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The new generation employees challenge the training to be imparted to them. This is a new challenge confronting HR as leaders and management know what this new generation is all about. Doing what it takes in the corporate world to succeed, loyalties to the company, appreciating the opportunity were the principles followed conventionally by the leaders and the managers in the past. With perseverance, hard work, commitment and discipline they thought they have got where they are. The thought they have earned their right to at the top.

Generation Y believes the contrary. In the world that is changing with the speed of thought they have all the information through internet which helps them keep the finger on the pulse of changing technology. Websites like ORKUT, FACEBOOK etc gives them a network to communicate, share and spread ideas, sending and receiving data. This pace of their world defines their lifestyle. Slow things or time taking procedures and processes are boring and not worth pursuing. Whatever they do must have diversity in it.

It really requires something which could enable the managers, leaders and HR to train this generation of employees. Generation Y employees should be involved in decision making and this must be ensured by the companies as these people support and help their creation and decision. It is important to know the needs and expectations of Gen Y employees, including expectation of their team, role and career prospects.

Autonomy and ownership should be given to them. They want to feel the sense of accomplishment. Their loyalty is towards their jobs and not towards the companies they work for. They need praise and acknowledge as they thrive on rewards.

Their sense of collaboration demand to be put in teams to enable them sharing and talking. Allowing brainstorming to give ideas and suggestions gives them freedom of expression. They also do not like being told what to do and how to do. Always suggest them. Don’t command.