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Identifying the effective factors of attraction and special use of Generation Z employees under study: Bushehr Petrochemical Industries
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Dariush Dehghan1   , Rasool Aghadavood Jolfaei 2, Mohammad reza Dalvi Esfahan3 |
1- Department of Public Administration, Shoushtar Branch, Islamic Azad University, Shoushtar, Iran.
2- Department of Public Administration, Dehagan Branch, Islamic Azad University, Dehagan, Iran. , rasool_aghadavood@yahoo.com
3- Department of Public Administration, Dehagan Branch, Islamic Azad University, Dehagan, Iran. |
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Abstract: (578 Views) |
Purpose: The purpose of this research is to design special recruitment and use scenarios for Generation Z employees.
Method: The present research is a qualitative descriptive-analytical research and in terms of purpose, it is applied. The research community includes 12 experts from the petrochemical industry. And 31 indicators were identified through the Delphi method and the indicators were analyzed using the method of structural-interpretive equations and the formation of the achievement matrix.
Findings: The results of the research identified 5 important levels in identifying effective factors in attracting and hiring generation Z employees. In the first level, 5 indicators (merit selection, improving organizational selection, organizational attractiveness, highlighting goals and values, creating an environment of accountability and acceptance of transformational managers), in the second level 3 indicators (developing generation z culture, paying attention to the values of employees and team-oriented, communication between cultural) in the third level, 5 indicators (formation of electronic government, relying on remote work, upgrading technological infrastructure, support functions, eliminating bureaucracies), in the fourth level, 6 indicators (using digital skills, creating a multicultural organization, improving the quality of work life and satisfaction career, adaptation to work culture, sense of belonging to work and teaching organization, division of work according to the abilities of the generation, planning to reduce continuous job change), at the fifth level 5 indicators (educational policies in management fields and increasing skill training, In-service training courses and employee empowerment, turning the interested workforce into job candidates, giving benefits according to the scientific and skill abilities of the job, planning the design of attractive jobs based on the knowledge and ability of the generation) were determined.
Conclusion: Variables of needs assessment and public information, making jobs attractive for generation z, measuring the capacity and efficiency of a person when hiring, measuring people's computer skills, hiring using social networks, applying for a job online and building a personal brand as the most basic elements. The model was identified.
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| Keywords: scenario, absorption and utilization, generational gap, generation z, Bushehr petrochemical industries. |
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Full-Text [PDF 1123 kb]
(343 Downloads)
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Type of Study: Research |
Subject:
Management
Received: 2022/06/7 | Accepted: 2022/09/13 | Published: 2023/09/1
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