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Event Details

    GEN Y – THE NET GENERS (Approved for 1.0 Hour of General Credit)

    Date: May 15, 2014, 7:30am – 9:30am
    Organizer:
    GBRSHRM
    Location:
    Jubans
    Price:
    Free for Members/$30.00 Non-Members
    Event Type:
    Chapter Meeting
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    GEN Y - THE NET GENERS

      CLICK HERE TO REGISTER: http://www.cvent.com/d/x4qxm7/1Q

    (Who is Gen Y and what makes them so unique that business operations must chage?)

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    Greater Baton Rouge Society for Human Resource Management is pleased to sponsor a seminar on Generation Y – The Next Generation.  This event will be held during our regular monthly meeting on May 15, 2014. We are requesting approval for 1.0 strategic hours of continuing education credit. The following information will describe the program details.

    Seminar descriptionOne of the most highly requested topics is Gen Y. It's a major concern for business leaders as they see the wave of Baby Boomers retiring and they seek to find quality replacements and new hires to build their business.

    The Baby Boomers have always been considered to be the largest generation, and therefore, they have impacted the American workforce more than any other. Now, the Baby Boomers are retiring – 10,000 of them every day. Who will replace them? There is a new generation moving into the workplace now – 80 million strong! They are even larger than the Baby Boomer generation. They are called “Generation Y, Net Geners, Millennials.” They are the first generation to have the internet accessible to them every day of their lives, and that has reshaped how they think, how they see the world, and how they approach their careers. As you look to staff your organizations now and in the coming years, you will not be able to ignore them.

    This session will reveal to you the consistencies across this generation so you will know how to attract, retain, and manage them. It is likely that adjustments will need to be made in your internal strategies and structure to enhance your chances of maintaining a consistent workforce. And I believe that the way recruiting will take place in the next 2-3 years will dramatically shift from what we consider “normal” or “standard” currently. Those who begin planning now, making adjustments now, and have a blueprint to enable their organizations now will be the winners in the war for talent.

    Issues that will be addressed:

    • Who is this generation?
    • What are the consistencies across this generation?
    • How do those consistencies shape their thinking in the modern world?
    • How do they approach their careers – what matters most to them?
    • How can they be managed?
    • Is there a model out there for my organization to follow?
    • How can I best attract them to my organization?
    • How will recruiting efforts change in order to reach this generation?
    • How will I need to reallocate resources internally to accomplish these changes?
    • What will I need to do to retain these workers?
    • How do I take The Hunger Games approach – “May the odds be ever in your favor.”?

     DX2 Consulting is led by Doug Douglas. He is recognized as a recruitment industry expert with a monthly following of HR executives and leadership into the thousands through his broadcasts on HR.com, SHRM.org and his blog site. Doug is rated as one of SHRM's top 5 speakers, based on audience feedback and ratings. He has a consistent track record of evaluating current recruitment efforts and modifying them to increase effectiveness and efficiency. His passion for strategic planning and process implementation is unmatched. He has taken on some of the most challenging of circumstances and given the client drastically reduced turnover rates and ROI's into the millions within a years time.

    Because of Doug's roots as a top producing and successful recruiter, he knows the challenges that a recruitment team member faces. As an executive, he understands the balance needed in establishing solid strategies and providing the resources to be effective, all while keeping an eye on the budget. He identifies with every role within a recruitment team because he has lived it. He has extensive experience working in contract staffing, temporary staffing, direct hire recruiting, RPO (Recruitment Process Outsourcing) engagements, and he is the creator of a new recruitment model called IRM (Integrated Recruitment Model). This combines a corporate recruitment team with an outsourced agency team, allowing each to use their unique strengths to create the most effective and efficient recruitment model possible.