Incentives To Satisfy The Desires For The Differing Generations.These Incentives Could Include

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data

* Job analysis the examination of specific task that are assigned to each position independent of who might be holding the job at any specific time.

Every generation is influenced by its period 's economic, political and social events. From the Great Depression to the civil rights and women 's movements to the advent of television and advanced computer technologies. Thus generational background/situation may also affect the way they work. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation in the workplace. The current work place consists of four different generations; The Baby Boomers (1946-1964) who are slowly retiring and existing the workforce, The Generation X (1965-1976), The Generation Y or millennia (1977-1997), and the Generation Z who are about to or are just entering the work force. Although these different generations tend to want similar things in a workplace their environment/background has shaped their character, values, and expectations (Hahn 2011).

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

One of the major functions of Human Resource Management is to lower the overall expenses of the company and try to find ways that an organization may run more efficiently. The first major potential problems for the baby boomers from a Human Resources perspective is since companies are always trying to find ways to lower costs which means that a lot of the baby boomers are being laid off because their health is a liability. Companies are trying to replace these baby boomers with younger, more charismatic workers. Companies that offer healthcare to their younger employees as a benefit to get them to work for them aren't profiting by having baby boomers on staff. These organizations feel as if the medical expenses incurred are far larger than the expenses incurred by their younger counter parts. In turn companies are laying off baby boomers before they can even reach retirement. The second major reason baby boomers are being laid off is due to the advancement of technology. Organizations are looking for younger individuals who may be as charismatic as the older individuals but far more tech savvy. Employers are confronted with the loss of skilled labor when the boomer cohort adds candles to its annual cake. There is a need for adaptive retirement strategies--on the parts of both employees and employers. There is no longer one standard retirement approach, and given the

In today’s society, the work industry is comprised of numerous generations from baby boomers to millennia’s. Due to reasons ranging from increased cost of living to political policies, Americans are being forced to work longer in order to obtain the social security benefits they’ve contributed to during their careers. Each generation has certain generational influences such as war times and civil rights for the baby boomers and social media and the technology boom for the millennia’s. One constant that has not changed, however, is that the average American has to work for a living, and with the evolution of the US economy, they are having to work longer and are retiring later.

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

1. The aging labor force affects Human Resources by the department needs to take the time to motivate employees who are older to push themselves, start planning for retirement and manage the cost health care. In today’s society, many older people do not plan on retiring anytime soon or do not have enough money to retire. From this, some older workers are cutting down hours, working on temporary assignments, and or working from home. This allows older generations to mentor younger generations with work ethics and other aspects of the business. While this also gives the younger generations to mentor older generations with the latest technology and new ways of thinking. Human Resource management might run into different issues with the different generations such as the silent generation values job security and income. Baby Boomers value job opportunities and time management. on the other hand, Generation X is self-managed and can be pragmatic and Generation Y is good with technology and respect the hard work of older generations.

In the present diversified work force in terms of age ,gender,culture ,work style, the employee demographics consist of the four generations which are Traditionalists, Baby Boomers, Generation X and Millenials

An aging workforce indicates that the average age of workers is increasing. This means that the present majority of workers in the United States are older than the majority of workers in previous years. Currently, 20% of workers are over the age of 65 and by 2020, 25% will be over the age of 55 (Overview, 2015). From 1994 to 2014, employees aged 65 to 74 increased 126% and employees 75 and older increased 117%. Regardless of what the actual numbers were in 1994 vs. 2014, this extreme increase means that the aging workforce is not slowing down anytime soon. Between 2012 and 2022, employees aged 65 to 74 are said to increase by another 72.1% and employees 75 and older are projected to increase by another 85.2%. Also, work schedules of employees

Job design focus about the job requirements of employees. Therefore they need to have skill, knowledge and ability to perform the job. And talent management strategy and practice help for the selection process to emphasis on performance result evaluation

The age distribution of employees is changing the makeup of the labor force. The U.S. labor force is aging as fewer young people are entering the workplace. As Baby Boomers are retiring, the less experienced Generation Y population is replacing them. In many cases, it is cost effective to retrain older workers than to recruit younger workers. Many companies are seeking Baby Boomers who want to work past the normal retirement age. Due to the current economic climate and people outliving their retirement and modern medicine, Seniors are returning to the workplace.