Key points are not available for this paper at this time.
Purpose The purpose of this paper is to understand the characteristics of the cohort Generation Z and identify strategies for maximizing their talent. The study emphasizes that it is critical for the organization to revisit their strategies so as to accommodate this cohort group. With Generation Z entering the workforce, the nature of entry-level jobs is changing; hence, HR needs to redesign their strategies to attract and engage Generation Z. Design/methodology/approach The research design adopted for the study is exploratory in nature. The research analysis is based on the information/data collected from the journal articles, newspapers and various conferences and majorly from in-person discussions with the Generation Z cohort group. Findings Generation Z believes in multitasking and likes to learn everything on their own, underscoring their individuality. They believe in doing more in less time, and thus, efficiency and effectiveness are attributed to be part of their DNA. Research limitations/implications It has to be accepted that very little is known about Generation Z as they have just started to enter the workforce. The next two years will have this cohort joining organizations in entry-level jobs. Organizations have to carefully watch and redesign their strategies to effectively engage this group, as they have no choice except to accept the new generation. Practical implications The literature on Generation Z is scanty, as much of the scholarly research is done in isolation. However, prior studies indicate that Generation Z is tech-savvy and wants everything connected. Organizations will be forced to accept technology as the preferred medium of communication when Generation Z enters the organization. Originality/value The study presents an alternative for managing the Generation Z, thereby maximizing their talent in the workplace.
Chillakuri et al. (Wed,) studied this question.