Team Project: Phase II

Nicholas Allen, Oluwatomilola Assan, Adam Blair

Objectives

• Outline a set of recommended HR policies that organizations should consider to

attract and retain candidate employees from the Net Generation to their

companies.

– Guidelines should include how a company might target and recruit NetGen

candidates, how they should set up work scheduling rules, what kind of

technologies should be provided to employees.

Objectives

• Consider how the existing, more traditional workforce might view these new

guidelines, and should therefore provide guidance as to how local companies

should manage a multi-generational workforce.

Talent Management

• Coordinated efforts are underway to modernize the company's personnel system,

transforming rigid career paths, lock step promotion timelines, and centralized

personnel distribution processes into a more agile, flexible system. People want

to know they have a future and a path ahead in a place they're looking to invest

in. This is the first step in attracting and retaining our highly talented employees.

• The envisioned system offers agile and flexible promotions based on qualifications

and experience; and tailored compensation. Not just thinking traditionally, but

flexing to what this Net Generation is craving in a workplace. We are a mobile

society now and to keep the talented, one must look into telecommuting

technology.

Talent Management

• We are also transforming the current monolithic, all-up-front learning system into

a continuum of learning spanning a valued employee's career. This will require a

Learning Management System to support mobile, flexible delivery of modular

training to cope with today’s mobile environment. It’s not just about bringing the

right person into the job, it’s about giving them the skills and resources to succeed.

• Innovative delivery concepts to include synchronizing work requirements with

learning modules to ensure proper training is delivered at the right time; and

development of learning oversight and governance to optimize training

investments through shared technology and content. The training modules would

be previously uploaded into the employees personnel company laptop, updated

with every program and tool to ensure success.

Talent Management

• The days of traditional thinking about the 9-5 worker that is in a static location

are going away. We are a 21st century society that is demanding flexibility in work

schedules. It’s not about punching the clock, it’s about producing results. If one is

producing, what does it matter the location where it derives from?

• The traditional company that is not looking toward these changes are already

behind.

• We believe in individual opportunity and achievement; cohesive unit teamwork;

and support for the family. We are looking to build on those cultural strengths, a

improve gender integration; and strengthen resilience, health and fitness across

the force.

Talent Management

As initial steps on this Talent Management path, we need to take the following actions:

• Expand graduate education opportunity for our top-level performers at our

nation’s best universities.

• Pilot enabling learning technologies to include:

– Peer to peer learning

– Develop entertainment video games to impart knowledge

– Prototype mobile and wireless technology for individuals

• Expand work scheduling flexibility and telecommuting.

HR Policies

• Applicant tracking : this tool has immensely contributed to the recruitment process

in organization.

• The human resources department plays an enormous role in the improvement of

employee effectiveness and efficiency. Employee recruitment is a major potential

necessary for organization development.

• The most effective recruitment softwares for tracking and hiring top talents in

organizations (Taleo, Brassring, icims).

• Effective screening of resumes in order to select highly qualified candidates by

matching keywords on resume in comparison to job description and requirements.

Effective Recruitment HR Recommendations

Organizations could improve company awareness by:

• Performing regular system updates to recruitment system usage and experience.

• Maintaining effective communication with universities in order to enlighten

upcoming graduates regarding their company and it’s recruitment process.

• Encouraging the use of the internet by completely eradicating older forms of job

application process.

• Improving job seekers experience by providing frequent feedback on job

application status.

Privacy concerns

• Applicant personal information is easily exposed as a result of linking social

media accounts to tracking systems.

• Applicants must be adequately informed concerning the privacy and security of

their information in every job application process.

• Applicant tracking should be limited to professional social networks (for example

Linkedin, Focus, Entrepreneur connect, etc.)

• Provide employees option for flexible work schedule

• Provide employees option for working from home (telecommuting) when feasible

• Provide employees option for sabbatical, jos is always “on the table”

• Provide employees the ability to temporarily move into other departments to find

best fit

• Host digital collaborative environments

– skype for video conference meetings

• Provide employees with top level knowledge

– company transparency

HR policies to attract and retain candidate employees from the net generation

How companies could target and recruit net generation candidates

• Social media (Facebook, Myspace)

• Recruiting videos (YouTube)

• Job search engines (ClearanceJobs, Indeed, Monster, USAJobs)

• Business oriented social networking (LinkedIn)

• Job fairs

• College recruiting

• Recruiters

How companies could set up work scheduling rules

• Provide employees of both workforces option for flexible work schedule

Technologies that could be provided to employees

How the existing traditional workforce could view these HR policies

How companies could manage multi-generational workforces