Succession Planning and Generational Stereotypes: Should HR Consider Age-Based Values and Attitudes a Relevant Factor or a Passing Fad?

Abstract

Today's workforce includes at least four generations that span more than 60 years. HR's ability to work with management to cultivate a preferred organizational culture through succession planning initiatives, including recruitment, training and development, and retention programs is increasingly important to organizational success. This article explores issues relating to a generational perspective of age-based values, attitudes and norms within a multigenerational workforce and potential implications for HR in shaping organizational culture through the succession planning process.