HR managers taught how to handle workforce diversity

Human resources executives and other managers of public and private establishments danced to tunes of their respective generations—ranging from music by Elvis Presley, The Beatles, Michael Jackson, to that of Britney Spears—at the Hyatt Regency Saipan’s SandCastle Thursday.

“Even in music, we have differences,” pointed out Commonwealth Telecommunications Commission board member Josephine Mesta, guest speaker at the Society for Human Resource Management’s annual diversity conference.

Mesta, who divided some 42 conference participants according to their respective generations, said managers should be flexible in understanding the diversity of the workforce, to help them motivate their workers to become more productive.

Mesta said managers should find out each generation’s communication preferences, and discuss and encourage intergenerational issues and activities.

In a lively presentation that elicited active audience participation, Mesta said each generation has its respective general characteristics and, thus, entails different approaches in motivating workers to become more effective.

She classified the generations as Radio Agers or the Silent Generation, whose members include those born before 1946; Baby Boomers, with those born between 1946 to 1964; Generation X or Computer Babies, with those born from 1965 to 1976; and Generation Y or Millennial Generation, in which those born in 1977 and onwards belong.

Citing results of a studies, Mesta said those belonging to the Silent Generation tend to last longer in the workplace, have dedication for the company, value the accomplishment of a good job the most, but expect automatic respect, among other qualities.

To motivate workers belonging to the Silent Generation, managers should reassure them of the value of their experience and loyalty, and present changes in steps and stages, not drastically, according to Mesta. Mesta said workers of that generation generally want respect for their age, making it advisable to address them as sirs or madams.

For those belonging to the Baby Boomer generation, Mesta said workers are generally competitive and are workaholics, and equate work ethic as their “worth ethic,” among other general characteristics. To motivate those workers, Mesta said employers should focus on salary raises, incentives and other bonuses, and help the workers build up their resumes through promotions.

Mesta said Computer Baby generation workers are generally updated on technology developments, but have mobility in transferring from one job to another. She said workers belonging to the generation tend to be outspoken and would focus on results rather than deadlines.

Mesta advised managers to give those Computer Baby workers pat on the shoulder for their good performance. Aware that job security may be nil, those workers want marketable skills given to them by their respective companies, and would want different assignments and challenges, according to Mesta.

Generation Y workers usually think that they can be flexible to do anything in the workplace, but would want good pay and a company that would give them good benefits. Technology savvy and financial smarts, those workers work fast and better, but would want perks and jobs that they enjoy doing, Mesta said.

Mesta said managers should treat the Y workers as co-equals and communicate with them through technology. She said companies could get better results from those workers if they listen to them and involve them in decision-making, and communicate with them in a manner that are isuue-specific and precise.

The conference also featured presentations by Public Health Secretary James Hofschneider, who spoke about current health issues in a diverse work environment, and Hyatt general manager Michael von Siebenthal, who spoke about managing the international hotel’s diverse workforce.

“We want this diversity conference to bring awareness about diversity in the workplace. We’re dealing with different employees,” SHRM director and board secretary Marciana Igitol.

“Human Resource professionals need to be aware of the differences [of workers] and try to find a way to manage the differences for a productive workforce,” Igitol added.

Participants in the conference include those from various government agencies, such as the Civil Service Commission, Marianas Visitors Authority, Commonwealth Development Authority, Department of Public Works, among others, as well as representatives of various private companies that include CTSI Logistics, Saipan World Resort, and Hyatt.

The SHRM also handed out giveaways and raffled off assorted prizes.