Author: Future Manager Research Center The youngest members of the workplace in modern society are no longer “Millennials”, “Gen Z” has begun to replace them. Their values and habits are gradually changing the way they work in the workplace. According to the BBC News report, the modern workplace is having difficulty defining the specific age range of “Generation Z”. Different experts have their own point of views, but it is basically certain that the oldest generation is about 22 years old, some of which “Gen Z” members have left school and started working in the workplace to make a living. Perhaps in the near future, the lifestyles of “Gen Z” and their values will change the workplace. A professor at New York University said that “Generation Z” has reached out to many social media, including Instagram, during their growth. They have the tendency to actively seize the opportunities of entrepreneurship in many different ways. They are also the first generation to use the micro-entrepreneurship as their main way of earning a living, and are no longer limited to a stable full-time work. For Gen Z, they grew up in the digital age, and the flexible, free, open, and inclusive working methods have always been their career choices. At the same time, more than any generation, these young professionals need a transparent workplace, fair pay, and work-life balance. They are willing to work hard for it, because they set a clear career path for themselves when they are young. They are pragmatic and motivated. They know how to calculate risk and how to magnify their talents through hard work. From any perspective, Gen Z is by far the most diverse generation. When they choose an employer, “values” are often the most critical factor. They want to join a company who they share the same values with and grow with them. How companies need to do to attract Gen Z talents? Create a more flexible work culture A survey found that smartphone users check the phone on average 150 times a day, which proves that “Gen Z” is used to checking email at work anytime, anywhere. So the combination of work and life is extremely important. Companies need to invest in technologies and tools that connect employees, such as online systems that share files and information. IT professionals must ensure that the enterprise’s network architecture can be connected for a long time, and can manage various types of high-data-volume mobile devices and manage future enterprise development. In summary, the ability to connect to the Internet directly affects work flexibility, and the increase in work flexibility can increase productivity, expand business flexibility, and reduce costs. It is important that companies continue to improve their understanding and strategically adjust corporate structure, culture, values and communication strategies so Gen-Z can work and live happily in a more efficient, warm and civilized society.
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Author: Future Manager Research Center Diversity is often considered an important factor in modern work teams. Research shows that it has the potential to yield greater work productivity and competitive advantages. There is no doubt that employers are more likely to hire the right talent when they build a diverse talent pool. Managers understand that some effective measures are necessary for creating a successful, diverse workforce. People often look at the meaning of diversity from a narrow perspective. Most people consider gender, race or religion, but they may ignore other aspects such as age, disability, language, personality and sexual orientation, etc. These innate qualities lead to diversities, but also our ways of thinking obtained through experience also bring diversities, and they are both important. For example, people with cross-cultural mindset (ability to understand and work with people from different cultural backgrounds) can be important employees in building an inclusive work environment. Many people who believe in equality think they treat everyone equally. For example, use anonymous recruitment to increase team diversity. Anonymous recruitment focuses on management skills and skills rather than the person’s gender or appearance. However, the same approach is not effective when managing teams. Diversity is not about differences among groups, but rather about differences among individuals. For example, if you decide to take your team out for lunch, don’t choose a place that doesn’t meet the dietary needs of vegetarian or Muslim employees. Older employees may need more new technical guidance, and employees moving from different countries may need additional support until they adapt to the new culture, so tailored approaches are often better than unified approaches. Different people have different needs. Establishing a universal reward and promotion system may help set standards that can be followed. However, managers should also focus on what team members want. Some people want more money, while others value autonomy, some people want promotion, and others want rewards and recognition. By understanding the different needs and goals of team members, managers can adjust their management methods to motivate and attract different types of employees. When team members get to know each other better, their prejudices are likely to subside. When possible, often combining team members with colleagues from different cultural, educational and backgrounds is an effective method. If you want to hire a new employee, set up a recruiting team with diversity, a diverse recruiting team can help you hire more people from a minority group. It is useful for the entire team to collaborate with other teams, whether it is corporate events or large work projects. In multinational companies, this can help teams build cross-cultural work capabilities.
