HR Full Millennials presentation

7/27/2019 HR Full Millennials presentation

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Understanding and Motivating

Different Generations: OurStudents, Our Employees, OurFuture

Terri Manning

Bobbie Frye

Cheryl Roberts

A Study Funded by the Workforce Development Board


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It May Take a Village to Raisea Child, but it Takes a Society

to Raise a Generation

Economic Conditions

Societal Norms

Political Events

Major Crises


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Each Generation Consists of approximately a 20-year span (not

all demographers and generation researchersagree on the exact start/stop dates)

Has a unique set of values Reacts to the generation before them

Looks at their generation as the standard ofcomparison

Looks at the next generation skeptically thesekids today

Those born on the cusp may have a blendedset of characteristics

They are either idealistic, reactive, civic oradaptive


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Business Today

Lives in a world createdby generations who are(mostly, 95%) no longerworking.

They were influenced by the military andcreated a workplace reflecting a hierarchywith a clear chain of command.

Employees worked hard to receive raises,bonuses and higher ranks. Higher rank (with

the higher salary) was valued and envied byemployees on their way up and held in highesteem by those at the top.


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How Generational Births WillImpact Retirements

2,500,000

2,700,000

2,900,000

3,100,000

3,300,000

3,500,000

3,700,000

3,900,000

4,100,000

4,300,000

4,500,000

1940

1952

1955

1958

1961

1964

1967

1970

1973

1976

1979

1983

1986

1989

1992

1995

1998

2001

2004

births

(Boomers)(Xers)

(Millennials)


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87.9%

11.6%

5.0%

85.0%

15.0%

73.9%

9.8%16.3%

54.0%

46.0%

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

1900 2000

WhiteAfrican American

Other Minority

Male

Female

Changes in that Workforce


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Who Is Working Today?

43%

10%14%

33%

Veterans

BoomersGen X

Millennials

1,000 die per day

7,198 turned 60 every day in

2006

Youngest are 5 years old

Half the size of the

generations on either side

of them


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Change in American Workers


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Lets Look at the

Generations - Oneat a Time


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The Veterans Childhood

Raised by the GI Generation

(civic) Large families (3-5 children) Strong sense of extended family

(same town or home)

Grandparents in the home Average 10-year-old spent 4-6

hours daily with a significantadult role model

Rural society Apprenticeship businesses and

farming Perception of the world as safe

Core Values

DedicationHard Work

Conformity

Law and Order

Patience

Delayed Reward

Duty before

Pleasure

Adherence to

Rules

Honor


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They remember when smoking wasnt hazardous to

your health?


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Did you ever use one ofthese???
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The Veterans First Computer
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The Veterans

Children of the Great Depression and WWII,this generation decided not to attack theinstitutions created by the generation beforethem, but instead, as global thinkers, theychose to focus on improving and refining

them so that they could be good foreveryone, not just a select few.

The overall goal was not to change thesystem, but to work within it.

While economically very successful, they werealso the inventors of "the midlife crises"probably because they didn't get a chance toenjoy the freedoms of their youth.


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The Veterans

Important Events Lindbergh Completes

First Transatlantic Flight

Stock Market Crash

Depression The New Deal

Social Security

Pearl Harbor

The End of WWII FDR Dies

Korean War


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Cultural Memorabilia for theVeterans

Kewpie Dolls Mickey Mouse Flash Gordon Radio Wheaties Tarzan

Jukeboxes Blondie The Lone Ranger The McCarthy Era


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Veterans - How They Learn

New is not necessarily better Not innovative with new ideas

Like structure, schedules and procedures

Brain processes new ideas into old mentalframework

Some refuse to work with technology (too

overwhelming a learning curve, others jump in) Want clear expectations and guidelines

Must memorize the basics


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School Experiences for Veterans Hard work

Respected their elders

Children were to be seen and not heard

Felt an obligation to make the grade

Performance based on individual ability Little feedback unless negative

More intrinsic reward for good performance

Learned from history (others experiences)

Small class size, one curriculum for all No special ed (students no where in sight)

Virtually never tested with standardized tests lesscomparison to others


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College Experiences

Lucky to be there few able to attend until the GI Billthen campuses and centers opened all over the country

Traditional teaching/learning environment

Associate new learning with previous learning

Sequencing of knowledge and skills Education is a process must memorize the basics

Seek to become content experts

Faculty = sage on a stage

Experience of mentors is relevant Take time to really understand material

Taught by processing through formulas have tounderstand why things worknot that they just do


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Values of Faculty/Staff in this Age Group

Loyal to employer (company man) andexpect the same in return

Believe they should be rewarded fortenure

Work ethic = efficiency and hard work

Stable, thorough and detail oriented

Dont buck the system but work within it

Uncomfortable with conflict anddisagreements

Not change oriented


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Changes in the Workforce

Veterans have experienced the mostchange in their lifetime. They have hadto adapt to:

Computers Communication channels changing

World getting smaller

Keeping up with rapid increases ininformation

Move from content to process


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Marketing to Veterans

Faith in the government and nationalinstitutions

Want quality but believe standard

options are fine (not luxury) Loyal customers that follow the rules


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The Baby Boomers 19431964(the largest generation, idealist)

Core Values

Optimism

Team Orientation

Personal Gratification

Health and WellnessPersonal Growth

Youth

Work

Involvement

Divorce reached a low in 1960 of 9%

Families moved due to GI Bill, GI housingand industrialization

First generation to live miles fromextended family

Family size smaller (2-3 children)

Few grandparents in the home

Moms stayed home no daycare

Children spent significant time withadult role models (mostly mom)

Perception of the world as safe
http://www.aarp.org/health/healthyliving/articles/berman_sex.htmlhttp://www.aarp.org/health/healthyliving/articles/berman_sex.html


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Baby BoomersImportant Events

Rosa Parks

First Nuclear Power Plant The Civil Rights Act Cuban Missile Crisis John Glen Orbits the Earth

Martin Luther King Leads March on Washington, D.C. President John F. Kennedy Assassination National Organization for Women Founded Martin Luther King Assassination

Robert F. Kennedy Assassination Watergate Kent State Massacre Vietnam War Woodstock


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Cultural Memorabilia for Baby Boomers

