|MTHRG Research Initiative|
The newest and youngest members of work forces all over the world are making their presence felt, causing businesses to re-think their working practices and adapting flexibility at workplace to this new breed of GENERATION Y ( GEN Y) employees and managers. In India, they make up the more than half of the population. Despite the large potential workforce, not all are ‘employment ready’ and so their talents are in short supply. The Generation Y in India is a remarkable group which is ambitious, optimistic, embraces change and has a clear sense of where they are headed. Most are them are ‘entrepreneurial and business savvy, as well as technologically capable and connected. With about half of India’s one billion people under the age of 25, Generation Y in India is the world’s largest compared out of total of 1,723,911,077.00 GenY population which is 25.47% of world population.
Positioned in a time of exciting and rapid economic growth in the country, they are keen to participate in the country’s future and success. GEN Y is focused seeking higher education and landing jobs in multi-national companies in different areas such as IT, back office operations, media, strategy and management positions expecting challenging work assignments, accelerated career growth, socially responsible workplaces, flexible work environments, freedom, and collaboration and innovation from their jobs and employers.
Generation Y at times, bring outsize luggage in the form of multiple digital technologies, their social networks, their tech-savvy culture, new ways of contemplating work, new managerial forms. Who is this generation of “invaders” and “transformers”? How will they or not modify our working environment? What are they expecting from their employer, their work in their workplace and their way of working? How to manage them? What HR processes will make them engaged and happy.
As organizations in India are taking new leap to the next orbit and preparing for welcoming Generation-Y employees, many questions ignite about Generation-Y’s aspirations and values, and how they are different and can be engaged at the workplaces. The key objective of the research is to explore the aspirations and values of Gen-Y employees with diverse demographics. Following are the research questions to be answered ensuring diverse and engaged Gen-Y workforce. They are
Operational Definition: For Gen-Y: employees between 18-25 years… working in organization for more than 12 months, between eighteen and twenty-five, although some people include those born from 1980 onwards, putting the upper limit say twenty-eight, earning _____, their native place, Current residing place___ since how long______
“Born around the 80s onwards, they are a generation who has grown in opulence compared to other generations. They are the children of a generation who has greatly benefited from the industrial revolution of the 70s where their wealth and standard have dramatically increased and changed their way of life. This generation has been greatly exposed to modern environments (in their days at school and university) and within their personal life, they have a good standard of living”.
Sampling Plan :
*** Control Group: GenX vs. GenY in India
* Independent Variables to consider for GEN Y:
Dependent Variables (if need to have hypotheses other than Demographics):
· Team Effectiveness,
· HR Process effectiveness
Comparison Groups to be identified in advance.
Probable Research Outcomes:
· Sector specific differences for Gen Y
· In depth understanding of aspirations and values of GEN Y for Indian Inc.
· Inputs for leaders and HR practitioners to understand ,manage and get the best out of the GEN Y people
· HR Processes intervention design/plan for engaged Gen Y.
· HR Model for Managing GEN Y at workplace