The New Employee Contract: How to Find, Keep, and Elevate Gen Z Talent
暫譯: 新員工合約：如何尋找、留住及提升Z世代人才
Onesto, Anthony
- 出版商: Apress
- 出版日期: 2022-03-15
- 售價: $1,300
- 貴賓價: 9.5 折 $1,235
- 語言: 英文
- 頁數: 124
- 裝訂: Quality Paper - also called trade paper
- ISBN: 1484280539
- ISBN-13: 9781484280539
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相關主題
商品描述
Learn about Generation Z from the perspective of a manager at a company looking to recruit and retain staff. This book provides an in-depth analysis of who makes up Gen Z, what they want, and how businesses around the world can give that to them in a way that is meaningful.
In the past, companies were not prepared for the generation of new talent called Millennials. Companies were surprised to learn that Millennials were different from those in Gen X and the Boomers. With the help of author Anthony Onesto, you will not be unprepared when working with those in Gen Z.
The New Employee Contract dives into the needs and wants of this generation of talent that has been born on the iPhone and for whom gaming is second nature. Those in GenZ believe in loyalty and social goodness, use gaming mechanisms, and expect almost real-time delivery on their expectations. The patience of this generation is very short, which explains the success of platforms such as Snapchat and TikTok.
All of this research is presented in a fun, compelling way in this book. Even if you are not working in management, you will want to understand these 74 million socially active Americans who hold $44 billion in direct buying power.
What You Will Learn
• Understand what members of Gen Z want in a world of climate uncertainty, job losses, and automation
Understand why automation is a worst case scenario for those in Gen Z
• Know how to give back a sense of control to those who belong to Gen Z
• Know what members of Gen Z are looking for, including quality of work vs. quantity of work
• Be aware of the way businesses need to develop this new contract with employees
Who This Book Is For
Chief executive officers, chief people officers/HR leaders/HR departments, and leaders/managers within companies. The book is also of use to venture capitalists, those handling private equity, and investors. A third audience includes college advisors, life coaches, and career coaches.
商品描述(中文翻譯)
學習從一位公司經理的角度了解Z世代，該公司希望招募和留住員工。本書深入分析了Z世代的組成、他們的需求，以及全球企業如何以有意義的方式滿足這些需求。
過去，企業對於被稱為千禧世代的新人才並未做好準備。企業驚訝地發現，千禧世代與X世代和嬰兒潮世代有著不同的特徵。在作者Anthony Onesto的幫助下，當你與Z世代合作時，你將不會感到措手不及。
《新員工契約》深入探討了這一代人才的需求和期望，他們是在iPhone時代出生，對遊戲有著天生的親和力。Z世代的人相信忠誠和社會善良，使用遊戲機制，並期望幾乎實時地滿足他們的期望。這一代人的耐心非常短暫，這解釋了Snapchat和TikTok等平台的成功。
本書以有趣且引人入勝的方式呈現了所有這些研究。即使你不在管理層工作，你也會想要了解這7400萬名社交活躍的美國人，他們擁有440億美元的直接購買力。
你將學到什麼
• 了解Z世代成員在氣候不確定性、失業和自動化的世界中所需的東西
• 了解為什麼自動化對Z世代來說是一種最糟的情況
• 知道如何讓Z世代的人重新獲得控制感
• 知道Z世代成員在尋找什麼，包括工作質量與工作數量的平衡
• 了解企業需要如何與員工發展這種新契約
本書適合誰
首席執行官、首席人事官/人力資源領導者/人力資源部門，以及公司內的領導者/經理。本書對風險投資家、私募股權管理者和投資者也有幫助。第三個受眾包括大學顧問、生活教練和職業教練。
作者簡介
Anthony Onesto is the chief people officer at Suzy, Suzy is an end-to-end consumer insights platform. Suzy helps business teams make faster, consumer-centric decisions. From one-off questions to robust surveys, or qualitative video interviews, Suzy puts the voice of the consumer at your fingertips. He is a leading expert on culture, human resources, and talent. Anthony joined the Suzy team to help scale and drive its mission and vision around culture, talent, and human resources. Anthony brings a unique approach to human resources, using design-thinking principles to build a human-centered organization.
Most recently, Onesto worked as the general manager for U.S. operations of a global innovation, media, and education company called Konrad Group. Prior, Anthony spent time leading the U.S. strategy and operations for SmartUp, a SaaS learning, and development startup. He has years of experience in scaling and building culture, human resources, and talent for fast-growth technology and innovation companies, including Solidstreaming, Fresh Direct, Zeta Interactive, Big Fuel, and Razorfish.
In 2015 he founded Ella Adventures, a company that produces a comic book and cartoon series called Ella the Engineer. The purpose of the comic is to encourage young girls to pursue interests in science, technology, engineering and math (STEM), and entrepreneurship. Anthony is a certified consultant in Exponential Organizations (ExO), which is part of Singularity University. He is also a board advisor to well-funded and high-growth tech startups such as Namely, Rolepoint, Talentrackr, and Makerspace.NYC all that have collectively raised more than $100 million in venture capital. Most importantly Anthony is husband and partner to Deborah Onesto and father to three children, Nicolette, Frankie, and Ella.
