This generation is at the core of the company performance; it is based on learning and gaining new knowledge, it is trustworthy, based on commitment, good communication, collaboration face-to-face, communion and because in between 10 and 25 years this generation will be retired, it is necessary the organization to transform some of this staff in coaches or mentors, to help young generations transfer new knowledge and sharing, and developing together.
Published in Chapter:
Methods to Attract and Retain Talented Employees in Romanian Organizations: A Compared Approach Between X, Y, and Z Generations
Copyright: © 2024
|Pages: 34
DOI: 10.4018/979-8-3693-1938-3.ch016
Abstract
Companies to achieve their objectives need talented employees with unique skills and competencies to obtain competitive advantage. The chapter's goal is to analyze the influence of attracting and retaining talents on organizational performance in Romanian companies. There were also investigated the characteristics of the three generations of talents, perceived through these human resources (HR) processes. Using PLS-SEM 4.0, it was determined that all the attraction and retention proposed variables had a positive and direct influence on organizational performance. The most important influential attraction factors are brand and nondiscrimination (4.63), salary and work conditions (4.60), and as retaining factors the offered training programs and good communication (4.73) and working atmosphere (4.70). The three generations were analysed according to attraction and retention variables, and because their scores were different, HR department could build a future guide based on their specificities in order to attract the best talents and to keep them to achieve long run performance.