Television The Ed Sullivan Show

Barbie Dolls

Fallout Shelters

Poodle Skirts

Pop Beads

Slinkies

TV Dinners Hula Hoops

The Peace Sign

Laugh In


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Remember these
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Boomers First Computer
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Baby-boomer Results

Very idealistic - banned together and walkedthrough life with their fists held high Generation gap occurred between them and

their parents

Captured phrases like why be normal andquestion authority They werent friendly toward authority figures Did not get along with their parents and swore

they would not raise their kids like they wereraised

As adults - work an average of 55 hours perweek


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How Boomers Learn

Want things to fit into the big picture

Want recognition for how well they havedone

Team oriented, work well in groups

Like to explore and analyze, look atdifferent views

Follow instructions well

Good with content


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Boomers Educational Experiences

Overwhelmed the school system, large class sizes

Ability grouped (red birds and blue birds) Question authority but respect position

See life as an adventure (and school)

Emphasis on team work (cohort education)

Need silence to concentrate

Were told you are lucky to be here, others are standing inline to get in.

Want to feel valued

No special ed students in school but honors courses in a fewsubjects

Rarely tested and not for school performance (PSAT, SAT)


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College Experiences Attending more commonboom in 60s and 70s

College campuses a reflection of turbulent times facultyoften rebels Kent State Massacre, etc.

Emphasis on self-exploration, mind expansion, lots ofphilosophizing in classes - content over-explained and over-

analyzed deep thinkers (not necessarily critical thinkers) Aspire to intellectualism

Some career emphasis but still heavy general education andclassics-based

Left home and never looked back Emphasis on memorization and skill built upon skill

Taught by process and to be content experts

No technology print by mimeograph machines


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Boomer Faculty/Staff Values Majority of faculty and significant number of students

(age 45-66ish) Always share personal experiencewhat has happened

to me is relevant to you

Value stability and respect

Like to see their successes

Tend to workaholism and have difficulty balancing theirlives, working 40 hours is slack.

Are competitive

See themselves as the standard of comparison

Appreciate technology because of how easy it makestheir workstill fear they might break it and may havea back-up plan


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Boomers at Work

Ethic = long hours showcommitment

Team oriented and relationshipbuilders (dont like conflict cant we all just get along)

Not budget minded

Sensitive to feedback


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Marketing to Boomers

Are individualistic so they likecustomized and custom-madeproducts

Want to look successful (lots of stuff)

Seek self-improvement

Products/services that help them reacha balanced life (work/home)

Like technology but see the problemsthat come with it


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The Late Veterans and EarlyBoomers Gave Birth to the NextGeneration

The Gen Xers 19651982

A Lost GenerationA Nomadic Generation..

Half the Size of the Baby

Boom (reactive) 41 Million


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The Gen X Childhood

Divorce reached an all-time high

Single-parent families became thenorm

Latch-key kids were a major issueof the time

Children not as valued looked at

as a hardship Families spread out (miles apart) Family size = 1.7 children (many

only-children) Perception of the world as unsafe Average 10 year old spent 14

minutes a day with a significantadult role model

Parents looked around and saidwe need to do this better

Core Values

Dedication

Hard Work

Conformity

Law and Order

Patience

Delayed reward

Duty before

pleasureAdherence to

rules

Honor


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Gen XImportant Events

Womens Liberation Protests Watergate Scandal

Energy Crisis begins

Tandy and Apple Market PCs

Mass Suicide in Jonestown Three Mile Island

US Corporations begin Massive Layoffs

Iran Hostage Crisis

John Lennon Shot and Killed Ronald Reagan Inaugurated

Challenger Disaster

Exxon Valdez Oil Tanker Spill

HIV


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Cultural Memorabilia for Gen X

The Brady Bunch Pet Rocks

Platform Shoes

The Simpsons Evening Soaps (Dallas and

Dynasty)

ET

Cabbage Patch Dolls

Super-hero Cartoons on TV(He-man)


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Remember these..
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Gen Xs First Computer
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Was this your first video

game?


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Was this your first calculator

and cell phone?


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Generation X

This is the conscientious, extremelypragmatic, self-sufficient generation thathas a ruthless focus on the bottom-line.

Born and raised at a time when children

were at the bottom of our social priorities,Gen Xers learned that they could only counton one thing - themselves. As a result, theyare very "me" oriented.

They are not active voters, nor are theydeeply involved in politics in general.

Parents looked around and said we haveto do this better.


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How Gen Xers Learn

Task oriented like to learn new skills Speed is important

Self-paced learning, independent

learning Want to have fun while they learn

Informal learning environments are best

Hate group work

Want feedback from teacher


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Educational Experiences

Learned to rely on self (dont like group work)

Distrust authority

Seek challenging environment (career education emphasis)

Want feedback on progress

Want to do things their way

like no rules and freedom on

assignments

Had special ed classrooms in school but separated

Had honors programs

Funding cut to education Testing mania began with them

First daycare centers arose with them

Many latch-key kids


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College Experiences

Numbers dropped from 60s and 70s

More emphasis on career education

Technology began to emerge (Eric Silver Platter,FAX machines, PCs [Apple and Tandy], calculators)

More extracurricular activities

Some self-paced learning

Costs increased, more financial aid

More structure and group activity Experiential exercises emerged

Began learning on my own due to technology


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Gen Xers as Faculty/Staff Significant number of faculty and significant number of

students (age 28-44ish) Cynical, pessimistic and impatient with poorer people skills

Want work-life balance

Think globally and seek independence

Like technology and want an informal work environment

Dont want the boomers work ethic

Communication is important and talk to adults asfriends/peers (not impressed with authority)

Believe reward should be based on productivity not hoursworked

Want control of self, time and future

Loyalty to people not a company


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Generation Next (civic)


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The Echo Boom/Millennials The Millennials are almost as large as the baby boom-some say

larger -depending on how you measure them (approx. 81M).

The Millennials are the children born between 1982 and 2002(peaked in 1990), a cohort called by various names:

Generation Y Echo Boom

Net GenerationMillennials


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Things Began to Change for ThisGeneration

Abortion rates peaked in 1980 and began a slow decline.

Poverty rate for children peaked in 1983 and began a slowdecline (Medicaid began).

US divorce rate peaked in 1981 and began a decline. Homicide rate against children peaked in 1982 and began a

decline.

They were born into a better world, a more optimistic world

than the generation before them.


