Human Resource Management 15th Edition by Robert Mathis,John Jackson,Sean Valentine ,Patricia Meglich

Exercise 1

Training a Multi-generational Workforce
There is more generational diversity in today's workplace than at any time in the past. Making sure that all employees are capable and ready to handle ever-changing tasks means that training is often an ongoing part of life in companies. Recognizing and embracing the differences brought by workers from each generation can lead to more engaging and effective training.
Each generation spans approximately a 20-year time period. Frequently, individuals in each generational cohort have similar values and behaviors based on shared experiences during their lifetime. While two people in the same generation are not carbon copies of each other, they often approach work in a similar way. Knowing a little about how each generation's workers view training helps trainers do a better job of connecting with each learner.
Baby Boomers (1946-1964) see the trainer as a knowledgeable partner in the learning process. They value qualifications and reputation, and they will seek to validate the trainer's credibility. Experience-based learning is highly effective for this group, and using audio methods tends to improve retention. Continual feedback can annoy them, but asking for their opinions during training keeps them engaged.
Generation X (1965-1980) learners view the trainer as a subject matter expert who can demonstrate proficiency on the spot. They value frequent feedback to help them gauge their performance level. Using multimedia delivery methods and letting them get their "hands dirty" by doing rather than watching enhances their learning retention and engagement.
Millennials (1981-2000) look for trainers who are knowledgeable mentors with deep real-world experience to share. They value practical training that can be used immediately. Many are visual learners who prefer imagedense material to solidify the learning moment. Teamwork and diversity in the training environment are crucial elements for optimal learning.
These differences are complemented by some similarities. Workers from all generations need to see how the training is relevant to their jobs. To gain trust and acceptance, trainers need to highlight what is in it for the learners. All learners appreciate knowing what is expected of them during the training and what they can expect to get from the training. Address differences in communication and work styles at the beginning of a training session to help everyone understand and appreciate how they are alike and different. Use a variety of learning methods to present content and provide a hands-on experience to satisfy diverse learning styles and preferences. Fostering a setting in which all participants learn from and teach each other creates a rich learning environment for everyone. Consider how the mix of employees from different generations impacts the workplace and answer the following questions:
What are the rewards and challenges of managing a workforce composed of workers from different generations?