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Today's workforce includes at least four generations that span more than 60 years. HR's ability to work with management to cultivate a preferred organizational culture through succession planning initiatives, including recruitment, training and development, and retention programs is increasingly important to organizational success. This article explores issues relating to a generational perspective of age-based values, attitudes and norms within a multigenerational workforce and potential implications for HR in shaping organizational culture through the succession planning process.
Crumpacker et al. (Sat,) studied this question.