With 4 generations in the workplace HR Directors are increasingly asking "what's the best strategy for managing a multi-generational workforce"? Opinion is divided: should HR differentiate by generation?
The case for: by addressing and accommodating generational differences a positive, inclusive work culture is created that leads to business success by enhancing recruitment, retention, performance and profitability.
The case against: workforces have always been “multi-generational”: it’s as much about the stage of life you are at as the generation you are from - an effective and engaging organizational culture crosses the generation gap(s).
Topics to be covered include:
-
Differentiating 4 generations in the workplace: where's the ROI?
- The business case for differing communications, engagement, recruitment and retention strategies
- How do we enable leaders to understand the drivers of engagement for different generations?
- How do we balance creating opportunities for young entrants with meeting the needs of older worker?
- How do we facilitate the transfer of knowledge between Boomers, Gen X, and Gen Y?
Ask questions and share your views during the Q&A that follows the presentations.
After the Q&A, please join the panel, our members and the teams from Penna and the Strategic HR Network for drinks and canapés.