THE IMPORTANCE OF HUMAN RESOURCE

Nobel Prize-winning economist Gary S. Becker observed in a 2001 interview that the
basic resource in any company is human resources. What does “human resources” mean?
Simply, we think “human resources” is another phrase to indicate employees. According
to Jackson, Schuler, Werner (2008), human resources are all of the people who currently
contribute to organization’s work, those who potentially could contribute in the future, as
well as those who have contribute in the recent past. Human resource is the only resource
that can use, control and allocate the other resources to produce goods and services so
that human resource is very important for organization. The most successful companies
and the most successful countries will be those that manage human capital in the most
effective and efficient manner. Moreover, human resource is the only resource that can
think and can feel. Their thinking is different or sometime conflict with the other.
Managing human resource is very complex and it is not only the task of HR managers but
also the task of all managers. Purpose of HRM is to reduce differences, remove
conflictions among employees, and direct them to the organizational goal.

PURPOSE OF THE PROPOSAL

In today’s society, managing people is more complex when the education level of
employees has been increasing regularly. Globalization cause cultural diversity in
organizations. Innovation in technology leads to difficulty in training and developing
human. Additionally, multigenerational workforce creates different characteristics that
sometime we cannot observe such as values, perspectives, education, hobbies, interests…
I choose topic “multi-generational workforce” for my studying to understand intangible
traits of each generations in today’s workplace as well as improve experience of
managing multi-generational workforce.

METHODOLOGY

This proposal is the outline of my second assignment. The information that I use to study
this topic are mainly from textbook from library and academic journal which are related
to multi-generational workforce. Firstly, the assignment will answer the question what
are generations in workplace. Secondly, it will provide characteristics of several
generations as well as compare each generation to the others. Finally, recognizing of
conflicts and opportunities that were caused by multi-generation in order to provide the
solutions.

LITERATURE REVIEW

WHY AGE MATTERS IN THE WORK PREFERENCES OF PUBLIC

EMPLOYEES: A COMPARISON OF THREE AGE-RELATED EXPLANATIONS
By Leonard Bright, PhD

B L mention about the major issue related to age diversity in American public sector
workplace. How to retain and motivate highly skilled older employees are transitioning
out of the workplace as well as attractive lesser skilled younger employees who are
entering into the workplace. B L studies this issue by using sample of around three
hundred public employees desire different work opportunities to understand why these
differences are present. The implications of this study for theory and practice in the field
of public administration are discussed.

GENERATIONAL DIVERSITY IN TODAY’S WORKPLACE

By Tom Verghese

According to Verghese, This is the first time in history where four generations are in the
workplace simultaneously. In this article, writer describe briefly about different
characteristic of four types of generation. A Multi-generation is a complex topic, which
should be understood by all managers. Verghese also mention some benefits of
understanding generational diversity in workplace. Finally, Verghese provide a useful
tool called “generational mirror” for individuals and organizations as a means of
demonstrating some of the generational differences that exist.

THE GENERATION GAP: MORE MYTH THAN REALITY

By Frank Giancola

By collecting studies of many researchers and put into this article, Giancola provided to
readers an overview of generation gap since the pass until present. Writer also mention
about the current issue in HRM when older-generation staffs were supervised by
younger-generations. Additionally, because members of Baby Boomer generation were
born in different wartime, so even they were in the same group but individuals
experienced history is different. Take Vietnam for an example. Finally, generation gap in
organization exist in many companies but it is more myth than reality.

PLUGGED IN: THE GENERATION Y GUIDE TO THRIVING AT WORK

By Tamara J. Erickson

In today’s society, the number of employees in generation Y has been increasing in

workplace. This is the youngest workforce was born in the 1980’s onwards. In chapter 10
of this book (pp. 187-214), Erickson compares deeply different perspectives of
generation Y to other generations. This chapter will help managers better understand the
mind of Generation Y, a new workforce in labor market.