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Millennials

This generation is civic-minded, much like theprevious GI Generation.

They are collectively optimistic, long-termplanners, high achievers with lower rates of

violent crime, teen pregnancy, smoking andalcohol use than ever before.

This generation believes that they have the

potential to be great and they probably do.We are looking to them to provide us with anew definition of citizenship.


52/152

The Millennial Childhood

The most monumental financial boom inhistory.

Steady income growth through the

1990s. Still great disparity between races.

Saw their parents lose all their stocks

and mutual funds (college funds) duringthe early 2000s.


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Demographic Trends

The Baby Boomers chose to become olderparents in the 1980s while Gen X momsreverted back to the earlier birth-age norm,which meant that two generations were

having babies.

In 1989, 29 percent of the 4.4 million livebirths were to women aged 30 and older.

Millennials have older largely Baby Boomerparents: Average age of mothers at birth at anall time high of 27 in 1997.


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Demographic Trends, cont.

Smaller families: Onlychildren will compriseabout 10% of thepopulation.

More parental education: 1 in 4 has at leastone parent with a college degree.

Kids born in the late 90s are the first inAmerican history whose mothers are bettereducated than their fathers by a small margin.

D hi T d Ch i
http://www.baby-pictures.org/baby-photos/displayimage.php?album=random&cat=0&pos=-2http://www.baby-pictures.org/baby-photos/displayimage.php?album=random&cat=0&pos=-2


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Demographic Trends ChangingDiversity Increase in Latino immigration -

Latino women tend to have ahigher fertility rates than non-Latino women.

Nearly 35% of Millennials are

nonwhite or Latino. Twenty percent of this generation

has at least one parent who is animmigrant.

Millennials have become the mostracially and ethnically diversegeneration in US History.


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Safety Issues

The Safest Generation

This generation was buckled upin car seats, wore bike helmets,

elbow and knee pads when skating, and were theinspiration for Baby on Board signs.

The Well-Being of U.S. Teens

Mortality Rate for US teens aged 1519 declined from

1960 to 1997.

-Teens are having fewer accidents than Boomers

ill i l S h l i


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Millennial School Experiences

Many private schools, charter schools, magnet schools

all to meet the needs of the individual childmany, manychoices

School uniforms, child safety, high performance standards,character education, cooperative learning and community

service Goal orientedoutcome based education (whats in it for

me)

School is a means to an end one must endure until the

next level Interactive, participatory and engaging are consulted by

adults

Everything 24/7 and available electronically

Mill i l S h l E i


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Millennial School Experiences

No grunt work- must do meaningful work,

participate in decisions International flavor, celebrate diversity, different is okay

Motivated by working with bright, motivated and moralpeople

Student makes judgments about truth and believabilityof what is taught

Classroom mainstreamed multiple levels based onability and interest

Constantly tested and compared to peers (learned totake tests so now of little use for college admissions)

Feel pressure for high achievement


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How Millennials Learn

Try it their way always looking for better, fasterway of doing things

Prefer graphics before text, reading of excerpts

Like small and fast processing technology bestwhen networked

Want instant gratification and frequent rewards

(spot)


60/152

How Millennials Learn

Focus on skill development notmemorization of what they perceive theydont need to know

Productivity is key not attendance so

make class worthwhile or they wont come

Have different critical thinking skills based ontheir high tech world not thought processing

(need help here) Rely on teacher to facilitate learning

Group think and interaction


61/152

Millennial College Experiences

Multiple options state, private, proprietary schools,community colleges, dual and concurrently enrolled,middle college, etc. (Where does one start and anotherbegin?) make the choice by whats best for me.

Fast paced learning Group activities (learning communities, peer tutoring,

service learning, supplemental instruction)

More assumed responsibility from colleges for the social

issues of students (before, faculty werent concerned) Dont want or need silence to concentrate freaks out the

librarians


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Millennial College Experiences

All possible content is on the internet needprocess and skills-based

Get out as fast as you can

Stay home as long as you can are protectedand mentored

Get do-overs often

Lots of technology, no tolerance for delays

Are not hardy, drop out and quit easily

Dislike ambiguityjust tell us what we needto know

At Your Tables


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At Your Tables

Discuss: When you were an undergraduate student and

had a paper assigned in a class, what was your

process for preparing for and writing the paper? Where did your reference material come from?

How long did it take?

Would it be done differently today?


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Major InfluencingFactors

1. Their parents

2. The self-esteem movement3. The customer service movement

4. Gaming and technology

5. Casual communication
http://ad.doubleclick.net/click%3Bh=v5%7C33af%7C3%7C0%7C%2a%7Ci%3B27405465%3B3-0%3B0%3B12630832%3B2321-160%7C600%3B15115852%7C15133748%7C1%3B%3B~sscs%3D%3fhttp%3a%2f%2fw1.buysub.com/servlet/OrdersGateway?cds_mag_code=TDP&cds_page_id=2994&cds_response_key=V51CARNWNhttp://ad.doubleclick.net/click%3Bh=v5%7C33af%7C3%7C0%7C%2a%7Ci%3B27405465%3B3-0%3B0%3B12630832%3B2321-160%7C600%3B15115852%7C15133748%7C1%3B%3B~sscs%3D%3fhttp%3a%2f%2fw1.buysub.com/servlet/OrdersGateway?cds_mag_code=TDP&cds_page_id=2994&cds_response_key=V51CARNWN


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Parenting Millennials This generation is being parented by well-

educated, over-involved adults whoparticipate in deliberateparenting. They haveoutcomes in mind.

Boomers were the firstgeneration to be thrownout in to an unsafe worldas adolescents.

The 60s and 70s were very scary and manyof us felt unprepared for it.

We were nave and didnt have enough toolsin our tool box to deal with it.
http://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpghttp://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpghttp://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpghttp://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpghttp://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpghttp://en.wikipedia.org/wiki/Image:Ac.chicagoriot.jpg


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Baby Boomers as Parents

Boomers rebelled against the parentingpractices of their parents.

Strict discipline was the orderof the day for boomers.

They made conscious decisionsnot to say because I told youso or because Im the parentand youre the child.

Boomers became morefriendly with their children.They wanted to have open lines ofcommunication and a relationship with them.


