Generational Changes in Management and Their Effect on HR Management.

Introduction

Generational change in management has a profound impact on HR functions within organizations. Over the past 50 to 60 years, several generations—such as Baby Boomers, Generation X, Millennials, and Generation Z—have emerged, each bringing unique perspectives, values, and cultural influences.

For instance, Baby Boomers often prioritize loyalty and face-to-face communication, while Millennials and Generation Z value flexibility, technology integration, and work-life balance. These varying preferences can create diverse expectations around workplace policies, employee engagement, and team collaboration.

As a result, HR functions must adapt to effectively manage the different needs and motivations of each generation. This includes re-evaluating recruitment strategies, employee benefits, training programs, and retention approaches to ensure they resonate with the diverse workforce. By recognizing and embracing these generational differences, organizations can enhance their overall performance and create a more inclusive and supportive work environment (TRB360, 2025).

Figure: 01- Generational Change

Source: (Rahman, 2025).

Role of the  HR Department 

HR departments face the challenge of bringing employees from all generations together on the same floor. One of the key responsibilities of HR is to foster good communication and strong relationships among all employees. Generational changes in management can particularly affect the intentions of experienced staff members. If seasoned employees feel undervalued, it can lead to disillusionment with their jobs or prompt them to seek opportunities with competitors. Therefore, it is essential to address these issues tactfully.

• Recruitment Process:

Each generation has different expectations and priorities. HR managers need to tailor their recruitment processes to suit the expectations of each generation, which will enable them to make fully informed choices.

• Training and Development:

Different generations may have different learning styles of their choice. Training programs need to be designed to accommodate these varying learning styles.

• Performance Management:

There are variations in attitudes toward performance appraisals across generations. HR managers must understand the variations to deliver fair performance judgment and effective feedback.

• Communication Strategies:

There are various communication preferences for all generations. Each generation's communication style and preference must be incorporated into HR processes. Periodical surveys must also be conducted to discover more about these preferences.

• Mentor and Subordinate:

Experienced, exciting employees possess a wealth of knowledge related to the organization. If we can utilize them as mentors, it will encourage them and ultimately lead to increased organizational efficiency. This will also serve as a strong foundation for the second layer of development.

• Use as a Role Model:

As previously explained, experienced staff members are valuable assets to an organization. Keeping them satisfied is a significant responsibility for the HR department. In this context, experienced staff serve as role models within each company because they understand the history, present circumstances, and possible future developments. Ensuring their satisfaction represents an investment in the organization's success.

Video: 01

Resource: World Economic Forum. (2022).

Conclusion

Embracing generational changes in a positive way can greatly improve productivity in organizations. Valuing and respecting the contributions of experienced staff fosters a supportive environment and promotes varied outcomes that go beyond just profits. Furthermore, actively involving seasoned employees in discussions and initiatives with the new generation encourages a dynamic exchange of ideas. This collaboration not only maintains stability but also reinforces the resilience and strength of the organization as a whole.

Figure: 02 Human Resource Management Feature

Resource: Skillscaravan (no date)

References

TRB360, 2025. How Do Generational Differences Affect HR Management Processes. [online] Available at: https://trb360.com/eng/how-do-generational-differences-affect-hr-management-processes [Accessed 4 March 2025].

Rahman, E.A., 2025. Concept of Generations and Their Characteristics. [online] LinkedIn. Available at: https://www.linkedin.com/pulse/concept-generations-characteristics-engr-ashiqur-rahman-zug0c/ [Accessed 4 March 2025].

World Economic Forum. (2022). Why the next global recession could be different. YouTube. Available at: https://www.youtube.com/watch?v=556q3Ac6d3Q (Accessed: 12 March 2025).

Skillscaravan (no date) The evolution of HRM: Understanding its features, objectives, and characteristics. Skillscaravan. Available at: https://www.skillscaravan.com/post/the-evolution-of-hrm-understanding-its-features-objectives-and-characteristics (Accessed: 12 March 2025).