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Engaging a new generation of graduates

Engaging a new generation of graduates Purpose – The purpose of this paper is to explore the concept of generational difference and reflect on how this might impact on organisational approaches to graduate development. Design/methodology/approach – The paper explores the characteristics of Generation Y graduates and the implications of their entry into the workplace for organisations' graduate learning and development programmes, drawing on academic and popular literature and the organisational experience of one major employer of young people. Findings – This paper presents a profile of Generation Y and suggests that the learning styles and expectations of this group are very different from earlier generations. Using its experiences of employing Generation Y the case study organisation suggests future graduate development schemes need to utilise the latest technology to deliver audio‐visually rich, multi‐tasking challenges which require a collaborative approach, offer instant feedback whilst at the same time recognising that its participants may not see the need for or indeed take responsibility for their own development or its perceived failings. Research limitations/implications – The paper suggests that further in‐depth research into Generation Y and organisational graduate development schemes is necessary to determine how far such schemes are meeting expectations. Practical implications – Employers of graduates need to evaluate the effectiveness of their programmes. Originality/value – The main contribution of this paper is to highlight how employers, and particularly graduate development managers, need to re‐examine their graduate development schemes to ensure they are not only meeting the needs and expectations of the organisation but also the individuals for whom they are designed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Education + Training Emerald Publishing

Engaging a new generation of graduates

Sue Shaw; David Fairhurst
Education + Training , Volume 50 (5): 13 – Jun 27, 2008
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13 pages

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Publisher
Emerald Publishing
Copyright
Copyright © 2008 Emerald Group Publishing Limited. All rights reserved.
ISSN
0040-0912
DOI
10.1108/00400910810889057
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to explore the concept of generational difference and reflect on how this might impact on organisational approaches to graduate development. Design/methodology/approach – The paper explores the characteristics of Generation Y graduates and the implications of their entry into the workplace for organisations' graduate learning and development programmes, drawing on academic and popular literature and the organisational experience of one major employer of young people. Findings – This paper presents a profile of Generation Y and suggests that the learning styles and expectations of this group are very different from earlier generations. Using its experiences of employing Generation Y the case study organisation suggests future graduate development schemes need to utilise the latest technology to deliver audio‐visually rich, multi‐tasking challenges which require a collaborative approach, offer instant feedback whilst at the same time recognising that its participants may not see the need for or indeed take responsibility for their own development or its perceived failings. Research limitations/implications – The paper suggests that further in‐depth research into Generation Y and organisational graduate development schemes is necessary to determine how far such schemes are meeting expectations. Practical implications – Employers of graduates need to evaluate the effectiveness of their programmes. Originality/value – The main contribution of this paper is to highlight how employers, and particularly graduate development managers, need to re‐examine their graduate development schemes to ensure they are not only meeting the needs and expectations of the organisation but also the individuals for whom they are designed.

Journal

Education + Training – Emerald Publishing

Published: Jun 27, 2008

Keywords: Graduates; Individual development; Age groups; Human resource management; Training evaluation

References

  • Generation why
    Allerton, H.E.
  • Transforming careers from linear to multidirectional career paths: organisational and individual perspectives
    Baruch, Y.
  • Transforming the ROI of your graduate scheme
    Bedingfield, C.
  • Experiences, perceptions and expectations of retail employment for Generation Y
    Broadbridge, A.M.; Maxwell, G.A.; Ogden, S.N.
  • Succession planning and generational stereotypes: should HR consider age‐ based values and attitudes a relevant factor or a passing fad?
    Crumpacker, M.; Crumpacker, J.D.
  • X‐Y vision
    Dolezalek, H.X‐Y.
  • Managing generation Y
    Eisner, S.P.
  • Are you ready for us?
    Freifield, I.