Differences in Training Methods between Older and Younger Generations

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In today’s workforce, it is very common to have coworkers in multiple generations. The four generations that are currently in the workforce are the Traditionals, Baby Boomers, Generation X and Generation Y. Currently, the Baby Boomers and Generation Y make up the majority of employees in the workforce. There is great diversity between the generations in terms of what motivates them to perform well at work, attitudes about work, causes of conflict in the workplace, and communication in the workplace. Another aspect of the generations that has great diversity is the way in which they learn in the workplace. Because of this, employers have to provide training and development opportunities that cater to each generation. Baby
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The purpose of this study is to examine the differences in effectiveness of different training methods between older generations, primarily the baby boomer generation, and younger generations, primarily Generation Y, or the Millennial Generation. In examining the differences, the success of the training and retention of information between the generations will be looked at. Research shows that older generations prefer traditional, classroom training, while the millennial generation prefers self-paced, on-demand, training, such as Skillport.com, which offers learning modules that can be accessed online at any time. In regards to learning predilections, Generation Yers have used computers and other technologies from the at least the age of three. As a result, traditional classroom lecturing and traditional training manuals are not very effective on the Millennial generation(Gleason, Heaney, 2008). In researching the training methods between the generations, the findings may lead to information that will aid organizations in providing the most effective training for their employees. Some current research states that employers should tailor the training to each generation. Tolbize, (2008) states that some training methods are preferred over others, based on generational predilections. An example of this is the face that, younger workers do not prefer learning ‘soft skills’, which are topics that deal with personality, team work, and anything
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