Human Resource Management Challenges And Solutions For Knowledge Workers In Generation Y

It is developed with the very high speed during the time of knowledge economic, the knowledge workers absolutely become the core resource to achieve the business success and develop continuously for the employer. Along with the generation Y start to work, generation Y knowledge workers will be the majority of the knowledge workers team step by step. So managing the generation Y knowledge workers turn into the new subject in the field of knowledge worker management.First of all, it is analyzed that some important points about the knowledge works, that covers the concept of knowledge workers, the characteristics of knowledge workers, and the management challenges to manage knowledge workers. Then, the comparison between generation X and generation Y is deeply analyzed, the analysis shows the change and evolvement for two generations in the fields of grow-up background, characteristics, work value and attitude. Based on the literature studies, we know that generation Y have such characteristics, (1) They have very high self expectation; (2) They enjoy challenges and embrace change; (3) They are the high-tech-holic and good at internet. In the field of work value and attitude, (1) They are more target oriented compared with generation X; (2) They need regular feedback and expect coaching; (3) They have doubt on loyalty and more expect work-life balance.On the base of above mentioned find-out, it is presented the management challenges and analysis about manage generation Y knowledge workers, which are (1) The management less understand the specialities of generation Y knowledge workers; (2) The traditional way of motivating doesn't work; (3) No change and challenge becomes the new reason for generation Y knowledge workers to leave the company.Finally, with the further case study validation, the proposals about manage generation Y knowledge workers are proposed, which are (1) Revise the staffing job from understanding the specialities of generation Y knowledge workers; (2) Enhance the practice of experience and exposure in career development; (3) Motivate them from both sides of job and environment; (4) Create the communication method and channel dedicated to generation Y; (5) Total rewards solution to retain generation Y knowledge workers.