“The millennial generation is the largest age group to emerge since the baby boom generation,and as this group grows significantly as a proportion of the workforce over the next 20 years,employers will need to make major adjustments in their engagement models. Motivating, engaging,and retaining people will never cease as managerial priorities, but employers will have to carefullyconsider what strategies they will use to cultivate and retain valuable millennial employees nowand into the future?
Baby boomers are currently the largest generation of active workers. Research has shown that boomersidentify their strengths as organizational memory, optimism, and their willingness to work long hours. Thisgeneration grew up in organizations with large corporate hierarchies, rather than flat managementstructures and teamwork-based job roles.
Millennials have a drastically different outlook on what they expect from their employment experience.Millennials are well educated, skilled in technology, very self-confident, able to multi-task, and have plentyof energy. They have high expectations for themselves, and prefer to work in teams, rather than asindividuals. Millennials seek challenges, yet work life balance is of utmost importance to them. They do,however, realize that their need for social interaction, immediate results in their work, and desire forspeedy advancement may be seen as weaknesses by older colleagues.
Coupled with the socially minded millennial comes their desire to be creative. Millennials have grown up ina time where information has become available instantly. Through a Google or Wikipedia search, answersto even quite complicated questions can be found. As such, millennials have developed into a group thatwants to work on new and tough problems, and ones that require creative solutions.”
90% of workforce knowledge is coming from informal learning opportunity. Traditional formal learning opportunity is only contributing 10%of workforce knowledge in most of organization. This means organizations should leverage day-to-day user supporting activities to achieve organizational Learning & Development goals. We are not able to separate Learning & Development from Workforce Performance Supporting. At the same time, organizations should provide easier way of creating/sharing/updating user created contents to support collaborative learnings.
Is your organization aligning with this generation/behavioral changes in developing and managing workforce knowledge?
You already know that training and supporting your teams is important, but producing training/supporting content that appeals to your Millenials as well as your Baby Boomers is difficult?
SAP Workforce Performance Builder (SAP WPB) is SAP Education’s new standard for creating, distributing, and managing context-sensitive user help, user manual, procedural simulation and videos, training material, process documentation, rapid eLearning, and HP compatible test scripts.
The solution is addressing the issues including but not limited to,
Employee skills and regulatory compliance.
Support for formal and informal + social learning needs.
Leveraging user-generated content without additional authoring tool trainings.
The need to cut help-desk and process costs.
Creating single-source help materials for the entire IT landscape.
Up-to-date processes, trainings, and test documentation.
Whether the entire workforce, even those without their own workstations, can access relevant knowledge in the moment of need via mobile devices.
To find out more, Join us Wednesday, April 30th 2014 at 1:00PM SGT (2PM Tokyo, 3PM Sydney, 10:30am India) to learn about the latest innovations at SAP Education to easily create and deploy context-sensitive user help, transaction documentation, training simulations, test scripts, and e-learning materials.