Human resources - performance management Research Proposal

Human resources - performance management - Research Proposal Example This paper tries to explore if it is possible to implement the system effectively at the workplace. The main generations which would be considered in this context are the Baby Boomers, Generation X and Generation Y. The generation born between 1943 and 1960 are referred to as Baby Boomers, while those born between 1961 and 1980 are better known as Generation X while people born after 1980 are called Generation Y. The motivation behind this project to highlight on the importance of different performance management practices for the different generations. Critical Literature Today multiple generations are found to be employed at the place of work. However, in a manufacturing oriented economy, they are found to be distinguished from one another through organizational stratification and structural scenery of that economy. The older or senior employees are found to be working in the head offices holding the commanding positions, while the middle aged employees are found to be holding positions requiring high skills mainly belonging to the management cadre. The youngest, greenest who are considered to be most strong physically are found to hold the factory floors and accounted for the sales representatives, junior accountants, assistant managers etc. One of the major outcomes of this accidental blending of different generations is creativity. People belonging to different generations are likely to bring up different thoughts and yield new ideas for solving problems and creating future opportunities. (Zemke & Raines & Filipczak, 1999, p.10). The study would r eflect the some of the fundamental differences between the different generations in terms of their work habits, work ethics and career views and values. According to a research conducted by Raines (2007), the rich combination of different generations in organizations has called for changes in the recruitment and performance management strategies by employers. The results show that competition for talents have been escalating as there are more generations who have been working side by side. It is seen that the oldest members belonging to the generation of Baby boomers have been coming close to their age of retirement. However, this is also true that their performance and productivity is not the same as the Gen X and Gen Y. That is why they different performance evaluation practices. However, the ageing generation is also required in the organizations as they are rich talents and their knowledge is of high worth in the organizations (Raines, 2007, p.1). Recently a survey conducted by Next Step, which was led by Jenifer Vessels (1998), on four different generations in organizations aged between 20 years and 60 years belonging to both government agencies and private companies. The results showed that 72.3% of the respondents had been