Understanding Generation Y is the key to keep them in a company, but what should we do to show that we understand them?
For the case of Malaysia Airlines (MAS), there are some recommendations to the company in order to improve the retention practice of Generation Y employee. After the sad incident happened, all the cabin crew have trauma to work in a plane. In order to keep cabin crews’ and other employees’ loyalty to work with MAS, the company have to show the sincerity to make some changes in the company practices.
First, training and development has been carried out by MAS to improve the skills of its employees. However, after the training course, there are unhealthy competitions among the trainees like the trainee did better than me, …show more content…
The trainers should use repetition for the trainees to grab the important points. Otherwise, Generation Y will find it boring and will learn nothing in the training. To conclude, an effective training session should be conducted. If an effective training is conducted, then no unhealthy competition among the trainees will occur. Regarding the time-consuming and high cost training programmes, this can be overcome by a well-planned budget and a professional programmer. Little investment in training may bring significant effect to the …show more content…
MAS hopes that by this practice employees are given job security. However, Generation Y does not put job security as their main concern. They need much more recognition in the workplace. Thus, I recommend rewards and recognition are given based on the performance. The one who did better is rewarded more. Praises should be given to the employees especially Generation Y if positive contributions are made by them. Generation Y likes to be hero or heroine, and they will feel more engaged to the company and want to work in this company.
In the case of Singapore Airlines (SIA), reward and recognition is applied. This is a good strategy because it suites the attitude of Generation Y which likes to be recognized. Thus, what improvement can be made to this existing reward and recognition programme to be more interesting and challenging is the issue to be concerned. We have to understand Generation Y attitudes and create a task that will attract their attentions. A normal task is done by normal people, but a challenging and interesting task is definitely set for Generation Y. Since they
For the case of Malaysia Airlines (MAS), there are some recommendations to the company in order to improve the retention practice of Generation Y employee. After the sad incident happened, all the cabin crew have trauma to work in a plane. In order to keep cabin crews’ and other employees’ loyalty to work with MAS, the company have to show the sincerity to make some changes in the company practices.
First, training and development has been carried out by MAS to improve the skills of its employees. However, after the training course, there are unhealthy competitions among the trainees like the trainee did better than me, …show more content…
The trainers should use repetition for the trainees to grab the important points. Otherwise, Generation Y will find it boring and will learn nothing in the training. To conclude, an effective training session should be conducted. If an effective training is conducted, then no unhealthy competition among the trainees will occur. Regarding the time-consuming and high cost training programmes, this can be overcome by a well-planned budget and a professional programmer. Little investment in training may bring significant effect to the …show more content…
MAS hopes that by this practice employees are given job security. However, Generation Y does not put job security as their main concern. They need much more recognition in the workplace. Thus, I recommend rewards and recognition are given based on the performance. The one who did better is rewarded more. Praises should be given to the employees especially Generation Y if positive contributions are made by them. Generation Y likes to be hero or heroine, and they will feel more engaged to the company and want to work in this company.
In the case of Singapore Airlines (SIA), reward and recognition is applied. This is a good strategy because it suites the attitude of Generation Y which likes to be recognized. Thus, what improvement can be made to this existing reward and recognition programme to be more interesting and challenging is the issue to be concerned. We have to understand Generation Y attitudes and create a task that will attract their attentions. A normal task is done by normal people, but a challenging and interesting task is definitely set for Generation Y. Since they