Do you think that the youngest generation of employees, the so-called Generation Y, prefers online learning? Then you believe one of the most frequent myths about the preferences of young workers regarding their further education and development. That, at least, is what was found by the Developing the Next Generation study by the Chartered Institute of Personnel and Development (CIPD), a British professional organisation comprising experts from the field of HR and education worldwide.
Stereotypical thinking and over-generalisations regarding young employees' development can lead to the creation of dysfunctional programmes. Young people offer companies enthusiasm, new energy, innovation and understanding of modern technology; however, they still need to improve a lot in self-awareness, accepting criticism and emotional intelligence. If companies can recognise and develop their strengths, they can contribute significantly to achieving business objectives.
Create a business case
Based on the findings of the CIPD study, which focused on the development possibilities of workers aged 16 to 24, these young employees prefer bite-sized learning and learning through practice and feedback. They are proficient in modern technologies but most of them do not like online learning.
Programmes focused on the development of young employees should be based on clear business scenarios. Each one should have its own business case. The most generally successful programmes include internships and programmes for graduates who may become permanent employees. Such programmes help companies become not only more productive but also achieve cost savings on recruitment.
“We can see real value in the programmes and investing time, effort and money into making the programmes work,” said Nick White, graduate programme manager in the British subsidiary of Fujitsu, one of the companies involved in the study. “It’s about making sure we have future leaders, and that is actually happening. Thirty per cent of those on our Future Leaders Programme started as graduates in the organisation.”
The study, including recommendations on how to create a business case for investing in employee development, is available for free download here.
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