How to manage talent in the 21st century? Generational change is coming (eBook)

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jrineak.t.er0.1
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How to manage talent in the 21st century? Generational change is coming (eBook)

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In all companies of a certain size, it is common to find employees and collaborators of all ages. And although different generations have always coexisted in the same company , they have never been so heterogeneous as they are now in their way of thinking, in terms of their concerns, etc., nor so similar in the positions they seek to fill. Combining knowledge, experiences and generations should be an effort that, far from becoming a problem, should become an opportunity for those companies capable of managing the difference in this talent and adapting to today's market.

Download the free ebook “How to manage talent in the 21st century?” at the following link.

Any organisation that wants to consider itself 2.0 cannot turn a deaf ear to the values ​​and behaviours of its professionals from different generations if it wants to manage its workforce well. There is a lot of talk these days about the differences between the so-called Baby Boomers, Generation X and Generation Y. But belize email list have you ever stopped to ask yourself what these groups have in common when they are together? At Sage, we have produced an eBook in which we present the keys to understanding these generations and getting the most out of them.


Generational talent management: when opportunity lies in variety
There's no denying it. Every time a project has to define the target audience, it's shocking to see the names that have been assigned to the different generations , especially the first time: Baby Boom, Generation X or Generation Y.

Baby Boomers are dedicated professionals, resistant to change and workaholics. They occupy senior positions in today's companies and are between 50 and 65 years old. Generation X is characterized by its more reflective nature, more likely to accept proposals and with the ability to work with both digital and traditional means. Their average age is 45 years old.

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Finally, Generation Y is made up of the youngest people, who are almost 30 years old and are also known as millennials. They have grown up in the midst of the technological boom. They have more degrees than their predecessors and are entering the workforce with great ambition. They are making a strong impact: in the United States they are already the largest workforce and will soon represent the majority of the global workforce.

Start of marked textDownload the eBook How to manage talent in the 21st century? The generational change is comingEnd of marked text

This new generation wants more leadership development opportunities than their peers. Keep in mind that they live in a “just in case” world. Waiting is demotivating and patience is not one of their main characteristics. They are also changeable people, as they do not seek to find the job of a lifetime on the first try, but are eager to learn new things.

In any case, taking advantage of this generational diversity, which is both feared and beneficial, is the challenge for companies in the 21st century. It is something new, since, for the first time in history, three generations coincide in the same time and space for study and work . The different generations that share today start from different conceptions of the world, in general, and of study and work, in particular. In order to have an adequate and efficient coexistence between these generations, it is very important to know more about the motivations and values ​​that predominate in them .

But let's not panic and talk about a "generation gap." It is not advisable to be too close to this idea and, therefore, it is better to work from the perspective of facilitating a series of ideas that serve to work on the generational differences that exist within a company so as not to fuel the conflicts derived from them.
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