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Author: Future Manager Research Center CareerBuilder’s survey reveals that in 2019, 32% of employees plan to change jobs this year. More than one-quarter of employees (29%) say they regularly search for jobs while employed, and 78% say that even though they are not actively looking for a new role, they would be open if the right opportunity came along. Low unemployment and high demand for talent is feeding a recruiting environment where job seekers and new employees are in control. When you want to make the move to a new career, how can you successfully change the job? There are five preparation steps to change jobs across fields. Check the following tips to see if you are all set to face a new challenge. In the career field you are familiar with, it usually takes about three months from the beginning of preparation to a successful job change. It takes half a year or even a year to change to a total new job. During this time, you have no financial supports and you need to spend money. If you don’t have enough savings, you might find an unsatisfactory job because your savings will be depleted in a few mouth’s time. 2.Collect industry information from the right people There are insiders who are the most sensitive to industry intelligence, such as professional headhunting companies, human resources companies. In terms of job hopping, it is best to find a headhunter or someone from your college alumni career network who is more authoritative in the industry that can provide you valuable information. The more contacts you have, the better. Therefore, it is best to have a guide in the new career field. It will take a lot less detours than trying to find it by yourself. 3.Assess your interests, values, and skills The best situation is that your core values and skills can also be applied to the new job. In this way, you must clearly position yourself in the job search , know your strengths and weaknesses according to your own characteristics and interests, not only based on salary as the criterion for finding a job. 4.Take a class and upgrade yours skills If you have zero experience in the new career field, investigate the educational opportunities to learn new knowledge and develop skills to pave the way for a job change. There are countless online courses where you can find sources to get educated at home on your laptop, or you can participate in some evening courses in the school where you could come up against professionals in your target career field. 5.Write a good resume and cover letter When you want to win a dream job, it is suggested that you also need to adjust your resume according to the company and position. And also be sure to write a cover letter to express your aspirations and motivations toward this position.
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Author: Future Manager Research Center Job search is always a tough period of time, especially after you have submitted hundreds of applications and refresh your email boxes every hour to check if there’s any updates. It is very stressful not to know where you stand and not hear back from HRs after the applications. Or sometimes even worse, you have a pleasant interview with the hiring manager, wait for the feedback at home, but after weeks of getting nothing, you realize you are already out. So why employers don’t tell applicants, while it’s a small and polite thing to do, sometimes it’s just because of poor follow-up communication. Many companies, in particular small companies don’t reply to all the applications, since they have received too many resumes and the HRs are overwhelmed with the heavy workload. In the meantime, you probably already noticed that large corporates send automatic confirmation emails to acknowledge you that they have received the applications, thanks to the software, you are also able to check where do you stand in the application process. If you fail to pass the first resume screening process, it may be your application that is the problem, check the following tips: If you have already talked with the HR face to face for an interview, the reasons that you don’t get a response could be: Normally an application process could be long according to the HR team’s working schedule. While waiting for the response, you can send a thank-you note to the HR who you had the interview with. It helps to leave a good impression, and possibly increases your chance to be hired if the HR thinks you fit into their company culture. More importantly, never stops applying for new opportunities, don’t waste your time waiting for the response from the employer who’s probably not so interested in you. Keep the job search till you have a firm offer that you are comfortable accepting.
