Perception of talent management practices by different generations of employees

Abstract

Talent diversity is now an important characteristic of any organization. The ability of companies to attract, develop, and retain employees, who differ in their gender, age, generation, nationality, etc., affects firm performance and forms unique competitive advantages. Representatives of different generations are active participants in the global and local labor markets who at the same time differ in terms of values, attitudes, and perceptions. That is why, modern companies adapt and develop existing management practices for such employees, through creating talent management systems for different generations. However, the question of effectiveness of using the existing practices remains debatable and requires further research inquiries. This study is aimed at identifying differences in the perception of talent management practices among employees from different generations who may value different aspects of their working experience. The research results would allow companies to identify the most significant practices, increase their effectiveness, and achieve higher long-term results through increasing the levels of satisfaction among their employees.