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ny with excellent reputation as compared to a low profile company even with a higher salary, talent retention becomes easier for such organizations, which thus benefit everyone.

This seems quite surprising that people would work at a lower salary, in order to work in so called dream organizations. So branding your identity in the marketplace becomes important from organization point of view.

雇佣——Hiring

Recession always brings job cuts and layoffs associated with it. Millions of jobs were cut down during this recession. Those who were lucky enough to survive the windfall found themselves in the midst of increasing pressures from their mangers.

Life after end of the recession can be termed as second bright chance and with increase in economic activity in the last quarters we can say that many potential employees will find a sense of opportunities in the job market.

With global economy moving away from the deep impacts of recession, organizations have already started to search for the talent but the recruitment policies are giving more impetus to lower cost and technological solutions that are seen as efficient. Also steps put forward by these companies are with caution and with calculated risk. Organizations do not want to take any decisions in haste and thus are taking more holistic approaches in getting prior information about the candidates they select. One of way applied by companies is use of social media in the recruitment process (Sparrow 2004).

Various social networking sites like LinkedIn and Facebook which work on web 2.0 technologies are helping these organizations in a significant manner. Apart from these many of the employers are micro-targeting employees with the use of niche blogs that are available in the internet world (Sparrow 2004).

代际差异——Generational Differences

Organizations that only consider age in the process of addressing generational divisions in the workforce are exposed to a greater amount of risk as they can lose knowledge to retirements and high attrition rate. Instead mining the knowledge base of older workers can lead to many benefits for the organizations. Assumptions based solely on age factors can bring in efficiencies and thus can lead to faulty conclusions and decisions

Age is one of the factors based on which there can be some hindrances which could prevent employees from interacting with each other and sharing knowledge. This is one of the characteristics of the human nature that it interacts with their same age group more often than not. By Reducing divisions amongst workers will lead to growth for the organization. The knowledge gained through experiences should be passed to the younger generation rather than being losing it through retirement. More than one-third (34 per cent) of all American employers - and nearly half (46 per cent) with 25 000 or more workers - agree that the aging workforce will have a significant impact on their company. However, more than three-quarters (79 per cent) have not taken any steps to accommodate older workers (Lancaster, Stillman 2003).

So to figure out ways to bring employees of different age together will allow companies to tap into the gained knowledge

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