Reviewing human resources practices for a better integration of generation Z at the workplace : the case of Audi and Blom Bank

Abstract

Purpose – Human resources management practices constitute an important intervention lever and more particularly those related to young generation integration. In such, the main research statement tries to understand how do HR practices overcome generational cleavage to better integrate Generation Z into the workplace?” Design/methodology/approach – the research study adopts a quantitative approach. It consists on adopting a deductive reasoning by analyzing, first, the literature review, and to formulate accordingly research hypotheses to be tested on the selected population. Findings – The present research study relies on Generation Z expectations in terms of human resources practices to promote better integration of the employees of this generation in the workplace. This research allowed a broadening of knowledge and discoveries on the subject of Generation Z and its characteristics related to the management of human resources in Lebanese banks. The research findings demonstrate that three out of four practices used by human resource management in Lebanese banks meet Generation Z expectations. Those practices are related in part to the recruitment and selection process, compensation and benefits provided by correspondent banks and the maintained relationships between employees at work. Looking at the results, we can notice that compensation and benefits practices have the highest impact on Generation Z integration within the organization. Therefore, by offering good compensation packages to its team members, banks can increase employees’ belonging ensuring high level of retention. Research limitations– The research is restrained to a quantitative approach. A mixed research method will go in depth by relying on interviews with HR managers in Lebanese banks to understand more their intentions for finding solutions that answer Generation Z issues and challenges especially in the present economic crisis that is affecting the banking sector. Furthermore, this study is limited to banks. Therefore, it can be beneficial to having it implemented in other industries for a wider generalization. Practical implications – Lebanese banks should focus on HRD practices to enhance personal and professional development of Generation Z as well as to increase their commitment and their sense of belonging for the bank they work for. Originality/value – Contemporary organizations witness the existence of a cohabitation of four different generations in its operational development. The arrival of the Generation Z on the labor market in turn gives rise to an abundance of questions about the characteristics of this generation and its integration into the world of business. The originality of the study implies the reformulation of HR practices in order to answer Generation Z members expectations taking into consideration a better integration system into the workplace.