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The HR Knot: R etaining Employees

The HR Knot: R etaining Employees. Presented by Jon Thummel Director of Geary County Human Resources. Different Generations in the Workforce. Traditionalist (Pre 1945) – 2% of workforce Great Depression, WWII Big Band Music Bob Dole, Elizabeth Taylor Rules, Conformity

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The HR Knot: R etaining Employees

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  1. The HR Knot: Retaining Employees Presented by Jon Thummel Director of Geary County Human Resources

  2. Different Generations in the Workforce • Traditionalist (Pre 1945) – 2% of workforce • Great Depression, WWII • Big Band Music • Bob Dole, Elizabeth Taylor • Rules, Conformity • Hard work, abhor waste

  3. Different Generations in the Workforce • Baby Boomers (1946-1964) – 25% of workforce • Civil Rights, Sexual Revolution • Doo Whoop and early rock • Bill Clinton, Meryl Streep • Highest divorce rate • Equal rights, anything is possible • Ambitions, ethical, most educated generation

  4. Different Generations in the Workforce • Gen X (1965-1980) – 33% of workforce • Barack Obama, Jennifer Lopez • Rock and Roll, knows Jenny’s number • Watergate, energy crisis, moms work • Balance, diversity • Fun, lack of organizational loyalty

  5. Different Generations in the Workforce • Gen Y or Millennials (1981-1996) – 35% of workforce • Ashton Kutcher, Serena Williams • Rap, Pop • Digital media, terrorist attacks, 9/11 • Avid consumers, FUN!!! • Hotly competitive, everything needs to be NOW! • Want experiences

  6. Different Generations in the Workforce • Gen Z (1996-2012) – 5% of workforce • Don’t know who the stars will be • Great Recession • You Tube, Snap Chat • United States always at war • All technology, all the time • Student loan debt, college? • Loyal, compassionate, curious, adventuresome • Want great products

  7. What motivated people in the past will not motivate people in the future!

  8. What motivates people today? Appreciation or recognition for a job well done Being in the know about company matters An understanding attitude from management Job security Good wages Interesting work Career advancement opportunities Loyalty from management Good working conditions Tactful discipline

  9. What we do Competitive benefits Competitive pay Longevity compensation

  10. Succession Planning

  11. What keeps me up at night!A look at our demographics

  12. What keeps me up at night!A look at our demographics

  13. The Broad Strokes KPERS Eligibility Other concerns

  14. Who Should We Be Succession Planning For? Directors Deputy Directors (especially in elected officials offices) Finance/Payroll employees

  15. Who Can We Succession Plan For? Larger departments Talk to employees, make sure you know who is a flight risk

  16. Steps for Succession Planning Identifying good people that want to Provide them with training Give them more authority to practice Put it in practice during time away from work (vacations, FMLA) Reassess plans and make adjustments If it works and they thrive, give them more responsibility (lead-worker, supervision, deputy director)

  17. Things to Remember Not all turnover is bad It is a journey Succession planning is not a panacea Can help in the long run

  18. Role of Human Resources Representative of Management Advocate for employees Make a stand alone department Answers directly to the Board of County Commissioners

  19. What HR Can Do For You Keep it legal Help with budget Control expenses Identify issues Bring unique solutions

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