Behind these two jargon phrases lies a major shift in working practices and employee expectations. Changes in technology, employee expectations and working environments are placing new challenges on organisations. The recession will only speed their impact as organisations who harness the benefits will be working at lower cost than those who don’t. In short we are seeing internet blogs, podcasts and social networking sites becoming more commonplace, and there is a new generation of employees coming into the workplace who are more inclined to use these technologies. The emergence of web 2.0 technology and the arrival of Generation Y employees will impact how we get work done, how we create an engaging and exciting workplace, and how we ultimately create high-performing organisations.

What is Web 2.0?

Web 2.0 is a ‘read-write’ web providing a method for participation, encouraging people to share ideas, promoting discussion and fostering a greater sense of community. It has been described as a ‘people-centric web’, providing employees with new tools for collaboration and knowledge-sharing.

For HR, Web 2.0 technology can improve business performance through recruitment, online learning, performance management, communication and teamworking. Technology such as blogging, interactive articles and chat rooms between employees and managers would help to encourage open lines of communication and an open culture. It can also provide businesses with a marketing tool and networking opportunities to increase awareness and understanding of what they can offer to customers and clients.

What is Generation Y?

Generation Y is the fastest growing segment of the workforce and has grown up using computers rather than pen and paper, communicating, contributing, and collaborating openly using informal networks.

Generation Y expect to take jobs that accommodate family needs and personal lives. They want specific goals and ownership of tasks and expect to make significant impacts from day one. They seek creative challenges and expect management engagement with their personal development. They don’t expect to stay in the job long term.

Offering flexible working practices including sabbatical leave and remote working

Taking a flexible approach to training and development, taking into consideration time and workloads and the availability of online learning

Offering reward and compensation with an emphasis on flexibility and tailoring to individual motivations

Web 2.0 has the potential to make dramatic changes to the way work is done, encouraging co-ordination through informal interaction rather than formal processes, and by making the workplace more engaging. Generation Y employees are more likely to be users of web 2.0 technology as they were brought up in the digital world. There is therefore a clear link between these two trends. Embracing the new technology will reflect the ways of communicating that Generation Y use and address their patterns of behaviour. This in turn will make the workplace more attractive to Generation Y employees helping organisations to attract and retain these employees and plan for future staffing issues.

Offering clients the very latest in interactive HRIT systems

Establishing and operating workspace sharing tools

Setting up our very own blog on our new website.

To know more give Christine a call on 01494 451681, or e-mail Christine on christine@hradvantage.co.uk. In the meantime feel free to use the blog: http://www.hradvantage.co.uk/interactive/hra-blog/