| Abstract [eng] |
Global demographic and labor market changes are changing perceptions of modern society and the economically active person. Growing new generation and younger people entering labor market, although the number of empoyed older people is also increasing. All of it distorts struture of labor market and creates the need of new principles and ways of managing houman resources. The same methods and principles are no longer applicable to all employees in the organization because they belong to different generations and have different attitudes towards work and leisure, organization and relationship with managers, learning, and identify themselves within organisation led by different expectations. The subject of thesis: X and Y generations employees management. Aim – to examine the peculiarities of X and Y generation management. In order to achieve the aim of thesis following tasks are set: analyze the characteristics of the X and Y generations in a theoretical context; theoretically justify the peculiarities of management of generations X and Y; explore the expression of the X and Y generations of employee characteristics and human resources management process; identify the peculiarities of X and Y generation management in organizations. Theory of generations and the behavior of generations X and Y in the organization, examined in theoretical part of the thesis, helped to identify the essential characteristics of the employees of the said generations. A systematic analysis of the scientific literature suggests that Generation X employees have the following characteristics: work-life balance, independence and autonomy, loyalty to the organization, engagement to changes, technology education, and Generation Y employees have the technology education, pursuit of added value, goal orientation, learning, development and career aspirations. Stages of human resource management process(recruitment, selection, adaptation, education and development, performance appraisal, reward for work) are highligted and helped to identify X and Y generations management pecularities by assessing differences in attitudes towards work and organizational expectations. In the practical part of the work, a quantitative study was conducted which revealed that Generation X employees had three out of five conceptually identified characteristics: pursuit of work-life balance, autonomy and independence, and technological education. According to the interviewees, all the characteristics of generation Y employees identified in the theoretical part of the thesis are specifics of this generation. It can be argued that Generation Y is characterized by a technological education, desire for add value, a goal orientation, a career aspiration and a desire to learn and improve. It has also been found that at different stages of the human resource management, different aspects, used methods and techniques are relevant for each to each of the generations. Based on analysis of scientific literature and results of the research, guidelines for human resources management in the X and Y generations have been formulated, taking into consideration the uniqueness and differences of each generation. |
