Implementación de políticas y prácticas de recursos humanos orientadas a la gestión de la generación y en empresas comerciales.

Abstract

Human resource management is one of the most important activities in companies in recent years, and it is not just because it is in charge of managing people, who in itself entails a degree of complexity greater than that entailed in the management of financial or material resources, but also now must consider that the interests and attitudes are marked by the generation to which their workers belong. Currently, it is the people born between 1981 and 1995, called millennials or Generation Y, who are taking over companies. The main characteristic of the people of this generation is to attribute great importance to the balance between personal life and work, which often decreases their level of job satisfaction and business commitment; In addition, many of the companies choose to employ traditional practices and policies in human resource management. The problem of how human resources policies and practices affect the achievement of organizational objectives, job satisfaction, and the organizational commitment of Generation Y has been identified; The objective has been to define human resource policies and practices through management focused on Generation Y people to achieve organizational objectives, increase their job satisfaction and level of commitment to the company. Employer Branding has been identified as a successful human resource management practice, which is adopted as a value proposition.