![]() Surprising findings were seen in the comparison of companies by size. Obtained outcomes shows interesting differences between companies in successful retention of talents which can be found: in private companies, in companies with foreign capital, in companies with a HR unit, and companies with a better financial situation. Also, the challenges from outside and specific procedures provided inside the company to retain talents were added. The research model was set according to outcomes of previous researches with following most important factors: financial requirements, motivation system, communication and self-development. Data were analyzed quantitatively by ANOVA and results were completed and described by Focus groups qualitative research. Realized questionnaire study obtained data from 381 companies represented by managers. The goal of presented study is to explore differences in talent retention in various types of companies according to several factors. On the other hand, companies should avoid mistakes that complicate retention of talent, for example, extreme workload, conflicts with executives, lack of opportunities for self-development, as well as inadequate financial remuneration. Attractive work, suitable working environment, strong organizational culture, work flexibility, effective leadership, as well as financial or non-financial benefits are factors that a company can significantly influence in order to retain talent for future tasks. The success of talent management is based on keeping talented individuals in a company. A sample of 160 Gen-Z B-School students from India is 15 B-Schools were surveyed to acquire the data to meet the requirements. Still, Gen Z preferred more growth and learning opportunities than Millennials, who favoured compensation and organizational attributes. ![]() Finally, the comparison of Millennials and Gen Z preferred attributes showed a degree of similarity of employer preference attributes for Millennials and Gen Z, as both generations preferred instrumental factors. ![]() Segmentation was done based on the student’s gender, specialization, and previous work experience to differentiate the perception factors. The study identifies the organizational attributes most significant in attracting Indian Generation Z B-School students to seek and aspire for employment. Generation Z belongs to the age cohort, which has just started entering the workplace during this study. Identifying the dimensions of the employer brand attractiveness of Indian ‘Generation Z’ students who are prospective employees on an overall basis and for certain segments of students, the study is conducted. ![]()
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