Vinculación y retención de los nuevos trabajadores del siglo XXI

Abstract

The generation that is graduating from universities is a generation that is radically different from previous generations, which actually are working in firms. For the purpose of this thesis this generation was born between 1980 and 2000. This is a generation that requires flexible schedule and comfortable workplace in his job, to have options to innovate, to create, to develop new ideas and knowledge, to have the possibility of learn continually, to have availableall technological tools to do his work. People that belong to this generation are people who grew up and even some born in the middle of the most important technological development in recent times, including the computer and the internet, among others. Through this thesis we want to explore how are prepared the companies in Medellin city to hire and holdto this new generation of employees, who are called Millenium generation or Generation Y; we want to understand the factor that affect their behaviors, which will help to the company to have a business continuity. In fact, today's businesses are not prepared to hold this generation. This situation is generating a high turnover of staff and like consequence there isa know-how that is rolling around the world from company to company but this doesn´t stay at any of them. It is difficult to handle this phenomenon, because even many companies are just beginning to identify this new situation where they must act and create new strategies for retention. In this context, the question is ¿What should companies do to assertively manage their new partners? The answer is simple: companies should not try to change the conductive actions of "Generation Y", but it should understand them and connecting new partners to their own organizational dynamics.