Y Kuşağı Çalışanlarının İşe Alınması ve İşte Tutulması için İnsan Kaynakları Stratejileri

Year 2020, Volume: 35 Issue: 2, 431 - 442, 29.06.2020

Şerife Uğuz Arsu Mehmet Halit Yıldırım

https://doi.org/10.24988/ije.202035215

Abstract

Bu çalışmanın amacı, günümüz işletmelerinin çoğunluğunu oluşturması ve gelecekte iş dünyasının şekillenmesine büyük katkı sağlayacak olması nedeniyle etkili uygulamalara ihtiyaç duyacak olan insan kaynakları ve yöneticilerine, en hızlı büyüyen iş gücü, iş hayatına girmeye başlayan en son kuşak grubu olan ve diğer kuşaklardan farklı olarak iş hayatından yüksek beklentileri olan Y kuşağını işe alma ve işte tutma konusunda ne gibi stratejilere ihtiyaç duyacaklarını ve motivasyonu etkileyen unsurların bu stratejiler üzerindeki etkisini incelemektir. Araştırma amacıyla, Gaziantep ilinde Sanayi ve Ticaret Odasına kayıtlı 80 büyük ölçekli işletmeden 46'sında yer alan 100 insan kaynakları yönetici ve yetkilisine, literatür ışığında hazırlanan anketler uygulanmıştır. Araştırma sonucunda, Y kuşağının motivasyonunu etkileyen “iş yaşam dengesi, eğitim fırsatları ve takım çalışması”, “liderlik ve danışma programları” ve “sorumluluk alma” alt boyutları, onları işe alma ve işte tutma stratejileri üzerinde etkisi olduğu görülmüştür.

Keywords

Y Kuşağı, Motivasyon, İşe Alma, İşte Tutma, IK Yöneticileri

Thanks

Bu çalışma Aksaray Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme Anabilim Dalında 24.06.2014 tarihinde savunulan Şerife UĞUZ ARSU’nun yüksek lisans tezinden türetilmiştir.

Human Resources Strategies for the Recruitment and Retention of Generation Y Employees

Abstract

This study investigated the potential strategies and related motivation factors that are required for the recruitment and retention of Generation Y, which is the fastest growing segment of today’s workforce that has higher expectations compared to previous generations. As Generation Y forms the majority of today's businesses and will have a significant role in shaping the future business world, managers and human resource specialists need effective strategic plans to attract this generation to their business. A survey prepared in the light of the studies in the literature was conducted on 100 human resources specialists and managers from 46 large-scale enterprises registered to the Gaziantep Chamber of Industry and Commerce. The study determined that the work-life balance, training opportunities and team work sub dimension, the leadership and mentoring programs sub dimension and the taking responsibility sub dimension, which motivate Generation Y, have effects on the strategies for the recruiting and retention of Generation Y.

Keywords

Generation Y, Motivation, Recruitment, Retention, HR Managers

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