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Conclusion

In the alignment between the job market and the expectations of the new generations, it is important to take into account that the way to attract and retain talent is mainly done through the development of a strategic human capital management centered on the development of each individual’s social and psychological capital as well as skills such as teamwork, emotional intelligence, ability to solve complex problems, empathy, critical thinking, and other soft skills. This process of construction is already imposed today, but it will be even more challenging as new generations integrate the job market so that equilibrium can be found.

References

  • 1. Bohm, D. (1996). On dialogue. New York: Routledge.
  • 2. Crampton, S. M., & Hodge, J. W. (2009). Generation Y: Unchartered territory. Journal of Business & Economics Research, 9, 1-5.
  • 3. Deming, D. (2016). The growing importance of social skills in the labor market. Harvard University and NBER.
  • 4. Hays Portugal. (2015). Geragao Y: um novo paradigm laboral - um estudo sobre as motivates, preferemncias e tendencias da Geragao Y no Mercado de trabalho em Portugal.
  • 5. Hays Portugal. (2015). Guia do Mercado Laboral.
  • 6. Rego, A. C., & Cunha, M. P. (2016). Pecados da Santa Lideranga. RH Magazine a Gestao de Pessoas em Revista, 104, 28-32.
  • 7. Tapscott, D. (2008). Grown up digital (1st ed.). Boston: McGraw-Hill Education.
  • 8. Ulrich, D. (2014). The future targets or outcomes of HR work: Individuals, organizations and leadership. Human resource development international (pp. 1-9).
  • 9. World Economic Forum. (2016). The future of jobs: Employment, skills and workforce strategy for the fourth industrial revolution.
 
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