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Baby Boomers as Parents

They explained things to their children, (actions,consequences, options, etc.) they wanted them tolearn to make informed decisions.

They allowed their children to have input into familydecisions, educational options and

discipline issues. We told them just because it is on

television doesnt mean its trueor you cant believe everything

you read.

We wanted them to questionauthority.
http://www.magazines.com/magcom/covers/0/06/931/0069317.jpghttp://www.magazines.com/magcom/covers/0/06/931/0069317.jpghttp://www.magazines.com/magcom/covers/0/06/931/0069317.jpghttp://www.magazines.com/magcom/covers/0/06/931/0069317.jpg


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The Result

Millennials have becomea master set ofnegotiators who arecapable of rational thought

and decision-making skills atyoung ages.

They will negotiate with anyone

including their parents, teachersand school administrators.

Some call this arguing.
http://www.nitroplanes.com/grdr2.html


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Helicopter Parents

Helicopter Parent (n)Aparent who hovers over hisor her children.

Or Snowplow parent: Parents who clear

the way for their children these (echo) boomers are confident,

achievement-oriented and used to hovering"helicopter" parents keeping tabs on their

every move. (Anthony DeBarros, "New babyboom swamps colleges," USA Today, January2, 2003)

Helicopter Parent go to
http://www.nitroplanes.com/grdr2.htmlhttp://www.lettinggobook.com/about.html


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Helicopter Parent go toCollege

A new generation of over-involvedparents are flooding campusorientations, meddling in registrationand interfering with students' dealingswith professors, administrators and roommates,

school officials say. Some of these hovering parents, whose numbers

have been rising for several years, are unwittinglyundermining their children's chances of success,campus administrators say. Now, universities and

colleges are moving rapidly to build or expandprograms aimed at helping parents strike a betterbalance.

Colleges Ward Off Overinvolved ParentsBy Sue Shellenbarger

From The Wall Street Journal Online
http://www.wsj.com/wsjgate?source=careersite&URI=/http://www.lettinggobook.com/about.htmlhttp://www.wsj.com/wsjgate?source=careersite&URI=/


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Baby Boomer Parents have beentheir Biggest Cheerleaders

Millennials expect andneed praise.

Will mistake silence fordisapproval.

Millennials expect

feedback.


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Parental Care in the Millennial Era

Todays typical family is spending more,not less, time with kids.

Smaller families meanmore time with each child.

Fathers are spending moretime with children.

Less housework is being done.

There is a strong connection between thesocial lives of parents and kids.

They get along with their parents andshare their parents values.


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Who are your heroes?

An Associate Press/MTV poll askedmillennials who they looked up to asheroes?

50% said their parents (29% mom, 21% dad) 11% named a friend

10% said God

8% named a grandmother

7% a brother

5% a teacher or professor

CNN 8/20/07
http://www.amazon.com/gp/reader/0471180270/ref=sib_dp_pt/104-5282156-5879906


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Focus on Self-esteem

This generation was the centerof the self-esteem movement.

9,068 books were written aboutself-esteem and children during

the 80s and 90s (there were 485 in the 70s). The state of California spent millions studying

the construct and published a documententitled Toward a State of Self-esteem.

Yet they cant escape the angst of adolescence they still feel disconnected, question theirexistence, purpose and the meaning of life.They want to feel valued and cared about.
http://www.amazon.com/gp/reader/0471180270/ref=sib_dp_pt/104-5282156-5879906http://www.amazon.com/gp/reader/0471180270/ref=sib_dp_pt/104-5282156-5879906http://www.amazon.com/gp/reader/0471180270/ref=sib_dp_pt/104-5282156-5879906http://www.amazon.com/gp/reader/0471180270/ref=sib_dp_pt/104-5282156-5879906


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Focus on Customer Service

Expect access (24/7) Expect things to work like

they are supposed to

If they dont that is yourproblem

They want what they have paid for

Everything comes with a toll-freenumber or web address

Want Gateway Go Backin classes

Their Idea of Computer
http://www1.us.dell.com/content/default.aspx?c=us&cs=19&l=en&s=genhttp://niketown.nike.com/niketown/home.jsp;jsessionid=ELTVDS1QAQWVWCQFTBESFFAKAWMEUIV0?catalogId=1http://www1.us.dell.com/content/default.aspx?c=us&cs=19&l=en&s=genhttp://niketown.nike.com/niketown/home.jsp;jsessionid=ELTVDS1QAQWVWCQFTBESFFAKAWMEUIV0?catalogId=1http://www1.us.dell.com/content/default.aspx?c=us&cs=19&l=en&s=gen


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Their Idea of ComputerTechnology

