Deloitte consultancy firm has forecasted that the working world is expecting 75% of total
world workforce could be generated from millennials and Generation-Z (Gen-Z) by 2025.
Thus, a past researcher like Jacob Morgan has stated that Gen-Z individuals who were born
after 1994 are quite different from the millennials who were born from 1975 to 1994.
Therefore, a proper retention mechanism is needed in order to address the behaviours and
expectations of the Gen-Z. The research question of how conventional Human Resources
Management (HRM) practices should be amended as per the desires of the Gen-Z is very
critical, therefore, the values or modifications should be added into the HRM practices such
as power distribution, team constructing, job stress mitigation, performance management,
and training and developments to increase the attractiveness for the Gen-Z people to work
with satisfied manner. Besides, HRM practices would improve the productivity of the
organization and increase the benefits to the employees and reduce employees’ intention to
leave the organization. Adopting an explanatory sequential research design under the basis
of pragmatic world-view research approach to further evaluate the conceptual framework
illustrated could compose the suitability to the real-world implementation process of the
outcome in this paper.
