Are You Prepared for This Generation? And The Next?

The HR profession is often fast paced in nature—frequently requiring the ability to juggle a myriad of activities (ranging from hiring and retention to benefits management and compensation) all at different points in the process. It’s no surprise then that managers are often forced to be reactive versus proactive, and both understandable and yet amazing that we still hear, “My employees don’t use computers.”

It is amazing because given the fragmented nature of the job, why wouldn’t HR professionals want to make life easier by eliminating manual and paper-laden processes for managing employee benefits while also providing the added satisfaction for employees of doing it online? At the same time, it is understandable since some HR professionals, often with good intentions of ensuring equal access, fall into the belief that workers don’t use computers. And then there is that precious commodity that HR has very little of—time. Before they can adopt new processes, HR professionals have to look into alternatives to ensure they will be outweighed by the benefits. Not to mention that access to online benefits management can also be a scary prospect for those that may be less computer savvy or may underestimate the workforce’s ability.

All of these factors contribute to their concerns, but there’s no avoiding it. Computers are the prime driver behind the transformation of our socioeconomic infrastructure into the post-industrial era of today.

They first appeared in schools over 12 years ago when the government offered to pay half the cost as a pump priming exercise. By 1999, almost all (99 percent) of public school teachers said computers were available in their schools with a ratio of about six students to each computer (U.S. Department of Education study).

Since then, the No Child Left Behind Act was enacted to improve achievement in elementary and secondary schools through the use of technology, with the goal of assisting students to become technically literate by the eighth grade. In 2003, 75-98% of eight graders reported that they also had computers at home (U.S. Department of Education).

If this is the case, then those students that were just learning about computers in high school in 1999 and graduated that same year have been out in the workforce anywhere from three to seven years, depending on whether or not they went on to a four year college (where they would have been further exposed to computers). Some may have entered the workforce just recently if they went on to graduate school.

Those that were in eighth grade in 1999, and have had even longer to be exposed, have been out of school or are just finishing up four year college degrees, which means many will be joining the workforce, en masse, this summer. This will mark one of the first years children that have used computers in grade school will be joining the working ranks.



In addition, most adults also have had access for quite some time. 75 percent of Americans overall use the Internet and spend an average three hours a day online (Brad Stone,

Given this information, one of the most important questions HR should be asking is, “Will I be prepared for this next generation of employees that expects technology?”
Kids today, and many of those that are entering the workforce, have grown up with iPods, cell phones, messaging devices, kiddie computers with Barbie and Sponge Bob emblazoned on them, chat rooms, personal laptops in college and even before, to name just a few. For many, instant messaging has replaced snail mail for keeping up with colleagues and friends and downloading information and purchasing products online is the norm.

To say that this next generation of employees can relate well to technology may be an understatement. In fact, many live, breathe and demand it.

Having access to employee benefits online is just a natural extension, another option to provide greater employee satisfaction through accessibility and choice.

For many of us from another generation, myself included, it often appears easier to rely on tactics that have always “worked,” but what if making a change could make it work better? Being more proactive now, by managing benefits online, will enable HR professionals to be less day-to-day focused later, while also giving greater access to this generation and the next, via a means they increasingly prefer over paper.