The arrival of every new generation at the labour market carries different values, attitudes, the method of work, new expectations, and knowledge. By the arrival of generation Y to the labour market and even more with the expectation of generation Z, the questions arise what the appropriate approach of the representatives of the baby boom generation and generation X in leading and cooperation with them is. Even before that, it is necessary to ask a question about how to attract them in the company and what attracts them in comparison to older generations. The master’s thesis is focused on the research of the dimensions of employer attractiveness, valuing them by generation X and generation Y, and the comparison between them. An insight into generational differences in this field in Slovenia can be a starting point for the Slovenian companies in building, managing, and communicating their employer brands on which the employer’s offer to potential candidates is based. The empirical part of the master’s thesis is based on the quantitative research which was adapted from the Employer Attractiveness Scale of Berthon et al. (2005). The results show that generations X and Y value the social dimension and then dimension of interest of an employer the most. Generation X then as important evaluates the economic dimension. The dimensions of social responsibility and the developmental dimension follow. Generation Y puts the dimension of social responsibility to the third place of the importance, then the developmental, and the economic dimension after that.
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