This is what millennials grew
http://images.google.com/imgres?imgurl=http://willhumes.files.wordpress.com/2009/07/tx2000_stylus_screen.jpg&imgrefurl=http://willhumes.net/category/computers/&usg=__OPuRhL8IZstjsfHl4xpBat9y2ys=&h=441&w=600&sz=70&hl=en&start=129&tbnid=5sZAbtGjdr8AtM:&tbnh=99&tbnw=135&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D120http://images.google.com/imgres?imgurl=http://www.getprice.com.au/images/uploadimg/1205/350__1_lifecam-vx2000.jpg&imgrefurl=http://www.getprice.com.au/Microsoft-LifeCam-VX-2000-1-3MP-USB-BLACK-Reatil-Gpnc_46--40327593.htm&usg=__UE-RaLan8ioWbY-g_vogIX_mfZ4=&h=350&w=312&sz=16&hl=en&start=117&tbnid=5EQ7dbGncYseHM:&tbnh=120&tbnw=107&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D100http://images.google.com/imgres?imgurl=http://images03.olx.com/ui/3/77/86/46897186_1.jpg&imgrefurl=http://beverlyhills-california.olx.com/pda-computer-portable-laptop-notebooks-pda-px-2000-iid-46897186&usg=__ylIi5tIFlooyzxyN4sBlrZ61IhU=&h=233&w=456&sz=14&hl=en&start=110&tbnid=EhN-RIxAQXqgbM:&tbnh=65&tbnw=128&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D100http://images.google.com/imgres?imgurl=http://www.avaxdownload.com/uploads/posts/2009-01/1233427129_000ad6b6.jpeg&imgrefurl=http://www.avaxdownload.com/games/games_psx/571-psx-sim-city-2000.html&usg=__v1xmlaimM5HoVL-6GKIiH3332cg=&h=600&w=600&sz=52&hl=en&start=105&tbnid=jgcEy1OaWyGDdM:&tbnh=135&tbnw=135&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D100http://images.google.com/imgres?imgurl=http://i00.twenga.com/computers/computer-headset/microsoft-lifechat-lx-2000-p_475845vb.png&imgrefurl=http://www.twenga.co.uk/prices-LifeChat-LX-2000-MICROSOFT-Computer-Headset-475845-0&usg=__cmXS6jf_bnObGia3_UyLWsTmS6M=&h=290&w=290&sz=14&hl=en&start=73&tbnid=CD0WfXnGzyiprM:&tbnh=115&tbnw=115&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D60http://images.google.com/imgres?imgurl=http://images04.olx.com.ph/ui/2/71/53/16106853_2.jpg&imgrefurl=http://tagumcity.olx.com.ph/laptop-hp-pavillion-dv-2000-iid-16106853&usg=__44i8fu29J4Cx-tcwlZp0AnQqY1g=&h=469&w=625&sz=20&hl=en&start=93&tbnid=kR-oXaYkL4Wx4M:&tbnh=102&tbnw=136&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D80http://images.google.com/imgres?imgurl=http://dpmac.com/apple/mactablet/newton-mp2000.jpg&imgrefurl=http://dpmac.com/2009/08/a-gallery-of-a-few-real-and-some-not-so-real-apple-mactablet-computers/&usg=__QkxzZ3GT4dHS8A75Th2l4JuarTY=&h=489&w=450&sz=40&hl=en&start=54&tbnid=99IkqLHhkP3zZM:&tbnh=130&tbnw=120&prev=/images%3Fq%3Dcomputers%2B2000%26gbv%3D2%26ndsp%3D20%26hl%3Den%26sa%3DN%26start%3D40http://en.wikipedia.org/wiki/File:Hologramm.JPG


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This is what millennials grewup with?

Add th I t f G i
http://en.wikipedia.org/wiki/File:Smart_car.jpghttp://www.thehighdefinitionstore.com/tvs/52-high-definition-tv-with-1080p-resolution-581.htmlhttp://www.bestbuy.com/site/olspage.jsp;jsessionid=7B9157275D44AF90C41470A70C802BDF.bbolsp-app01-24?skuId=9416349&type=product&id=1218101480794http://www.bizrate.com/calculators1/texas-instruments-ti-voyage-200-graphing-calculator--pid398902297/


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Add the Impact of Gaming Gaming has impacted children

The game endings changed basedon the decisions children made(Role Playing Games [Legend ofZelda, Final Fantasy, Chronotrigger])impacting locus of control.

Involves a complex set of decision-making skills.

Teaches them to take multiplepieces of data and make decisions

quickly. Learning more closely resemblesNintendo, a trial and error approach tosolving problems.

W i t d th h


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We navigated our way through..

Th i t d th i th h
http://www.unclesgames.com/product_info.php?ref=3&products_id=1398&affiliate_banner_id=1


80/152

They navigated their way through..

T h l


81/152

Technology This generation has been plugged in since

they were babies. They grew up with educational software and

computer games.

They think technology should be free. They want and expect

services 24/7.

They do not live in an85 world.

They function in aninternational world.


82/152

Millennials Want to LearnWith technology

With each other

Online

In their time

In their place

Doing things thatmatter (mostimportant)

Source: Achievement and the 21st Century Learner.

T h l I S h l


83/152

Technology In School

Students are increasingly savvy whenit comes to technology.

In general, students expect faculty toincorporate technology into theirteaching and be proficient at it.

At the very least, communication via e-mail,access to online resources, PowerPointpresentations, Internet activities, discussionboards and electronic classrooms are

expected. Faculty will need to balance the use oftechnology with their own philosophies ofteaching.

Ch t i ti f T d Child


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Characteristics of Todays Children

76% want to learn more about the world. 28% of high school students

access foreign news sourcesvia the Internet.

90% percent of childrenbetween ages 5 and 17use computers.

Teens spend more time online using theInternet than watching television.

From: A Nation on the Move, http://www.ed.gov

Characteristics of Todays Children


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Characteristics of Today s Children 24% have created their own web pages.

16% of teens are shareholders in the stockmarket.

33% use Facebook, Twitter, IM, Myspaceor other social networking contexts or formatsdaily.

Teens and college students combined spendnearly $400 billion a year.

The largest group of new users of the Internetfrom 2000-2002 were 2-5 year olds.34

From: A Nation on the Move, http://www.ed.gov, and Just Kid Inc. KID Formation Series,

July 2008, Meet the Millennial Generation: An Explosive New Consumer Force.
http://www.ed.gov/http://www.ed.gov/


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B 21
http://videogames.yahoo.com/gamereview?cid=1951253573&tab=reviews&page=0&eid=446864


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By age 21..

It is estimated that theaverage child will have:

Spent 10,000 hours playing video games

Sent 200,000 emails

Spent 20,000 hours watching TV Spent 10,000 hours on their cell phone

Spent under 5,000 hours reading

But these are issues of income. Will a childwho grows up in a low income householdhave these same experiences?

The Information Age Mindset
http://videogames.yahoo.com/gamereview?cid=1951253573&tab=reviews&page=0&eid=446864http://videogames.yahoo.com/gamereview?cid=1951253573&tab=reviews&page=0&eid=446864


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The Information Age Mindset Students have never known life without the

computer. It is an assumed part of life. The Internet is a source of research,

interactivity, and socializing (they prefer it overTV).

Doing is more important thanknowing. There is zero tolerance for

delays. The infrastructure and the

lecture tradition of collegesmay not meet the expectationsof students raised on the Internet andinteractive games.

Cell Phone Technology
http://www.cnn.com/2006/TECH/ptech/02/06/tv.ipods.reut/index.htmlhttp://www.cnn.com/2006/TECH/ptech/02/06/tv.ipods.reut/index.htmlhttp://www.cnn.com/2006/TECH/ptech/02/06/tv.ipods.reut/index.html


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Cell Phone Technology

They all have cell phones and expectto be in contact 24/7.

Not a phone a lifestyle management tool

Staying connected is essential.

Communication is a safety issue forparents.

