In 2019, the Chamber of Commerce published a report stating that 45 percent of the leaders in the area, and their companies, do not have a strategy to retain young talent within the organisation (Appendix 2.2). At the same time, recruiting and keeping talent is stated as one of the major challenges leaders faces today (Appendix 1.3). This paper aims to tackle the problem of recruiting and keeping talent, with specific focus on the millennium generational talent pool. As the perceptions surrounding the millennium generation are numerous and conflicting, it starts with mapping out and acknowledges these. This is later followed by presenting theories that will be used for looking at the primary data presented and to investigate the truth about this generation in the workplace. In the discussion section, a model is presented which is built on the most important elements according to this generation for finding an organisation that qualifies as a ‘good organisation’ to work for. The purpose of this is to gain a higher employee retention rate of millennials in these organisations by playing into what they are found to value and what is of great importance to them in an organisation.
|Educations||Cand.ling.merc Erhvervssprog og International Erhvervskommunikation (Multikulturel Kommunikation i Organisationer), (Graduate Programme) Final Thesis|
|Number of pages||112|