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人力资源政策和实践

通过人力资源政策和实践来激励和维持一个有不同年代阶层劳动力的队伍。

摘要

当今的劳动力管理必须学会与不同年代和背景的员工交流。现在大约一半的劳动力主要是婴儿潮一代，他们预计在未来十年内退休。管理必须学会应对失去最早的员工，以及培训Y一代和X一代学习如何成功完成婴儿潮一代员工的工作。同时,管理为了培养出成功企业的使命陈述，也必须学习如何让每一代人都积极地工作和心存感恩。人力资源专业人员需要确保管理人员意识到战略规划指导着什么样的未来，以及调整员工以实现未来的目标。

引言

今天的劳动力由三代组成：婴儿潮一代,X一代和Y一代。为了管理人员成功地管理自己的组织，他们必须明白是什么驱动和激励着每一代人，每一代拥有什么样的特定行为以及他们认为的工作环境的重要有什么样的价值。

HR Policies and Practices

Motivating and Retaining a Multigenerational Workforce Through HR Policies and Practices

Abstract

In today's workforce management must learn to engage their employees who are of different generations and backgrounds. With roughly half of the workforce primarily Baby Boomers who are expected to retire within the next decade, management must learn to cope with loosing primary employees and training Generation Y and X employees on how to successfully complete Baby Boomers jobs. In the meantime, management must also learn how to keep each generation motivated and feel appreciated in order to produce the company's mission statement successfully. HR professionals will need to ensure management is aware of what the future holds by strategically planning and aligning employees to reach future goals.

Introduction

There are three generations that make up today's workforce: Baby Boomers, Generation X, and Generation Y. In order for management to successfully manage their organization, they must understand what drives and motivates each generation, what specific behaviors each generation posses, and what values they each perceive as important for their work environment. Since each generation is different, experts suggest that managers adjust their style of leadership in order to avoid problems (Crampton, 2006). The focus of the recommendations tends to be on Generations X and Y. Less attention is given to Baby Boomers and Veterans, because after all, they are about to retire (Crampton, 2006). As management begins to focus on what makes these generations different from one another, they will be able to maximize the organization's profits and prolong competitiveness in the future economy.

To better understand each generation, we must gain knowledge about each one individually. Piktialis (2006) briefly describes each generation:

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