Human Resources

1.0 Introduction

A labor market can be known as the mechanism through which human labor is bought and sold as a commodity and the means by which labor demand (the number and type of available jobs) is matched with labor supply (the number and type of available workers). This shows the systematic relationship between an employee and an organization. In order to achieve its strategic objectives, the fundamental concern for an organization is to ensure that it has the right people with the right skills, knowledge and attributes in the appropriate positions. Following statement retrieved on 30th April 2013 from The Star Online saying that:

"A business is nothing without its people, just as a strategy is nothing without

the people to drive it forward, The best people boost productivity, save a

business time and money, and ultimately grow the organisation."

One of human resources role is to recruitment human capital. It is a vital part for an organization to growth of the organization. The recruitment process mainly focus on choosing the right people for the right job. Recruitment manager need to know the difference between Baby Boomers, Gen X and Gen Y. Baby Boomers, born between 1946 and 1964 were brought in a brought up in an abundant, healthy post-war economy, becoming an egocentric generation. They saw the world revolving around them. The generation X, born between 1965 and 1980 , was the first generation raised on "to do lists" and grew up with high rate of blended families. They were also brought up in the shadow of the influential boomer generation. They have seen their parent's contribution such to the companies. While, generation Y born between 1981 and 2000, has been portrayed as the next big generation, immensely powerful group. They also can be known as millennials, echo boomers, internet generation, iGen and net generation. They were brought up during the years where everyone has their own award and achievement.

The big challenge for a company is to identify "gaps" in perceived best practices for core functions. By identify the gap they able to generalize best strategize to optimize individual and group performance, satisfaction and communication.

2.0 Body

The corporate world has long been practiced to the need to constantly recruit, develop and retain fresh talent. However, these practices been disrupted by the latest wave of young talents known as fresh graduates into the workforce for the past few years. There has been a growing recognition that strategies and approaches that have been successful in engaging Baby boomers and Gen X are not quite as effective or even relevant for Gen Y. So, to be more productive in working environment, management needs to know mindset or perceptions of these three different generations about work, life, career and the world.

In working environment, baby boomers play a domain role in today's workplace. Work has been a represent part of both, their self-worth and evaluation of others. They are known as leaders or subject matter experts because this generation has more experience compare to others. They prefer to work in team orientation and do not respect the titles. Baby boomer's willing to work for long hours in office only. They do not like change, they are not very risk tolerant, and have a respect for authority and hard work. Their working styles lead to a command and control style of leadership. While, Gen X have positive attitude where they seek fun and meaningful work. They are multi-tasking and if give them a lot to do freedom and freedom to do their way. They also prefer to work at office, home and desire flexible schedule and same goes to Gen Y. A hands-off attitude often works when supervising, mentoring or working with this generation. They prefer to work alone rather than work in a team. Gen X-ers expect change and if the company doesn't offer them opportunities to grow they don't mind to move another company. Besides, Gen Y has high expectations of self and others. Regular feedback and be specific are prefer to know their standard of life. This generation of worker is coming into workforce with networking, multiprocessing and global-minded skills. Clear, detailed instruction about your expectation will determine how to achieve the goal. They only will emphasis on work which is relevant and important to them and company.

In the perceptive of life, baby boomers are more concern about health and wellness and personal gratification. Their life style revolves around the fact that they live to work. They are less value on vacation time, flex time or even money. Gen X developed behaviors but not values of independence, flexibility and adaptability. This generation started the whole "work/life balance" concept that benefit everyone. Gen X-ers have grown up with corporate downsizing, massive layoffs, governmental scandal and come from two income or divorced families. Their parents often dedicate their lives to work so the children were often left to accomplish tasks alone or with their siblings, therefore they are independent. They prefer to have time off to spend with family, take a vacation or participate in their favorite hobby. These people are grown up with the philosophy that you can do anything and be anyone you want to be. Gen Y has the reputation of being the toughest generation to be managed. They grew up in a culturally diverse school and play environment, are tech-savvy, enthusiastic, self-centered, confident, well network. Most of Gen Y's were raised in two-income families with their parents often away from home. They tend to have good relationship with their parents through mobile technology because rarely out of reach. This generation life were well structured and well supervised in education and also other activities. They life been busy schedules and expanded educational opportunities is where their confidence and variety of challenge comes from. Gen Y's parents have been told that they can do anything and always been rewarded for their 'best effort'. So they expect the same in working life where they need to get the best.

In the perception of career goals, Baby Boomers build a perfect career and excel in a specific career path. They have big picture in their career where they bring fresh perspective. They are well-established in their career and hold positions of authority. They are a large majority of today's law firm leaders, corporate executives and senior managers. They look forward long work weeks and define themselves by the accomplishments and prestige of the company they work for as much as their own professional accomplishment. For Gen X, their career more focuses