The U.S. federal workforce is shrinking. By 2023 approximately 45 percent of that workforce will be eligible for retirement. The federal workforce could potentially lose many of the Baby Boomers and some of Generation X as a result. Millennials, a smaller generational cohort than both Baby Boomers and Generation X, will be expected to advance to the positions currently held by Generation X’ers who likewise will likely advance to the senior positions currently held by Baby Boomers. As a result, human resource managers need to develop strategic plans to recruit and retain Millennials as this generational cohort has different priorities and interests than prior generations. This systematic review (SR) searched the existing body of evidence regarding the priorities and preferences of Millennials in the workplace to make recommendations to federal human resource managers and leaders on ways to recruit and retain this generational cohort.
Findings of the SR indicate that Millennial employees want fair pay for their work and compensation for work beyond work requirements. They want advancement opportunities, job security and work in a recognizable organization that has a good reputation for employee support and community engagement. Strategies emerging from the SR indicate that government should have a clear, detailed and active presence on the internet using a centralized organizational website and social media (i.e. Facebook or Twitter) to convey strategic messages. Government hiring officials should use existing hiring incentives such as tuition reimbursement and special recruitment pay to attract Millennials whenever possible.
|Commitee:||Gelatt, James, Dinauer, Leslie|
|School:||University of Maryland University College|
|Department:||School of Business|
|School Location:||United States -- Maryland|
|Source:||DAI-A 81/8(E), Dissertation Abstracts International|
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