ....................................................................12
6.7. Assemble age-diverse teams for projects. ......................................................................13
7. Millennials Views on Work .............................................................................................................13
8. Attracting and Retaining Millennial..............................................................................................14
8.1. Good Work/Life Balance. ........................................................................................14
8.2. Opportunities to Progress/Be Leaders. ....................................................................14
8.3. Flexibility in Schedule. ............................................................................................15
8.4. Sense of Meaning from Work. .................................................................................15
8.5. Professional Development Training Programs. .......................................................15
Conclusion...............................................................................................................................................16
References...............................................................................................................................................17

1
Who are the Millennials ?

The term Millennial generally refers to the generation of people born between the early 1980s and 1990s.The

Millennial Generation is also known as Generation Y, because it comes after Generation X — those people

between the early 1960s and the 1980s.

The millennials or generation Y. Also known as digital natives, millennials are those born between 1982 and

1994 and technology is part of their everyday lives: all their activities are mediated by a screen. The concept

of on and off is completely integrated into their lives. However, they were not born into it; they migrated to

the digital world from the analogue one in which they were living.

Unlike previous generations, because of the economic crisis, the world requires them to be better trained to

get a job, as competition is increasing. Unlike their parents, Generation X, digital natives are not satisfied

with the world around them and are ambitious and want to achieve their goals.

However, the millennial generation is labelled as being lazy, narcissistic and spoilt. In fact, in 2014, Time

magazine labelled them as the “me” generation.

2
2. Millennials characteristics at workspace

2.1.Millennial Challenge Hierarchical Structures

Millennials aren’t afraid to share their opinions and ideas, and this will be better to the company from

listening to everybody’s point of view. They prefer a cross-functional way of working that transcends the

constraints of rank they believing this is better for the business.

2.2. Millennials and Technology

Generally, Millennials breathe technology 53% of Millennials said they rather eliminate their digital

devices! These “Digital Natives” grew up playing educational games in middle school and expressing

themselves on social media in high school.

In the work setting, Millennials don’t just approve of using social media, they insist on it, with 56% saying

they would not accept jobs from companies that ban social media. They disagree with the concept of social

media could affect on the production, having a keen understanding of the many ways that it can support a

company’s business goals. Millennials have a firm understanding on how to use these tools to do things like

build relationships, obtain solutions and research information on demand.

2.3. Millennials Seeking for Change

Millennials don’t like to do something in certain way just because that’s how it’s always been done. They

recognize that the business and technology landscape is constantly changing and that our ways of working

should change with them.

3
2.4. Millennials interested in continuous learning

Just because Millennials are out of college, doesn’t mean they want to be done with learning. In fact,

a strong millennial characteristic is that they are seek to continue expanding their skill sets, and holding

intellectual stimulation as a top factor in workplace motivation.

Also, social media is a key channel for learning and information transfer. According to the 2013 Millennial

Impact Research Report, Millennials who want constant updates on an organization no longer rely on or

return to websites to receive that information. Instead, they use websites first to learn about the organization,

and then to connect with its social networks to stay updated.

2.5. Millennials Hunger for Constant Feedback

80% of Millennials said they want to receive regular feedback from their managers. They don’t want to have

to wait for their mid-year review, preferring to receive bite-size feedback more often. They want to have

clarity on how they’re doing day-by-day, seeing performance management as an ongoing journey.

2.6. Millennials Want Recognition

Millennials also expect recognition for their hard work and accomplishments, with 89% saying a reward

should be given for a job well done. This isn’t because this generation is needy and self-centered, rather –

it’s because they wait indications that their superiors approve of their work. Unlike previous generations.

4
3. Differences Between Generations

Generation X includes those born between 1965 and 1981, during the reconstruction of Europe after the

war. Their life has not been easy, since, after a period of upheaval, finding a job was a great challenge. To

work and produce was their philosophy of life, leaving no room for idealism. Individualism, ambition and

an addiction to work — or being a workaholic — are the values with which they grew up.

