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Literature review - recruitment of millennials in the Indian

context

Introduction:
Change is one of the dominant theme affecting organizations. Effects
of global different information technology, increased industrial
effectiveness, economy and new generation employees will affect
organizations in a significant way1

The constantly changing workforce dynamics and demographics are


major theme that underlies organizational change. This change will
lead to differences in the organizational rules of engagement and
work orientations.
There is significant impact on organizational structure specially due
to older employees getting retired and new generation called
Millennials are entering the workforce2.

The term Millennials is coined by researchers Howe and Stauss, using


1982 as a starting birth year and 2004 as last birth year for
children3.
This generation has gained much attention in the print and broadcast
media. Their values, preferences, and demands can lead to
misunderstandings and influencing productivity, motivation,
engagement, retention, and turnover

Millennial in the Indian context

Millennials cannot be generalized as same as across globe, because


the influence factors in each countries are not same and there is a
huge difference in culture (like indian culture and values)4.

India has a population of 1.2 billion which is an inflection point with


about 0.8 billion is in the working age. 65% of India’s population will
be in the working age group of 15-64 years by the year 2026.

Influencing Factors in millennial Generation

The key influencing factors in any generation will be education,


economic’s technology, culture, economics, education, technology,
Social lifestyle and politics.
Boxall et al s study of turnover confirmed that motivation for any job
change is multidimensional and so no single factor alone will explain
it.

According to Chakraborty. Samik, 2008 growing cause for concern is


present scenario situation of employee attrition rate. The previous
generation were well satisfied with the salary package of what they
got, but now it’s one of the most important factor to retain the
employee with the organization5.

He also reveals that the managers should be very smart and careful in
handling conflicts regarding the employee because it is very
sensitive. The various elements like recognition, rewards, grievance
mechanism, Progress in carrier and ego troubles, should be taken
care with sensitively,

Trank and colleagues at al 2002, reported that pay-for performance


schemes on individuals were potentially most effective amongst high
achievers.The financial incentives is an affective tool to retain the
most desirable implies.

Rynes and colleagues 2003, suggests that financial incentives can act
as a motivator due to an individual being driven by the aspire to have
a salary which is larger than that of their colleagues. They also
suggests that differentiation of pay is the largest motivator for this
reason. According to them high salary alone is not sufficient but
differentiation according to achievement is crucial for retaining staff.
The high achievers may not wish to work in a organization, where
achievement is not recognized through reward. So any company that
does not engage in pay-for-performance schemes may lose desirable
employees.

After
reviewing few literatures, what found generally are range of factors
like job satisfaction, alternative opportunities, organizational
commitment and intentions to quit.
Tenure, personal characteristics of members appears to have little
relationship to turnover.

These factors should be understood employers for the retention


strategies adopted within industries and organizations.
Understanding the millennial generation problem is the key factor in
devising an effective retention strategy in organization.

References:

1. Sami Abbasi and Moncef Belhadjali, (2016) A Closer Look at


Millennials at Work: A Literature Review, International Journal
of Humanities and Social Science Review, Vol. 2 No. 4; June
2016

2. Andrews, Travis M. 2016. Millennials passing boomers as our


largest living generation.The Washington Post Weekly, May 1,
p. 9

3. Howe, Neil 2014, The Millennial generation, keep calm and


carry on. In Forbes, September 4.

4. Population Distribution, Graph on Population Distribution by


Steelcase, Gen_Y_in_US_India__China_v10b.pdf

5. Chakraborty. S 2008, HRD News letter, in Vol 24 issue 6, Sep


2008, page no 34.

6. Neenu Antony ( 2010 )“A study on employee retention


practices and its effectiveness in IT sector ”Desertion
submitted for Mphil, Christ University Bangalore, pp 55

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