• Fri
  • Dec 26, 2014
  • Updated: 1:43pm

HR Voices

PUBLISHED : Saturday, 21 March, 2009, 12:00am
UPDATED : Saturday, 21 March, 2009, 12:00am

As baby boomers, the largest part of the workforce in our generation, begin to retire, human resources personnel have turned their attention to Generation Y (those born after 1982) who will form a large part of the workforce for years. Many companies face the challenge of integrating this age group into their existing workforce because traditional management methods do not get the best out of them. Classified Post asks executives for their solutions on how to incorporate new Generation Y hires into their companies.

'It is important to get staff engaged with their job, which means they are passionate and proud to work for the company, and come to work every day feeling they will give their best. Companies should offer individuals roles that are stimulating and challenging, and install an open and collaborative working culture with the goal of recognising employees' talents. Gen-Yers are willing to speak their minds and challenge the status quo. It is important to offer channels for them to express their ideas.'

Herman Lam Heung-yeung, general manager, Microsoft Hong Kong

'The most successful companies at integrating Gen-Yers into their workforce are those perceived to be fast-paced, energetic, dynamic and fun workplaces by Gen-Yers. Management needs to attract them with a structured career ladder that they aspire to, followed by a corporate culture, championed by the leadership team that different generations can associate with in order to achieve common ground. Culture is reinforced at work through structured orientation programmes and work practices that align the behaviour of this generation to the workplace norms and, outside work, through platforms that Gen-Yers are familiar with, such as discussion through the internet.'

Ian Choy, senior human resources manager, Pizza Hut Hong Kong

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