The parents of this generation (baby boomers )had the worst part: they lived through the postwar period.

They are the Baby boomers — born between 1946 and 1964 — and they are called this because they were

born during the baby boom, the period in which the birth rate shot up in a number of Anglo-Saxon

countries, above all the United States, Canada and New Zealand, after the end of the Second World War.

- Millennials generation meaningful motivation. For that generation specifically likes to get motivated

psychologically and/or financially Comparing to old generations who had not care much about motivation

as stability and routine.

- Challenges the hierarchy status-quo : Some might observe this as a negative point, but this generation is

an ambitious enough to grow than the older generations who are Strict to hierarchy.

- Places importance on relationships with superiors: Older generations consider the relationships with

superiors as a bureaucratic Path; however, the millennials generate very positive relationships with

superiors and develop to warmer and friendly dimensions outside the workplace.

- Intuitive knowledge of technology Older generations are less knowledge and innovations in technology.

- Open and adaptive to change Older generations are more interested in routine and do not like changes.

- Passion for learning: Older generations are less intention to learning and self-development.

- Values social interactions in the workplace Older generations are not interested to improve social

interactions in workplace and keep it concise in organizational relations.

5
 Figure 1 Differences between Generations .

Generations are shaped by the context in which they emerged (Exhibit 1). Baby boomers, born from 1940

to 1959, were immersed in the post–World War II context and are best represented by consumption as

an expression of ideology. Gen Xers (born 1960–79) consumed status, while millennials (born 1980–94)

consumed experiences.

6
4. Opportunities that Millennials bring to the workplace

Millennials have a reputation for caring about the work they do more work than the money offered

as they need to prove them self against the elder employee.

Collaborative

They usually trying to connect to the workplace faster and they encourage teamwork around the

workplace. Also, they are accepting any advice fast as they understand their position of gaining

knowledge and experience.

Adaptable

They are able to adopt with any kind of work type as they didn’t get used for a different one before.

Increased work-life balance

The lines between their work and personal lives are blurred. They are the first generation to have

been raised in a 24/7 environment and can work from home or taking work calls during their

vacation if needed.

They value your feedback

They will be listening to the seniors feed back as they totally know that they experience is not

coming only from books and senior experience matters

Positivity

They are very excited and positive about work. They enjoy talking about their jobs and sharing with

others about what they do. Which usually give a positive feedback about the company to the people.

7
Efficiency through Technology

Millennials born in the latter half of this generation are truly digital natives. They have only known

a world where everyone has a cell phone which will affect with Greater efficiency due to using the

technology which will reflect for sure to save money

Innovative

They innovate to solve the problems they face and are not afraid to try new solutions. Their

creativity is benefited a great deal from their diverse perspectives.

Also due to technology experience they have an access to multiple sources to solve most of the

issue that they usually face.

Optimistic

As they didn’t face any obstacles yet due to their carrier path duration, they have the optimistic

view against their carrier path and the company.

They are charitable

If the company have a social responsibility or accountability, the millennials are the most

volunteering of their time, and being active in their communities comparing to the elders.

Greener and Cleaner

They want to be part of organizations that make positive contributions related to the environment

as such a behavior related to the environment was recently know by people

8
5.Millennials needs in work place

Millennials have great qualities to positively impact a company’s growth and culture. Giving them

a conducive environment where they can maximize their skills and discover their potential helps

them stay longer and contribute to the success of your organization.

5.1. Ability to Network

Millennials depend largely on networking and communication with their teams. Gone are the days

where meetings were held in meeting rooms and only the manager talked. Now, new age workers

gain the most out of one-on-one conversations or group discussions. This brings out the best ideas

and most importantly, connects them with other team members.

5.2. Career Development

Career advancement is a big factor for millennials. They think beyond landing a job and want

career development opportunities in their workplace. They are keen to enhance their skill sets and

leverage their existing expertise.

