Authors :
Sudarshana Das
Volume/Issue :
Volume 7 - 2022, Issue 3 - March
Google Scholar :
http://bitly.ws/gu88
Scribd :
https://bit.ly/3L726ZJ
DOI :
https://doi.org/10.5281/zenodo.6374885
Abstract :
This research paper deals with the factors
(changing the world work, knowledge economy,
demographic changes, globalization, and technology)
affecting Talent Management of Gen Y and develops a
holistic framework required to manage and retain Gen Y
staff by the organizations. Gen Y has been chosen as the
focus of this inquiry.
The goal of an organization is to give the highest
quality at the lowest possible cost by utilizing its greatest
talent. This is what determines whether an organization
will succeed or fail. This is why an organization must
study and identify the impact of the young generation's
values and employment preferences to manage and retain
and prepare the employees for future roles of
responsibility and leadership.
Mentoring, strategic leadership, social networking,
and information sharing should all be part of a company's
talent management plan for Generation Y workforce.
Employees from Generation Y become more committed
as a result of competency development, and they are more
likely to stay on the job. To gain a competitive advantage,
Talent Management strategies must be used judiciously
This research adapts to new problems and bridges a
key organizational gap. As a result, this study is critical
for academics and managers to create talent management
and human resource strategies in businesses.
This research paper deals with the factors
(changing the world work, knowledge economy,
demographic changes, globalization, and technology)
affecting Talent Management of Gen Y and develops a
holistic framework required to manage and retain Gen Y
staff by the organizations. Gen Y has been chosen as the
focus of this inquiry.
The goal of an organization is to give the highest
quality at the lowest possible cost by utilizing its greatest
talent. This is what determines whether an organization
will succeed or fail. This is why an organization must
study and identify the impact of the young generation's
values and employment preferences to manage and retain
and prepare the employees for future roles of
responsibility and leadership.
Mentoring, strategic leadership, social networking,
and information sharing should all be part of a company's
talent management plan for Generation Y workforce.
Employees from Generation Y become more committed
as a result of competency development, and they are more
likely to stay on the job. To gain a competitive advantage,
Talent Management strategies must be used judiciously
This research adapts to new problems and bridges a
key organizational gap. As a result, this study is critical
for academics and managers to create talent management
and human resource strategies in businesses.