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Author: Future Manager Research Center From the 19th century to the 21st century, the world has transitioned from the industrial age to the information age. Information and knowledge have become the driving force for social development. The protagonists are knowledge workers, and the brainpower is productivity. Employers and employees around the world work online, it improves overall operating efficiency, helps businesses save costs, and leads to the unemployment of a large number of workers. An Indian young man can accomplish the same task, as fast, or even faster, but his salary is 1/4 of that of white-collar workers in these developed countries. If you were the boss, what would you choose? The CEO of GE India said: “Any English-speaking country such as the United States, Britain, and Australia can outsource their work to India, the only limitation is your imagination.” More than half of the Fortune 500 companies outsource software To India. More and more business owners publish jobs to the world on talent sharing platforms such as Freelancer, upwork, oDesk, Elance, HopWork, and dreamstime, which also means that more and more jobs no longer require full-time employees. Online, you will find that translation, programming, writing, design, and photography are the more common types of work. Another change we need to notice is about the people we work with. By 2020, the workplace is going to be occupied by five generations. Gen Z who were born after 1994 will become one of the most important workforces in the workplace, 20% of the employees are from this young generation. Companies must understand how to attract and retain this generation of employees. According to the research about how many companies Gen Z wants to work for in their careers, 46% of respondents expect only one to three companies and the remaining 41% of the respondents expect one to seven companies. Here are some other interesting numbers from the research about Gen Z’ expectations in the workplace. 43% of the respondents indicated that the first consideration was to do meaningful work, and 33% said they wanted to work for a company that is committed to fulfilling corporate social responsibility (CSR). The overwhelming majority (85%) consider future jobs to be very important to their personal enthusiasms or interests. 31% and 29% of the respondents think work-life balance and compensation are considered important factors respectively that determine the quality of work-life. But when choosing an intensive job which is nine to five and get paid high, or a job with lower salary but with better flexibility and work-life balance, 65% choose the latter. Regarding the expectations of corporate leaders, 35% of the respondents believe that “authorization and courage” are the most important leadership conditions for the employer. They would love to become the fans of the boss, someone they would admire and give thumbs up on Facebook. This is no small matter, considering Gen Z represents the most culturally diverse generation yet. Do you have outsourced jobs, how much do you know about your young colleagues?
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Author: Future Manager Research Center People are the primary productive force of an enterprise, and people are company’s valuable wealth. Creating a positive culture around learning and development for employees is essential, through training, there are many benefits a company can earn back from this investment. First, it is the effective way to enhance the competitiveness of enterprises. With the acceleration of the update of knowledge and technology, enterprises need to continuously innovate and introduce new technologies and new concepts to employees, which requires continuous training. Secondly, it instills corporate culture and enhance corporate cohesion. Learning and development carries on the encouragement of the corporate culture, shares the identification of enterprise and sense of ownership with employees. It also enhances cohesion and teamwork between employees and employees, employees and managers. What are the Top trends of delivering learning to your employees in 2020? In recent years, corporate training shows a trend of high technology and high investment. For example, online courses, audio-video instructions, simulation drillings etc. Those technological innovations enable employees to acquire new knowledge and technologies much faster. Employees can learn knowledge and skills at any time in any place without restriction, so that enterprises can quickly adapt to the rapid changes in the market. And inevitably, the high-tech training requires high investment, enterprises’ investments in training keep increasing. Every employee is unique, once you decide to hire him/her, you have to show them you would love to invest in them. But training shouldn’t be one-sized. There is a growing demand for customized learning. According to research, 78% of the employees don’t want a “One-size-fits-all training “. Thus, enterprises are required to offer more personalized and simplified trainings to employees. Corporate learning strategy must start with regarding employees’ skills and interests, “what do they like to learn?” “what are they good at?” . And then companies should design precise learning contents that meet employees’ career plans. This strategy will not only let employees have a clear view of their future career development, but also ensure them to work on promotions inside the company instead of somewhere else. There is also an interesting and insightful “70:20:10 Leaning Model” that companies should try to adapt in 2020. It means: 70% of the leaning comes from day-to-day work. Employee’s experiences increase daily by working on specific tasks. 20% comes from learning from others, including colleagues, managers and executives. Therefore, helping the people around you at work is an important gesture in corporate learning and development. 10% of the knowledge gained from online courses and other training methods. What is your company’s leaning and development plan in 2020?
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