DATE: 07/27/2011

Millennial Generation from hiring to training

Student Name: SUJIN KIM

Course Title: Leveraging Human Capital

Introduction

Millennial Generation in Korea, they are starting taking the lead in society. I am also same with them.
My title is Millennial Generation from hiring to training. The reason why I chose as a topic is to share interesting information in way of hiring and training as though it is a short case study. I don’t know if how and what kinds of process other countries are carrying. I want to tell you current situation in workplace lively. I will describe current situation with a few examples focusing on new employees from my point of view as a work experienced person. I have organized my paper into two main sections. One is providing how to choose new employees and the second one is how to train for employees. I guarantee the following things are real Korean appearances now.

Millennial Generation !? Hire like this !
I dreamed I could do significant projects perfectly and quickly in comfortable workplace when I get started my first job after graduation. As everyone knows, the high expectation comes great the disappointment. The companies should not leave as it is. They need to show reality of work environment to new employees. The young have a completely different set of values and expectations. If the companies do leave them, new employees would be frustrated and ready to leave their company. Here is an example. Asante, pests control company in Japan, was having difficult time due to about 40 % turnover of new employees by reason of 3D job. The best way is needed for retaining. At the end of worries, new employees were made to burst their bubble prior to stating. The recruit orientation, called ‘Attention to reality in Asante’, was held, where a few second year superior talked about job-related experience. It had resulted in reducing turnover rate to 10 % and the trouble settled down by hiring applicants who have strong will power.

Millennial Generation !? Train like this !
Let me suggest some examples of training, which I experienced and something is practicing in Korean big company such as Sam Sung, Hyundai etc.

The first thing is the companies have to back up employees. Employees’ attitude change time to time. Only to say the company is part of the life but employees might leave without their meaning of life in workplace when they are working. The meaning of passion, interest and aptitude are the most important to those who respect their individuality. I am also Millennial Generation. If my capability is recognized or my ability could be shown, I would focus on my job definitely. The companies should encourage employees to contribute themselves in workplace by acknowledging. I will give one example. Hyundai department, in Korea, has some outstanding Toeic instructors, who got a perfect score on the Toeic. They are not outside instructors just belong to Hyundai as employees. Not only could they improve their other ability as an instructor, but also the company could reduce expenditure, which spent yearly $55,000. It is a good case of maximizing the use of manpower.

The second one is making a team between Millennial and Boomer generation. According to Job Korea research, 97% of high executive of a company and 84.4% of new employees responded they feel like having a big generation gap when they are communicating. Millennial employees are self-assertive and Boomers are embarrassed. Sometimes Boomers feel small in front of young generation through the difference of information and technology. In other words, they can learn from each other enjoying cooperation. In 20th century Korea, many of people used to mind sharing information like money with others for individual profitable results. Now they are keeping changing. Therefore, I would like to suggest ‘Help each other’. Making a same target, Boomers need to make an effort to learn new technologies and enthusiasm and younger generations have a good chance to be taught abundant experiences. Here is such an example. KTH, smart mobile company, they had 2010 year-end ceremony with being full of clapping and applauding. They held the first competition which is had people give great ideas for new business project. Actually, there is one point that our attention. It is just way of all team members. Doing something as a team with different generation is caused to expand the range of communication. The company could get practical ideas to be reflected to business, at the same time, it was a good opportunity to be improved flexible communication to young employees. The event was very well-received by all workers. They said that the project is holding every year.

The third one is using mobile technology for employee training.
According to Incruite research, small business cannot afford training for new employees by about 82.9% reason of no enough time to do. In this case, Smartphone which anyone can use whenever and wherever will solve everything. Smartphone is able to be used as a device that makes it easier for training. For instance, use mobile in new employee orientation. If the files concerning work information such as phone numbers, guideline, and policy upload to the phone, it would be easy to find without going through thick paper files. There is a case which used the phone in training. Kristofor Swanson, Merrill Lynch HR mobile director of the headquarters, said that the effect of mobile learning reduced loss time more 45% to the past. In addition, they said learning from the phone much more effective.

Conclusion

I remember my first day of school when I was young. It was a bit frightening because I was 6 years old. I had to meet a lot of new people in different environment. I was not quite sure how I would be accepted. When I became a worker I felt much the same way. I think others would do like me. New employees are coming into a new environment, meeting new people, and are not sure how they will be accepted. Employers can ease the transition and take advantage of the opportunity to have employees get a good start. I introduced good examples. Not only hiring good people but also training workers is the most important thing to be done by human resource department. Obviously, the ways of training and hiring which I mentioned above, have helpful to improve profitability by Human resource manager’s great ideas. I think the most successful companies in the business are just to invest in planning and training.

New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team.

As the companies invest on employees’ training properly, it could be a good way of being able to save the budget.
What I want to say at this point is about necessity of the training system.
It is made to reduce the percentage of turnover and retain them by investing on training.

http://www.martin-simonds.com/pdf/trainingmanagers.pdf

I would like to introduce my memorable employee training that I have ever had. Korean Millennial Generations depend on their parents even after graduating. I am not sure if because of such a reason but many big Korean company is going on inviting parents of new employees in orientation. Even small business company does not need to worry about hiring. Many young people in Korea want to work in the big company so small businesses have sometimes difficulty hiring to hire new employee having a superior capability. If the party is thrown away for employees’ parents regardless of the size of company, parents would be moved. When I entered the company they hold an even for employee’s parents and workplaces and co-workers are shown. After that, the CD which recorded parents’ interview and events is delivered to my parents. My parents relieved and encouraged me.

--------------------------------------------
[ 2 ]. People who born in 1982-2000 , http://cafe.naver.com/ak573.cafe?iframe_url=/ArticleRead.nhn%3Farticleid=120879& 7.23.2009
[ 3 ]. http://www.igmbiz.org/bbs/board.php?bo_table=sub0300&wr_id=1923&page= 02.07.2011
[ 4 ]. Hyundai Department Store,together with Lotte Department Store and Shinsegae, is one of the three major department store chains in South Korea. It has 11 locations and more than $340 million in annual sales. http://en.wikipedia.org/wiki/Hyundai_Department_Store
[ 5 ]. Established in 1991, KTH started out as a general internet service network, and launched many other online services there forth with its service portal, paran.com. http://www.koreagamewatch.com/wp/?page_id=1131
[ 6 ]. Merrill Lynch is one of the world's leading financial management and advisory companies, providing financial advice and investment banking services. http://www.ml.com/badBrowser.asp?url=http://www.ml.com/index.asp?id=7695_15125