Gestión de la diversidad. El reto millennial en un grupo de organizaciones: ¿quiénes son, qué los motiva y cómo retenerlos?

• Autor: Mitta Flores, Daniel Eduardo
• Formato: artículo
• Fecha de Publicación: 2019
• Institución: Pontificia Universidad Católica del Perú
• Repositorio: PUCP-Institucional
• Lenguaje: español
• OAI Identifier: oai:repositorio.pucp.edu.pe:20.500.14657/167552
• Enlace del recurso: http://revistas.pucp.edu.pe/index.php/360gestion/article/view/21117/20858; http://revistas.pucp.edu.pe/index.php/360gestion/article/view/21117/21083; https://doi.org/10.18800/360gestion.201904.003
• Nivel de acceso: acceso abierto
• Materia: Gestión de la diversidad; Millennials; Rango generacional; Satisfacción laboral; Retención de talento; https://purl.org/pe-repo/ocde/ford#5.02.04

This article aims to analyze the strategies and policies applicable to a group of professional millennials and how they represent a challenge for organizations. The millennial Generation has requirements and expectations of their work centers that may be different from those currently offered. It is for this reason that the human resources areas must knowabout these expectations in order to achieve efficient retention of talent. The challenges and changes that will be demanded by the members of each generation in the future oblige us to rethink these issues, making necessary to promote strategies and policies that make the collaborators feel identified and loyal to the organization. In this context, the knowledge of the characteristics of the personnel is essential, so the identification of the generational groups that compose them is key to be able to formulate an adequate retention plan for each organization because, according to the generational theory, each generational group has different expectations and characteristics.