5.3. Flexibility & Mobility

It’s vital for them to be able to work anywhere, whether it is from home or when they are on

vacation.

5.4. Transparency and feedback

Transparency for today’s employees means regular feedback and recognition, both formal and

informal. In a data-driven, fix-it-quick world, they’re after specific examples of good performance,

targeted development areas and advice around how to close development gaps.

9
5.5. Technical Advancements

Millennials utilize technology to complete their work faster and more efficiently.

Millennials appreciate being given the tools they need to execute their jobs. When they feel that

their needs are met, productivity improves and so does retention.

5.6. Focus on Social Causes

Probably the most significant and most valuable trait of millennials is their desire to contribute to

social and economic causes. They expect companies to focus on social causes and give back to

society.

5.7. Better Benefits

Millennials want more from their jobs. Though the paycheck plays a big part in their job

selections, it’s more about what other benefits they’ll get. Perks like paid vacations, health

benefits, and subsidized company shares steer their interest in landing a job.

Because there are a lot of other ways to earn money nowadays, millennials won’t stay at a

company if they feel they are not compensated well. They are willing to do more and work hard

to justify the benefits they receive from their employers.

5.8. Competitive Environment

Growing in personal and professional fronts is vital for millennials. One thing that contributes

heavily to their job selection is a competitive work environment. They want to learn and grow

instead of just sitting at their desk clocking in hours. Having a healthy competition with their

colleagues boosts their productivity.

10
 5.9. Enjoy working experience

Millennials are the first generation to use the word “fun” to describe their dream job. They really

embody the sentiment that life is too short to be stuck in a dead end job

6. Managing a Multi-Generational Workforce Techniques:

6.1.Mentoring and training :

endorsed mentoring between generations as a means with effectively managing a

multigenerational workforce. Mentoring, training, and coaching reinforcement are crucial for

building teamwork and

internal talent . Organizations must look at mentoring and training programs through the lens of

generational differences

6.2. Avoid making age-based assumptions & stereotyping:

Stereotypes are the worst—and whether they’re true or false, they’re not doing anyone any favors.

In order to take full advantage of your multigenerational workforce, avoid making any assumptions

or stereotyping based on age. Instead, talk to each of your employees and learn about their

individual preferences and working styles.

6.3. Listen to employees and find out what they want:

Instead of making age-based assumptions about the needs of employees, take the time to listen to

each employee and find out what they want. This will open the lines of communication, help you

work together more efficiently, and improve employee engagement.

11
6.4. Customize approach for each employee:

Each employee is a unique individual with different preferences, goals, skills, weaknesses, and

ways of communicating. Rather than generalizing and treating everyone the same, it is good for

taking a custom approach with each employee.

6.5. Adopt varying communication styles:

While Boomers opt for phone calls, Millennials prefer to communicate digitally through instant

messaging and texting. The two younger generations are also more likely to enjoy working in a

collaborative manner.

Because each generation has different communication styles, you should adopt various styles of

communicating with them. Learn what each employee’s preference is and then adapt to that style.

Furthermore, different generations can learn from each other. For example, MasterCard has been

offering a one-on-one‘ Social Media Reverse Mentoring’ program where younger employees help

the older ones familiarize themselves with various social media platforms.

6.6. Refine techniques for delivering feedback :

Gen X employees want to be left alone, while Gen Z employees want immediate, bite-sized

feedback on their performance. Next to adopting varying communication styles, you should refine

your techniques for delivering feedback and apply them based on employee preferences.

Taking a personalized approach will not only make employees happy but also make it easier to

deliver effective, meaningful feedback.

12
 6.7. Assemble age-diverse teams for projects :

By creating age-diverse project teams, you can leverage the unique strengths of each generation,

while also encouraging team members to collaborate and build relationships with one another.

For example, a Gen Z employee might be aware of the latest technology and social media

platforms, while an experienced Boomer might have invaluable knowledge of the industry you

work in.

