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For the first time in history, five generations coexist in the workplace—each with unique drivers, needs and expectations. As millennials continue to move to management positions and generation z enters the workforce, they inject businesses with a burst of innovative thoughts that come from a fresh perspective. This contemporary workplace also brings a different set of work style preferences and professional requirements. As a result, businesses around the globe are experiencing the beginnings of a dramatic upheaval. Adapting to these fluid workforce dynamics means becoming perceptive enough to meet these challenges head on. It won’t be easy, and the process will likely touch every area of HR, payroll, and talent management. However, the rewards are great. This reorientation to a more fluid workforce is best encapsulated by the phrase HR Agility.
The first step is to take ownership of cultivating a positive employee experience for a diverse employee workforce. This is a function that HR has the power to provide by increasing agility, innovating whenever possible, and adopting technologies that can simplify the work lives of employees. In fact, 84 % of human resource professionals agree that their companies need to adapt their HR practices to meet the expectations of new generations in the fluid workforce. The debate over whether this falls under the jurisdiction of HR is over. The only question is: which companies will adapt first?