Generation Y: Strategic Role of HR Services for the Employee's Performance and Productivity

By

ACKNOWLEDGEMENT

My thanks go out to all who have helped me complete this study and with whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I, [names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date ________________

Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

INTRODUCTION1

Background Of The Study1

Objectives2

Research Questions3

Hypothesess3

INDICATIVE LITERATURE REVIEW4

Importance Of Motivation And Reward Retail Employees Of Generation Y4

Strategic Human Resource Management (Shrm)6

Historical Account Of Human Resources Management7

Role Of The Human Resources Professional8

Workplace Requirements Of 20th Century9

METHODOLOGY11

Introduction11

Research Method For Curbing High Staff Turnover11

Chosen Research Methodology For Reducing High Staff Turnover12

Fundamental Issues Of Research Methodology12

Research Strategy13

Justification Of Research Strategy13

Data Collection Method14

Validity14

Reliability15

REFLECTIONS AND RESOURCES16

OVERALL STRUCTURE18

RECOMMENDATIONS20

REFERENCES21

INTRODUCTION

Background of the Study

The study is based on the Generation Y: strategic role of HR services for the employee's performance and productivity. The study discusses the impact of the strategic role of HR services on the employee's performance and productivity while related this concept with Generation Y. It is important to explain the working characteristics of Generation Y along with the strategic role of HR service on their performance and productivity. For this purpose, it is important to explain the Generation Y firstly.

In this first decade of the 21st century, there are more generations in the workforce than ever before. In the 1960s, Baby Boomers entered the workforce to forever change the ways in which work was conducted. Nearly 50 years later, this generation is still in the workplace along with three other generations of workers with unique experiences and values. Approximately 80 million Baby Boomers are leading businesses in the United States; yet, for the first time in history, this large and influential group will soon become the minority. A new generation, the children of Baby Boomers, are the fastest-growing segment of the workforce.

Mass media has drawn attention to the entry of a so-called new generation of people influencing today's workplace. Magazine, newspaper, and television news media have reported a significant new challenge posed to employers with a large and distinct new group of workers. Several authors have discussed the need to interact with this generation differently than other generations in the workplace. Loughlin & Barling (2001) argued that organizations will be challenged to attract, motivate, and retain these young workers given the implications of their approach to employers. This generation and its potential differences may represent one of the most important diversity issues in the United States workplace. Concurrent with the popularity of discussions about younger workers is considerable discrepancy about ...