7. Millennials Views on Work

With millennials, the generational gap that usually happens was accentuated by the technological

boom. This shaped their view on life and work but also allowed them to gather an impressive set

of skills.

As such, millennials are tech-savvy, creative, adaptable, bold, and insightful. But they also put

more focus on their mental health and personal life than older generations do. In fact, millennials

were actually the first to put emphasis on the need for a better work-life balance.

millennials’ focus is on making society better, and are happy to invest their money and time in

companies that have a positive impact. These are the people that will not hesitate to cut ties with a

brand if they disagree with the business practices behind it. Millennials will likely not stand behind

a fashion or tech company that uses child labor in disadvantaged countries, and they will not turn

a blind eye to disloyal practices.

13
8. Attracting and Retaining Millennial

First, we need to know how this generation think what attract and what dislike in aim to fulfil their

needs, last research indicated that around 43% from millennials planning not to stay more than two

years on their current jobs and only 28% aiming

to stay more than five years so we need to understand what behind these numbers how to attract

or retain the 48% and how to maintain and 28% and increase it as nowadays the cost of hiring new

staffs is equal 16% of the individual’s salary for entry level and more for senior level, so here is

some points which millennials make their decisions based on either to stay or to take the next step

on their career.

8.1. Good Work/Life Balance :

As a millennial’s person work to me not number one priority but as I work to live not live to work

so it must be balance between work time and employee life which create healthy environment to

create in.

8.2. Opportunities to Progress/Be Leaders :

They tend to be more ambitious and look to their career pathway and them career aspirational so

from beginning you must put them on the right track and show them their future on the company

and clear plan and clear parameters to catch your dream and to go to the next seniority level

in the company .

14
8.3. Flexibility in Schedule :

This generation don’t like to be restricted to old mindset and old habits , need more flexibility on

work hours and need the space and to be judged based on the company goals and tasks required

from him unless I am committed to the deadtime for my tasks and doing well what is the point

from working from home or office morning or evening sure it differs according to the job type.

8.4. Sense of Meaning from Work :

They intend to make difference in life not to work without goals and to feel that their work changes

the world around them and that their exist mean something no just numbers.

8.5. Professional Development Training Programs :

Modern training needs to be digital. Transitioning to a technology-based way of learning will not

only help fulfill the needs of millennial workers but will establish a system that can support the

growth of future generations to come.

15
Conclusion

Millennials have a drastically different outlook on what they expect from their employment experience.

Millennials are well educated, skilled in technology, very self-confident, able to multi-task, and have plenty

of energy. They have high expectations for themselves, and prefer to work in teams, rather than as

individuals. Millennials seek challenges, yet work life balance is of utmost importance to them. They do,

however, realize that their need for social interaction, immediate results in their work, and desire for

speedy advancement may be seen as weaknesses by older colleagues.

The millennial generation is the largest age group to emerge since the baby boom generation, and as this

group grows significantly as a proportion of the workforce over the next 20 years, employers will need to

make major adjustments in their engagement models. Motivating, engaging, and retaining people will

never cease as managerial priorities, but employers will have to carefully consider what strategies they

will use to cultivate and retain valuable millennial employees now and into the future.

16
References

- https://www.mindtickle.com/blog/new-hire-onboarding/10-millennial-personality-traits-

hr-managers-cant-ignore/

- Iden, Dr. Ronald. (2016). Strategies for Managing a Multigenerational Workforce.

- https://harver.com/blog/generational-diversity-in-the-workplace/

- https://www.pwc.com/co/es/publicaciones/assets/millennials-at-work.pdf

- https://home.kpmg/content/dam/kpmg/uk/pdf/2017/04/Meet-the-Millennials-Secured.pdf

- https://www.iberdrola.com/talent/generation-x-y-z

- https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-

generation-z-and-its-implications-for-companies#

- https://iveybusinessjournal.com/publication/the-millennials-a-new-generation-of-employees-a-

new-set-of-engagement-policies/

- https://www.goskills.com/Resources/Millennial-employee-retention

17