In this report we turn to consider what happens in the workplace post-recruitment. We explore methods of developing 16–24-year-olds in the workplace, and identify what works and why; which skills do young people enter the workplace with and what’s the most effective way of building their capability? We also consider learning preferences of young people, and how these align to interpretations of ‘Generation Y’ behaviours.
Our purpose is to help organisations understand how they can build the business case, not just for broadening access to employment, but for investment in development to drive organisational performance. It is relevant for anyone working in HR, L&D or a line management role seeking to understand how they can best meet the development needs of the next generation.
Do you agree with the CIPD's views on how best to meet the development needs of the next generation? Do you have an opinion to share on this issue? Use the comments section below to share your thoughts.
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