Human Resources Management

Millennials – Most Tolerant Generation

Wednesday, October 29th, 2014


As mentioned previously, millennials have access to global information. This accessibility to information has helped shape their global perspective. In addition, millennials are the most inclusive and diverse generation in U.S. history (Keeter 2009). Because of their diversity and access to global information, millennials’ attitudes and experiences with race are dramatically different from earlier generations. There is essentially universal acceptance among millennials. Ninety-four percent of millennials approve of interracial dating and marriage, versus just 56 percent of white 18- to 25-year-olds polled in 1987-1988 (Pew Research Center 2007).

This tolerance bodes well for millennials in the workplace. Millennials are more willing to work in teams and create better working relationships with their peers. Semi-autonomous and self-managed work teams have been shown to enhance innovation, increase productivity, and lower personnel costs (Lawler and O’Toole 2006). Because of this, organizations are realizing the added value of millennials’ desire and ability to cultivate collaborative working environments.

Millennials’ acceptance to different races, ethnicities, gender, and sexual preferences have permitted them to communicate across boundaries that were set by previous generations. This openness has allowed for greater communication and collaboration in the workplace. In addition, millennials’ ability to not only foster this type of collaboration but prefer it, has prompted organizations to take a closer look at how they design responsibilities, work teams and groups for the millennial generation. Organizations are realizing that understanding the desires and expectations of the millennial generation will be vital to their ability to develop strategies to better engage them.

Do you want to read the entire whitepaper on Millennials in the Workforce: Creating a Mutually Beneficial Relationship? Download it now:


KPA Tami Boyer is a Sr. HR Client Advocate for KPA’s HR Management product line. Tami is a veteran of the United States Army and has previously worked as an HR Manager for Department of Defense contractors. Tami is PHR certified and has a Master’s Degree in Human Capital Management from the University of Denver.

The Socially Conscious Millennial

Wednesday, October 15th, 2014

young business man

Millennials care about the world around them. Due to easy access to world news and knowledge of events occurring in all parts of the world from social media, millennials have taken a keen interest in finding ways to remedy the world’s social issues. As a result, they are also looking for employers to do the same. Millennials are bringing their social values into the career equation by placing a premium on an employers’ reputation for social responsibility and the opportunities those companies and organizations provide their employees to make a positive impact on society (Nunn 2011). In fact, outside of the high-tech sector, the employers that were most appealing to millennials as a place to work were those whose mission is to change the world for the better (Brookings 2013). The millennial generation is holding themselves as well as employers to a higher standard of social responsibility.

Millennials – The Digital Natives

Wednesday, October 8th, 2014

young business people

Millennials have been born into a very different world than previous generations in terms of technology. Millennials have grown up in a time of rapid technological advancement. The millennial generation has a familiarity and comfort with technology that is unprecedented. This knowledge of technology has led the millennials to be coined “digital natives”. Technology has been so present in the lives of millennials that it has become a way millennials identify themselves—much more so than any previous generation. The millennial generation sees its connections to technology as a major component of its generational identity.

Understanding Millennials

Wednesday, October 1st, 2014

young male worker

Organizations are learning that what motivated the previous workforce, does not necessarily motivate the millennial workforce. Boomers are leaving workplaces that have been designed around them, which is now at odds with the work expectations of the incoming millennials. Managers and human resources professionals will need to understand what these differences are so that they can create new engagement strategies for the millennial generation. (more…)

What is a Millennial?

Wednesday, September 24th, 2014

generation y

Millennials, the generation born from 1982-1995, are quickly filling the ranks of organizations as the boomer generation retires from the workforce. In fact, millennials will comprise 75 percent of the global workforce by 2025. Because of the millennials’ sheer size, they will have a considerable amount of power within the workforce. Organizations will want to understand the millennial generation in order to leverage this power.

Using Total Rewards as a Recruitment Tool Part 3

Wednesday, September 10th, 2014


Last week, we delved further into the concept of the total rewards toolkit, defining what exactly benefits and work-life mean for prospective and current employees. Through the use of a total rewards program, employees may stay loyal to their dealership longer. A total rewards program also serves as an additional benefit to new employees, making your dealership even more attractive to applicants. Two parts of total rewards remain: Performance and Recognition and Development and Career Opportunities. (more…)

Using Total Rewards as a Recruitment Tool Part 2

Wednesday, September 3rd, 2014

total rewards

Last week we discussed the value of total rewards for a dealership. Through the implementation of total rewards, prospective and current employees can be attracted, motivated, and retained. We now know that through the use of full compensation packages (a four-part concept), employees are motivated to perform even better. However, compensation is only one small portion of the total rewards toolkit. Also included are benefits, work-life balance, performance and recognition, and development and career opportunities. (more…)

Using Total Rewards as a Recruitment Tool Part 1

Wednesday, August 27th, 2014


For some, a job is just a job, for engaged, productive employees, a job is so much more. Engaged employees are looking for a job that has the whole package- a well-paying, flexible job that includes benefits and work-life balance. It isn’t enough to simply have an open position at your company; you must also offer total rewards. What are total rewards? They are the tools available to employers that can attract, motivate, and retain employees. (more…)

Want to Increase Productivity and Morale? Empower Employees

Monday, July 21st, 2014

employee motivation small

Workers who feel empowered by their employers are more productive and have higher morale, regardless of their industry.

These are the findings of a new study by lead researcher from the University of Iowa, Scott Seibert. He explains, “Empowerment is an effective approach for improving employee attitudes and work behaviors in a broad range of industries, occupations and geographic regions.”

Protect Your Company – Always Confirm Employment Eligibility with E-Verify

Monday, July 14th, 2014


Get a jump on proposed new Immigration regulations. Under proposed federal immigration reform all employers would be required to use the E-Verify. Already many states required the use of the E-Verify system.     Make sure that you complete a new I-9 form within three days of hire and take the extra step of confirming eligibility to work in the United States by using E- Verify. (more…)