MEETING THE CHALLENGES OF AGE DIVERSITY IN THE WORKPLACE

By Nancy Sutton Bell and Man-in Narz

A case study of modem CPA firm has four generations working side by side. In this
journal, writers analyze attitude of each generation in workplace in order to understand
how generations affect culture trends. Because of demographic realities, development
new programs to attract younger workers and enticing older workers to delay retirement
are necessary. Many employers are finding that flexible work arrangements are effective
in meeting both these challenges.
GENERATIONAL DIVERSITY IN THE WORKPLACE
By Jamie Notter

In this article Notter point out the definition of generation as well as characteristics of
four different groups. An over-reliance on the detailed profiles of each generation will get
organizations in trouble. Instead, organizations should develop in their employees the
skills to manage all differences, including generational differences in ways that promote
respect and empowerment for everyone.

DIFFERENCES IN GENERATION X AND GENERATION Y: IMPLICATIONS

FOR THE ORGANIZATION AND MARKETERS
Timothy H. Reisenwitz & Rajesh Iyer
This study compared and contrasted the characteristics of Generation X and Generation
Y, as members of Generation Y continue to move into the workforce to begin their
careers. An identical survey was administered to respondents from each generational
group. Information was gathered about each group, from basic demographics to extensive
Internet usage characteristics. Independent t-tests were run to evaluate the differences
between Generation X and Generation Y regarding several variables: Internet
satisfaction, volunteerism, brand loyalty, work orientation, and risk aversion. Finally,
limitations and suggestions for future research are discussed.

THE MULTI-GENERATIONAL WORKFORCE: WORKPLACE flEXIBILITY

AND ENGAGEMENT
Marcie Pitt-Catsouphes and Christina Matz-Costa

This paper explores the perceptions of employees of different ages regarding the
flexibility they need at work (flexibility fit) and their engagement with work. Using
observations representing employees in 22 different companies, writers estimated a
hierarchical linear model to explain variation in employee engagement as a function of
flexibility fit and age. Although flexibility fit was a powerful positive predictor of
engagement for all employees.

Conclusion

By studying this issue, we can better understand the problems that exist in organizations.
Every generation has their own characteristic and perspective. Managing human
resources in today’s organizations really complicated when managers have to meet the
needs of all generations. Society beholds the regular increase in number of members in
generation Y group. They will be mostly the labor force in the future. The study of this
labor force also help managers identified the exact way in changing the management to
manage generation Y efficiently. Finally, flexible work arrangement and empowerment
should be provided in today's workplace so that managers can attract more new educated
employees as well as keep old employees.
Verghese, T. (2009). Generational Diversity In Today’s Workplace. Cultural Synergies
Pty Ltd, 2009, pp.1-10, 10p.

Jackson, S. E.; Schuler, R. S.; Werner, S. (2008) Managing Human Resources, 10th
Edition. South- Western Cengage Learning by Nelson Education, Ltd.

Bright, L. (2010). Why Age Matters in the Work Preferences of Public Employees: A
Comparison of Three Age-Related Explanations. Public Personnel Management,
Spring2010, Vol. 39 Issue 1, pp.1-14, 14p.

Giancola, F. (2006). The Generation Gap: More Myth than Reality. Human Resource
Planning, 2006, Vol. 29 Issue 4, pp.32-37, 6p.

Erickson, T. J. (2008). Plugged in: the Generation Y guide to thriving at work. USA:
Harvard Business School.

Bell, N. S.& Narz, M. (2007) Meeting the Challenges of Age Diversity in the Workplace.
CPA Journal, Feb2007, Vol. 77 Issue 2, pp.56-59, 4p.

Notter, J. (2002). Generational Diversity in the Workplace: Hype Won't Get You Results.
Notter Consulting, 2002, pp.1-9, 57p. Retrieved from
http://www.lulu.com/content/544094

Reisenwitz, T. H. & Iyer, R. (2009). Differences in Generation X and Generation Y:

Implications for the Organization and Marketers. Marketing Management Journal,
Fall2009, Vol. 19 Issue 2, pp. 91-103, 13p.

Pitt-Catsouphes, M. & Matz-Costa, C. (2008). The multi-generational workforce:

Workplace flexibility and engagement. Community, Work & Family, May2008, Vol. 11
Issue 2, pp.215-229, 15p.