Human Resources Framework For Generation Z

Generation z cohort studies

Human Resources Framework For Generation Z

Introduction
A generation cohort refers to a group born in the same defined period of years. They share certain societal and historical life exposures during their formative years. Members of the group tend to have a homogenous mindset and attitude that is especially unique to their cohort. The mindset, attitude, and values that they develop as a result of the societal exposure, in turn, influence their value systems, response to authority, and workplace value systems.
Employers should set up enabling environment that will enable generational cohorts to express their skills and creativity.
Generation Z is used to specify a group of people born after 1995 and raised in the early 2000s.
However, an important question to ask at this stage is why employers should create a special environment for generation Z. The answer can be determined when we examine the differences between Generation Z and other generational cohorts especially millennials.

FRAME WORK
Independence – It is a common idea among the Gen Z cohort to require independent work environments. Also, set up establishments of their own either as a main source of livelihood or a side hustle. Gen Z is less likely to remain in the organization for upwards of five years. This attitude towards freedom and independence, therefore, poses a problem for employers because attrition becomes a major issue.

Focus: Gen z’s find it hard to pay attention to tasks for a long time because they are used to faster processes as a result of the advanced technological tools available during their time.
Early workers: Gen Z start and finish their education faster than other generational cohorts and as a result tend to dive into the work environment at a younger age.
Flexibility: In addition, they may be the first generation that fits work into their life and not the other way around. Nearly 75% of Gen Z say that workplace flexibility is the number one employee benefit they’re looking for. But, flexibility doesn’t just mean flexible hours or working from home. Gen Z is not satisfied with a one-size-fits-all career path. They are interested in flexible career paths that allow them to jump from department to department, company to company, or even from career to career if it benefits them.
Unique Solutions for Employers
• Recruitment process – To reach a larger audience and thereby increase the chances of hiring the best workers available, organizations must make use of social media. Institutions need to make their presence felt on social media platforms and portray their brands in creative ways, to pique the interest of Gen Z, who are potential employees and even potential customers.
Retention – to minimize attrition, HR managers should develop a mentoring process that allows recruits to learn under the wings of a senior professional and thereby develop their skills faster and also develop a feeling of homeliness within the organization
Work processes – The need to have a liberal rule with regards to wearing jeans, sneakers, and informal dressing at work is also imperative. Gen Z tends to question rules and processes that they believe are archaic and have no real effect on productivity. It is also important to create a comfortable environment that is free of gender, racial, and stereotypical biases because Gen Z’s are very open-minded and do not tolerate such ideals.
Conclusion
The workforce of every organization is the bedrock to its success or failure. As such, employers must aim to create an environment that is acceptable to the generation of the time just as much as they tailor their marketing and production processes towards these generational standards. In the course of the next 40 years, Gen Z will make up the majority of the workforce. Organizations that refuse to plan for the future are therefore placing their longevity and success in jeopardy.

Reference.
Generation Z in the Workplace: A changing workforce. https://www.flexjobs.com/employer-blog/generation-z-workforce.

Alex Ekong 2019,
Why Gen Z is choosing flexibility over stability. https://debut.careers/insight/why-gen-z-is-choosing-flexibility-over-stability.

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