作者簡介(中文翻譯)
安東尼·奧內斯托（Anthony Onesto）是Suzy的首席人力資源官。Suzy是一個端到端的消費者洞察平台，幫助商業團隊更快地做出以消費者為中心的決策。從一次性問題到全面的調查，或是定性視頻訪談，Suzy將消費者的聲音觸手可及。他是文化、人力資源和人才方面的領先專家。安東尼加入Suzy團隊，以推動其在文化、人才和人力資源方面的使命和願景。安東尼帶來了一種獨特的人力資源方法，利用設計思維原則來建立以人為本的組織。
最近，奧內斯托擔任全球創新、媒體和教育公司Konrad Group的美國業務總經理。在此之前，安東尼曾在SaaS學習和發展初創公司SmartUp領導美國戰略和運營。他在快速增長的科技和創新公司中擁有多年擴展和建立文化、人力資源和人才的經驗，包括Solidstreaming、Fresh Direct、Zeta Interactive、Big Fuel和Razorfish。
2015年，他創立了Ella Adventures，這是一家製作名為《工程師艾拉》（Ella the Engineer）的漫畫書和卡通系列的公司。這部漫畫的目的是鼓勵年輕女孩追求科學、技術、工程和數學（STEM）以及創業的興趣。安東尼是指數型組織（Exponential Organizations, ExO）的認證顧問，該組織是奇點大學（Singularity University）的一部分。他還是多家資金充足和高增長科技初創公司的董事顧問，如Namely、Rolepoint、Talentrackr和Makerspace.NYC，這些公司共同籌集了超過1億美元的風險資本。最重要的是，安東尼是德博拉·奧內斯托（Deborah Onesto）的丈夫和伴侶，以及三個孩子尼可萊特（Nicolette）、弗蘭基（Frankie）和艾拉（Ella）的父親。
目錄大綱
Chapter 1: Who is Gen Z?
Gen Z Are Not "Millennials on Steroids"
Chapter 2: What Shaped Gen Z?
1. Additional Technological Factors: Games & Social Media
2. Raised by Gen X
3. The Great Recession & COVID Depression
4. Peril Everywhere: Gun Violence and Climate Change
Chapter 3: What does Generation Z want?
The Climate Emergency Will Get Worse Before It Gets Better
Job Losses Via Automation Will Get Worse Before It Gets Better
So What Does Gen Z Want In A World Of Climate Uncertainty and Job Losses Through Automation?
Automation's Worst Case Scenario For Gen Z
Not Ready For Those New Jobs
Is Your Job Safe?
Chapter 4: What the hell is a 20th Century Job Anyway?
The Con of Frederick Winslow Taylor
Trickle Down Abuse
Chapter 5: What Makes a 21st Century Job?
Given Gen Z Back Their Sense of Control
The Job They Started With Won't Be The Job They Finish With
Chapter 6: Bodies In Seats
"Scientific" Management
An Obsession With Metrics Breeds Cobras, and not the cool Karate kind
Chapter 7: The True Cost of Metric Fixation
Temp: If you're not one yet, you will be
Chapter 8: Trends You Should Pay Attention To
1. Don't Let Open Offices Come Back After The Pandemic
2. A Frequent Change of Jobs Within The Company
3. Rebrand "distractions"
4. Quality v Quantity
5. Can Meetings Actually Be Productive?
6. Work as Play
7. Funding a UBI By Paying Your Taxes
Chapter 9: What Gen Z Will Look For
But she doesn't even go here
I can't get no satisfaction
Quality of Work vs. Quantity of Work
Measuring Happiness At Work
Choices we should never have to make
Chapter 10: The Road Ahead for HR Management
Culture is what you do
Putting the purpose back into the future
Lead well and we will follow
Allies and Enablers of Family
目錄大綱(中文翻譯)
Chapter 1: Who is Gen Z?
Gen Z Are Not "Millennials on Steroids"
Chapter 2: What Shaped Gen Z?
1. Additional Technological Factors: Games & Social Media
2. Raised by Gen X
3. The Great Recession & COVID Depression
4. Peril Everywhere: Gun Violence and Climate Change
Chapter 3: What does Generation Z want?
The Climate Emergency Will Get Worse Before It Gets Better
Job Losses Via Automation Will Get Worse Before It Gets Better
So What Does Gen Z Want In A World Of Climate Uncertainty and Job Losses Through Automation?
Automation's Worst Case Scenario For Gen Z
Not Ready For Those New Jobs
Is Your Job Safe?
Chapter 4: What the hell is a 20th Century Job Anyway?
The Con of Frederick Winslow Taylor
Trickle Down Abuse
Chapter 5: What Makes a 21st Century Job?
Given Gen Z Back Their Sense of Control
The Job They Started With Won't Be The Job They Finish With
Chapter 6: Bodies In Seats
"Scientific" Management
An Obsession With Metrics Breeds Cobras, and not the cool Karate kind
Chapter 7: The True Cost of Metric Fixation
Temp: If you're not one yet, you will be
Chapter 8: Trends You Should Pay Attention To
1. Don't Let Open Offices Come Back After The Pandemic
2. A Frequent Change of Jobs Within The Company
3. Rebrand "distractions"
4. Quality v Quantity
5. Can Meetings Actually Be Productive?
6. Work as Play
7. Funding a UBI By Paying Your Taxes
Chapter 9: What Gen Z Will Look For
But she doesn't even go here
I can't get no satisfaction
Quality of Work vs. Quantity of Work
Measuring Happiness At Work
Choices we should never have to make
Chapter 10: The Road Ahead for HR Management
Culture is what you do
Putting the purpose back into the future
Lead well and we will follow
Allies and Enablers of Family
