THE FUTURE OF GEN Z TALENT IN 2030 ADAPTING TALENT MANAGEMENT STRATEGIES FOR A NEW WORKFORCE ERA

Mohd Sahrul Syukri Yahya (), Mohd Gadaffie Abd Aziz and Mohd Azlan Ab Jalil
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Mohd Sahrul Syukri Yahya: Institut Dato’ Onn Research Centre, Bandar Medini Iskandar, Iskandar Puteri, Johor
Mohd Gadaffie Abd Aziz: Institut Dato’ Onn Research Centre, Bandar Medini Iskandar, Iskandar Puteri, Johor
Mohd Azlan Ab Jalil: Institut Dato’ Onn Research Centre, Bandar Medini Iskandar, Iskandar Puteri, Johor

Education, Sustainability & Society (ESS), 2024, vol. 7, issue 1, 45-49

Abstract: Generation Z (Gen Z), born between the late 1990s and early 2010s, is redefining the workplace with unique values, priorities, and expectations, creating a fresh set of challenges and opportunities for organizations. By 2030, Gen Z will represent a substantial portion of the global workforce, and understanding this generation’s workplace preferences is essential for attracting and retaining top talent. Unlike previous generations, Gen Z values flexibility, purpose, and inclusivity, placing high importance on work-life balance, corporate social responsibility, and diversity, equity, and inclusion (DEI). They are also the first true digital natives, bringing an unmatched comfort with technology and a demand for digital integration that requires organizations to continually adapt technologically. This article explores the future of Gen Z talent by examining anticipated challenges, including the shift to flexible work environments, managing technology-driven expectations, and balancing DEI initiatives with traditional business objectives. To successfully engage Gen Z talent, organizations will need to offer adaptable work arrangements, purpose-driven roles, and clear DEI commitments. Furthermore, companies must redefine career progression by providing diverse career paths and continuous learning opportunities to satisfy Gen Z’s desire for growth in non-linear, skill-focused ways. This paper offers actionable insights into adapting talent management strategies to align with Gen Z’s unique priorities, ensuring organizational readiness for 2030 and beyond. Through a mix of case studies and evidence-based recommendations, this article underscores that companies embracing flexibility, meaningful work, and inclusivity will foster a resilient, engaged, and innovative Gen Z workforce.

Keywords: Gen Z; work-life balance; workforce; digital; innovative (search for similar items in EconPapers)
Date: 2024
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Persistent link: https://EconPapers.repec.org/RePEc:zib:zbness:v:7:y:2024:i:1:p:45-49

DOI: 10.26480/ess.01.2024.45.49

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