Communication has become

casual for students (IM, emailand cell phones.

What About 1st Generation
http://www.cellphones.ca/cell-phones/phone/353/http://www.cellphones.ca/cell-phones/phone/353/


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What About 1st GenerationStudents?

Not all students will be proficient; first-generation andstudents from low income or working class families mayhave less experience.

Their experience with technology has been in arcades

and minimally in school (poorer districts.) They have not had the exposure to educational uses of

technology.

We need another placement test remedial

keyboarding and technology. Huge digital divide between the haves and the havenots based on income levels (class).

Digital divide is appearing in pre-K.

In School


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In School They need to understand why

they are doing what they aredoing objectives of classroomactivities and projects.

They want to have input intotheir educational processes.

They want to be involved in meaningfulactivities, not mundane work.

They think it is cool to be smart.

They will respond well to programs likelearning communities and service learning.

Millennial Expectations


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Millennial Expectations

Clear expectations, explicit syllabi, andwell structured assignments.

They expect detailed instructions andguidelines for completing assignments.

They have come from K-12 systemswhere students are actively involved inlearning and classroom activities change

often. Teachers are helpers and facilitators of

learning.

Satisfaction with Online Courses


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Satisfaction with Online Courses

63%

55%

38%

26%

0%

10%

20%

30%

40%

50%

60%

70%

Veterans Boomers Gen X MillennialsSource: Educause

How are Millennials doing in


94/152

How are Millennials doing inschool?

Teachers report that students aredoing better academically.

The largest gains have been in math

and science for ages 9 and 13. Verbal skills show less clear

trends.

Millennials have corrected a late 80s

decline in writing proficiency. Reading scores show modest

gains through the 90s.

SAT Scores a Twenty Year


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S Sco es a e ty eaReversal

508

514

503

508507

504

506

505505505505505504

499500500

499500

504505

507

509509

504503

518

520

518

494

497

500500501

501500

501502

501

503504

506

508

511 511512

514516

519

490

495

500

505

510

515

520

1983

1984

1985

1986

1987

1988

1989

1990

1991

1992

1993

1994

1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

2005

2006

Verbal

Math

Millennials Taking SAT

Highest SAT Scores in 35 Years

Ambitions Most popular college majors:


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Ambitions Most popular college majors: Medicine

Education/teaching

Business and marketing

Engineering

Law and politics Computer science

Most sought after qualities incareers:

Responsibility Independence

Creativity

Idealistic andcommitted co-workers

Most common job trends :

Multi-taskers Change Careers

Seek security & benefits Stay with company that

offers a challenge

Source: Industry Week, March, 1998.


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What Do Businesses and Colleges/

Universities Need to Know aboutTodays College Students andGraduates

Here Come the Girls

Boys Issues in K 12


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Boys Issues in K-12

For Every 100 Girls Who. Number of BoysEnroll in Kindergarten 116

Enroll in Ninth Grade 101

Enroll in Twelfth Grade 98

Are Suspended from K-12 250

Are Expelled from K-12 335

Diagnosed with Learning Disability 276

Enroll in the gifted and talentedprogram

94

The Boys Project. http://www.boysproject.net/statistics.html

Boys and Their Educational
http://www.boysproject.net/statistics.htmlhttp://www.boysproject.net/statistics.html


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Boys and Their EducationalChoices

For Every 100 Girls Who. Number of Boys

Graduate from High School 96

Enroll in College 77Earn an Associates Degree 67

Earn a Bachelors Degree 73

Earn a Masters Degree 62Earn a Doctorate 92

The Boys Project. http://www.boysproject.net/statistics.html

First Time Freshman Enrollments by Gender
http://www.boysproject.net/statistics.htmlhttp://www.boysproject.net/statistics.html


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First Time Freshman Enrollments by Gender 50 Years (numbers in thousands)

0

200

400

600

800

1000

1200

1400

1600

1955

1960

1965

1970

1975

1980

1985

1990

1995

2000

2004

Males

Females

(45.2%)

(54.8%)

College Graduation Projections (numbers in


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College Graduation Projections (numbers inthousands) (61% of degrees will go to

women)

250

350

450

550

650

750

850

950

1050

2005

-6

2006

-7

2007

-8

2008

-9

2009

-10

2010

-11

2011

-12

2012

-13

2013

-14

Assoc. Degree Male

Assoc. Degree Female

Bach. Degree MaleBach. Degree Female (37.4%)

(62.6%)

(40%)

(60%)

Difference in Values


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Difference in Values

They have witnessed theirbaby boomer parents cominghome from stressed jobs,exhausted, falling asleep atthe dinner table; and dont

want that for themselves. They are a generation who is

interested in a life with valueand meaning they do not

aspire to what the boomersaspire to they wantsomething different.

True Multi-taskers


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True Multi-taskers Millennials have lived programmed

lives and are already quite capableof learning several jobssimultaneously and performingthem admirably.

Millennials will change careersmany times.

Retooling and recycling theirskills and talents will become

common. To retain them, smart employers

will encourage Millennials to try out different careerswithin the same company.

Need for Services


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Need for Services

It is estimated that 3 million Millennials havebeen diagnosed with ADHD and have beenmedicated (80% are boys).

Within student populations, the number with

disabilities has jumped from 3% to 9%. Many have had individual education plans.

Many need testing services (quiet, separate).

Need to self-advocate to teachers.

Major transition from high school to college.

2004 Research Study


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2004 Research Study

Central Piedmont Community CollegesCenter for Applied Research wascontracted to do this study by theWorkforce Development Board. Focus Groups were conducted.

An Online Survey was administered.

Data collected JanuaryMarch 2004 from the

University of NC at Charlotte, CentralPiedmont Community College and Johnson C.Smith University.

Characteristics They Look for in


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Characteristics They Look for inTeachers

At least 50% said:

Enthusiastic about the course/teachingAre fun to be around

Provide intellectual challenges

Have flexible class policies

Are sensitive to your needs/feelings Emphasize preparing for future career

Working in Teams


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Working in Teams

How do you feel about working in teams?

I like it 44.7%

Have no feelings about it 25.9%

I dont like it 29.4%

Working in Teams


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Working in Teams

In the classroom, do you do thefollowing? 1 = never

2 = rarely

3 = sometimes4 = often

Mean (sd)

Are given team grades on working

with others 2.62 (.89)

Write papers/do projects with others 2.41 (.79)

Study/do research in teams 2.35 (.80)

What Will You Do


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What Will You DoAfter Graduating?

