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Cuáles son las estrategias que definen las empresas para "tentar" y "sostener" en sus puestos a los trabajadores más jóvenes del mercado laboral. 
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Finding the best-in-class talent has never been more important to the success of a transportation company. Yet there is great upheaval in the traditional labor pool. Ten thousand Baby Boomers will hit retirement age today and every day from here on for the next decade. Millennials are now the largest demographic in Canada’s workforce. And every industry is competing for their attention.
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As Millennials age into their careers, it’s critical for continuing education divisions to learn what makes this generation tick and ensure they’re set up to serve this growing demographic of young working adults.
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The trucking industry plays a major role in the functioning of the Canadian economy. Virtually all goods that are delivered to consumers find themselves on a truck during at least one segment of their journey The industry employs in excess of 400,000 people.
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From
chronus
You'll learn:
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The generation has been called lazy, entitled, and narcissistic. Their bosses beg to differ. Almost 70 percent of managers say that their young employees are equipped with skills that prior generations are not.
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In this period of transition, how can we help individuals and organizations quickly adapt to a changing labour market and upskill to new ways of working?
Via DennisOwen1
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32 Jobs You Can Hold While Traveling
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During this webinar you’ll learn:
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While a longhaul driving career may not be on their radar, a large number of millennials could still be open to other jobs in the trucking industry, a Trucking HR Canada survey has revealed.
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How can organizations improve their employees’ financial well-being? Student loan repayment plans that integrate into an existing 401(k) program offer one solution. Retirement packages like a 401(k) can be an attractive benefit option that many employers offer to their workforce.
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As offices and industries all grapple with the challenges of the multi-generational workforce, continuing education divisions are starting to realize that they are serving a more diverse audience of adults than ever before. Alongside the Boomers and Gen-X’s, Millennials are arriving in the labor market and bringing with them their specific needs and expectations. In this interview, Amy Chester shares her insights on the expectations and needs of Millennials—both inside and outside the learning environment—and reflects on how CE divisions can adapt to serving them.
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Millennials are changing the way we think about work. As they enter the workforce en masse, they’re bringing with them new attitudes, technology and ideas. In order to attract talented up-and-coming millennials, employers must adopt forward-thinking policies that accommodate their unique needs.
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Practical advice to attract, retain and develop Millennial employees.
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The next engineer, software developer, pharmacist or freelance writer you hire will likely be a millennial. With millennials, American adults ages 19-35 in 2016, rapidly surpassing Gen Xers and the Baby Boomer generation as the largest portion of the American workforce, there will be a subtle, but noticeable shift in the way companies attract and retain top talent. Each generation brings with them a set of working preferences—where they want to work, for whom, how they want to work, what they want to work on, and for how much. While investment bankers were icons of success in the 1980s, startups, technology companies and organizations disrupting the status quo, top the list of desirable employers for millennials.
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Current approaches employed by organizations in the industrial manufacturing sector are not enough to
Canadian Vocational Association / Association canadienne de la formation professionnelle's insight:
The Canadian manufacturing sector has taken a hit in the past few years - especially Ontario - but there are pockets of stronger hiring activity and the most pressing issue is how employers are failing to address the generation gap between Millennials and generation X workers.
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