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dc.contributor.authorGuttman, Jenny
dc.contributor.authorUy, Marianne
dc.date.accessioned2021-03-02T14:58:39Z
dc.date.available2021-03-02T14:58:39Z
dc.date.issued2020-12
dc.identifier.urihttps://hdl.handle.net/1813/102849
dc.description.abstractAs the newest addition to the workforce, Gen Z (born between 1996-2010) is forcing companies to rethink the nature of their compensation packages. They are financially focused (prioritizing base salary and tuition reimbursement), require flexibility (more paid time off and the ability to work wherever, whenever) and value customization. Since the job market is becoming increasingly competitive, companies must change their packages to accommodate and appeal to this new generation (see Exhibit 1).
dc.language.isoen
dc.subjectHuman resources
dc.subjectbaby boomers
dc.subjectsilent generation
dc.subjectgeneration x
dc.subjectgeneration Z
dc.subjectrewards
dc.subjectemployee resource groups
dc.subjectmentorship
dc.titleHow does Gen Z Evaluate Compensation Packages and How is it Different from Prior Generations?
dc.typearticle
dcterms.licensehttps://hdl.handle.net/1813/102824
schema.accessibilityFeaturetaggedPDF
schema.accessibilityHazardnone


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