Immediately get a job 43%

Continue my education 34%

Take some time off 5%

Marry/start a family 6% Not sure 13%

Career


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CareerField

How likely do you think it is that your first jobout of college will be in your career field?

Somewhat Likely 37.4%

Not Likely/Not Sure 20.5%

Very Likely 39.4%

Salary Expectations


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Salary Expectations

Realistically, what do you expect your startingsalary will be when you begin working?

Millennials

$15-20K 7.7%

$21-30K 29.3% $31-40K 27.0%

$41-50K 15.9%

$50K+ 7.0%

Not sure 12.5%

Approximately 65% felt they would earn $40K or less

Importance of Career Components


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Elements thought to be very important

Respected on the JobOpportunity for Professional Development

Ability to Have an Impact on the World



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Items thought to be somewhatimportant:

Access to Information and Expression of PersonalOpinion

Having High Job Prestige

Working with Inspiring ColleaguesGeographic Location of Job

Receive Guidance and Direction from Supervisor



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Items thought to be somewhat important:

Participating in Company Decisions

Independence/Professional AutonomyUsing Creativity on the Job

Lots of Responsibility

Flexible Work HoursDress Code Appropriate to

Work Environment

Importance of Job Benefits


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Importance of Job Benefits

Benefits thought to be very importantHealth InsuranceSalary Growth

Plans like 401K

Life Insurance

Bonuses

Employer-paid Retirement

Benefits thought to be unimportantStock Options

Profit Sharing

Jobs in Lifetime


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Jobs in Lifetime

How many jobs do youthink you will hold inyour lifetime?

1-3 35.7%

4-6 41.5%

7-10 16.5%

Over 10 6.2%

64% expect to have 4 or more jobs

Future Odds


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Future Odds

The following % felt it was very likely that theywould someday:

Work for themselves/own business 21%

Have lifestyle they grew up with 63%

79% felt a two income household would besomewhat to very important in reaching theirlifestyle goals?

Quality of Life?


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Quality of Life?

Rank order of items that contributeto a good quality of life

(% ranking item in top 3on a scale of 1-8)

Having a secure future for my family 71.5%

Time to enjoy family/children 68.7%

Having family/children 63.2%

Having a great job 60.4%

Having good friends 55.2%

Having plenty of money 45.5%

Having plenty of free time 40.2%

Your Generation in the Future


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Your Generation in the Future

Someday, your generation will be raisingkids, running corporations and occupyinghigh political office. When that day comes,

which areas of American life will be better,the same or worse than today because ofyour generation?

3 = better 2 = same

1 = worse

Areas they felt they would do better:h l


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TechnologyRace Relations

Areas they felt they would do about thesame:

EconomySchools

Arts/CultureForeign Affairs

Areas they felt theycouldnt improve on:

GovernmentFamily LifeReligionCrime/Public Order

Will We Have a Workforce


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Shortage?

Will the Boomers retire in droves?

Could see a 4-10 million worker shortage by2010.

We dont have enough well-prepared youngworkers.

Greatest needs in fields with advancededucation such as nursing and education.

Also industries with mostly older workerssuch as the oil and gas industry.

Older Generations Make Assumptions


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That younger generations will measuresuccess just as we have.

Young worker must pay their dues and

follow the same paths to success asprevious generations.

The company ladder will remain intact.

Workers go where the jobs are.Marston, Cam, Motivating the Whats In It for Me Workforce: Managing Across the

Generational Divide and Increasing Profits, 2007

What Millennials Want


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Ability to work whenever

and wherever they want.Variation on the job

Continual feedback from supervisors

Opportunities to learn, retool andreinvent themselves

Challenge, new problems to solve

To be in charge of their lives andfutureMarston, Cam, Motivating the Whats In It for Me Workforce: Managing Across the


Millennials Were Asked.


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What are the top five things

that make you respect acompany?

Top Five


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p

1. Give back to their community.2. Have fair labor practices.

3. Have products and services that do

what they promise to do.4. Having products and services that

truly help people in need.

5. Being green or eco-friendly.

(Just Kid Inc. KID Formation Series, July 2008, Meet the Millennial

Generation: An Explosive New Consumer Force.)

What They Are Not Interested In


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Time-honored traditions

Doing things the way theyhave always been done

Paying their dues

How their managers got to where they are(rank)

A work ethic that requires a 10 hour day

Unquestioning loyalty to a company

Marston, Cam, Motivating the Whats In It for Me Workforce: Managing Across the


Change in Values
http://www.aarp.org/community/stcroix2/photo/Diane_at_Alien_Nation/514152


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gTwo youngest generations:

Define success differently Their time is equal in value to

money

Will pursue other rewards for their work

The company/corporate ladder has becomeirrelevant

View their predecessors experience as a

warning, not a road map Dont value the rules of management,motivation and reward

Marston, Cam, Motivating the Whats In It for Me Workforce: Managing Across

the Generational Divide and Increasing Profits, 2007

Skepticism
http://www.aarp.org/community/stcroix2/photo/Diane_at_Alien_Nation/514152http://www.aarp.org/community/stcroix2/photo/Diane_at_Alien_Nation/514152


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p

The two younger generations: Have been given ample reason to question

authority

Dont believe their leaders tell the truth

Question the motives and truthfulness ofinstitutions across the board

Invest their loyalty and trust in individualsand therefore, the right boss is critical

(otherwise they change jobs, #1 reasonthey quit)



What Will It Take for All


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Generations to Work Well Together

A new understanding of what employeeswant from their jobs, bosses and workplaceexperience

A new understanding of loyalty and how todevelop it (not through pay, promotions andbenefits)

A new definition of self young employees

define themselves by what they do outsidethe job, not what they do for a living



What Will It Take


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New behavior from leaders who realizeyounger workers enter the workforce seekingself-fulfillment and arent interested in

paying their dues for an unspecified amount

of time for a vague reward Because young people are doing everything

later staying in school, living at home,getting married, having kids this impacts

their commitment to work



Reasons US Workers Change Jobs


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In 2006, 21% of US workers made voluntary

job changes for the following reasons:

Growth and earnings potential (30%) Time and flexibility (23%) Financial compensation (22%) Culture and work environment (22%) Benefits (12%)

Supervisor relationship (10%) Travel and development (9%) Management climate (9%)

Benefit News

Changing Workforce


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g g

Workers are demanding the ability to balance their

work and personal responsibilities. Workers are not afraid of changing jobs.

