Retenção de talentos da geração Y

• Autor(a) principal: Miyoshi, Celso Seigiro
• Data de Publicação: 2012
• Tipo de documento: Trabalho de conclusão de curso
• Idioma: por
• Título da fonte: Biblioteca Digital de Teses e Dissertações da PUC_SP
• Texto Completo: https://repositorio.pucsp.br/jspui/handle/handle/36140
• topic: CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO; Geração Y; Retenção de talentos; Carreira; Ascensão profissional; Generation Y; Retaining talent; Career; Career advancement

The values ??of Generation Y, people born from 1978, have caused changes in business management in order to retain these talents, therefore, is necessary to know the profile of this generation. Thus, the purpose of this study is to identify and to characterize the Generation Y, also point what are the factors that contribute to retain a professional in an organization, identify the expectations of professionals and show the difficulties that Generation Y faces for career advancement. For this, was done a literature review about the subject and information from 20 questionnaires with direct and indirect questions in the Legal Department of Banco Bradesco S.A. The result has been found the retention of Generation Y’s talents has a close relationship with the need to keep this generation engaged and challenged by the work, and there the need for development of resources by the company that provides satisfaction to the worker, since this feeling is because of the retention. From the survey identified the main factors for the retention of Generation Y: opportunity for growth and learning and the act of like the area. Furthermore, the most respondents wanted to be promoted during the period 1-5 years, winning the position desired professional within 6 to 10 years. As factors of the main difficulties for career advancement, highlighted the lack of incentive to formal education, the work environment and the lack of feedback by the leaders