There are currently five generations in the workforce. Only a few short years ago employers who were expecting to be faced with mass retirements are now looking at accommodating workers who cannot afford to retire, or are simply healthy and happy enough they’d like to stay at work. However, the labor force continues to put in hard work and lots of strategy to find the right people to fill vacancies and to be able to serve their customers.
This course examines the history and reality of the generation gap, especially for recruiters and succession planning. In it, we will explore whether defining the actual limits of each generation is most important, or whether the merits of people within the context of employment is the bigger issue. After all, understanding others helps us to understand ourselves and to manage the people that we work with. We will also explore problems, solutions, and strategies to help overcome issues of the generation gap.
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
This session takes a look at the idea of a generation gap, how it was named, the terms used to describe generations, and other considerations.
There is a lot of common ground between generations. In this session, that common ground is looked at in light of the role of values in conflict, and the role of generations in teams. The conversation then switches to a look at underlying issues of generational relationships.
This session articulates the boundaries between different generations as well as the similarities.
A mono-generational workplace does not exist in this day and age. This session looks at the concerns of employees across the spectrum of generations.
This session explores the pre-assignment and digs into opinions on various generations along with a look at any generalizations that we may make.
Next, the course takes a look at how to discern what people are seeking in a career and the best way to meet those needs. Targeted ads, along with personality assessments, are also discussed.
Planning is one of the keys to success in any endeavor. This session takes a look at succession planning, coaching, and mentoring as ways to close the generation gap.
You’ve spanned the generation gap and landed the employees you want. The trick now is to keep them. Retention strategies are considered in this session.
This session looks at the larger picture of the generation gap in the context of human resources issues.
At the end of the course, students will have an opportunity to ask questions and fill out an action plan.