The idea that the best way to grow financially andotherwise is to stay with one employer has been

eroding to the point of extinction. Younger workers and those earning $15,000 or less

were the most likely to change jobs.

The cost of turnovers range from $7,000 for hourlyemployees to $30,000 for mid-level managers and

$80,000 for technical or senior level management(Center for Workforce Learning).

Charlotte Biz, March 2007

Some are already in the workforce.Wh t th i ?


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What are they saying?

The technology is too slow.

Just because Im young doesnt mean I should begiven low pay and a poor work schedule.

I expect to be treated fairly.

We are inheriting a mess in the workforce who gotus there?

My dad worked 60 hours a week and then lost hispensionno way Im doing that.

I can get my work done in 40 hours sorry if youcant.

Charlotte Observer, Sunday, March 5, 2006.

How They Will Push Us


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More independence in the workforce Consumer-based fairness

Better technology

Enhanced professional development Get rid of thats the way weve always

done it

Have more life balance Re-establish priorities

What We Know


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Times are changing in business andsociety

So leadership must change

The younger generations are working ina different economy and business world

They have different values and goals

THEY WILL NEVER BE LIKE US!

What can managers do?


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1. Mentor their employees

About how the company runs, what makes

people of different generations work well

together. Teach people skills not just businessprocesses.

Great leaders can motivate all people by

balancing processes and peoples needs for the

good of the company

Messages that Motivate


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VeteransYour experience is respected here

What has and hasnt worked in the past isrelevant

Perseverance is valued Boomers

You are important to our success

Your contribution is unique and important We need you

Messages that Motivate


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Gen Xers

Do it your way

There arent a lot of rules here

Were not very corporate

MillennialsYou will work with other bright, creative people

You can help turn this company around

You can be a hero here

We value independent workers

Your boss will help you succeed

2. Communicate with employees Encourage them to develop trust with others and


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Encourage them to develop trust with others and

empower people to do their jobs. Ask for input

rather than telling them what to do. Open

communication reduces resistance.

3. Value their values

Want work-life balance. They value family andfriends and want to work their eight hour day and

go home. Older workers think long hours show

your loyalty and productivity. Younger workers

often get things done faster. They valueefficiency and effectiveness and doing things

faster.

4. Focus on Retention


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People leave for several reasons: olderworkers retire but younger workers often

leave feeling unvalued.

Have strategies to retain both groups.

Older generations like monetary rewards,

younger generations like time off work.

So How Do We Work With Them?B th h i diff t ld


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Because they have grown up in a different world,

never assume that they know certain things like:You dont want to talk to their mother when they arehaving problems.

You dont get points for showing up or an A for effort.

The definition of plagiarism and cheating.

Its not appropriate to call the professor at home after9pm.

They cant use IM language in papers.

Its not okay to email the professor 10 times a day.

That when they email you at 3am, youre not sittingon the other end waiting to respond to them.

The business office (and most others) close at 5pm.

Some Major Issues WorthAdd i


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Addressing

Some of them have been performing belowgrade level all their lives and they may notknow it (age of social promotion).

You may be the first strict grader they have

encountered (will discourage them). Many are not very hardy. Will quit or dropout because its hard.

They are very good consumers and will figureout a way to stay under the radar.

They are not good planners and will doeverything late if allowed.

What Should Institutions Do (Inth Cl )?


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the Classroom)?

Develop policies and practices aroundappropriate communication (bydepartment).

Give them electronic access to as muchas is philosophically possible.

Draw a line on negotiations.

Give them definitions, boundaries andrules.

What Should Institutions Do?


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Stop existing in an 8-5 world.

Establish prerequisites for reading andwriting intensive courses.

Force them to take developmentalcourses the first semester (dont setthem up to fail).

Stop letting them register late, hand inlate work and procrastinate.



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Dont let them take online courses ifthey are not tech savvy and dontpossess the motivation to complete.

Train all faculty to detect and work withlow performing students (especially ingate keeper courses).



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Look into what is known about learning. Try to actively engage them.

Engage them in group-oriented

activities Service learning

Study groups

Supplemental instruction

Learning communities



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Create alterative ways for the low-techstudents to come up to speed.

Basic keyboarding skills.

Special workshops or lab sessions on thebasics.

Help them master software that will dowork for them.

Get access to computers (refurbished,community projects, grants, etc.)

One Final Word


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In case you're worried about what'sgoing to become of the youngergeneration, it's going to grow up andstart worrying about the younger

generation. (Roger Allen)

In 2008 In Schools AcrossAmerica


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America

The first full class of a new generationwill showed up for kindergarten.

Who Are They?


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A new Silent Generation

referred to as GenerationZ, Generation Alpha or theHomeland Generation.

Starts mid-2000s untilabout 2017-2020 and willbe considered an

artist generation:

http://en.wikipedia.org/wiki/Strauss_and_Howe

Generation Z Will be raised on technology, they will not be scared
http://en.wikipedia.org/wiki/Strauss_and_Howehttp://en.wikipedia.org/wiki/Strauss_and_Howe


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of anything, they will be open to new ideas.

They will be into truth and loyalty and they will notbe not afraid to voice their opinion.

They will be flexible and open to change.

They will be fearless and fun.

They will be the new hope for our own future. Their great-grandparents belong mostly to

the Silent Generation and the Baby boomersform the core of their grandparents.

Their parents are seen as being roughlyevenly divided between Generation Xand Generation Y.

http://www.generationzbaby.com/generation-z.html
http://www.generationzbaby.com/generation-z.htmlhttp://www.generationzbaby.com/generation-z.htmlhttp://www.generationzbaby.com/generation-z.htmlhttp://www.generationzbaby.com/generation-z.htmlhttp://www.babiesonline.com/funfacts


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For a copy of this presentation:http//www.cpcc.edu/millennial

Click on: workshops and presentations

Contact: terri manning@cpcc edu
mailto:[email protected]:[email protected]

Documents

HR Full Millennials presentation