1. Braven Capstone Challenge
Title Slide
Viviana: Good evening everyone and thank you for joining us. Your company, big or small, is
losing hundreds and thousands of dollars as you are faced with the ongoing problem of
recruiting and maintaining Millennial talent. Your millennial employees are not planning on
staying at your company longer than 3 years which will directly affect your business. As a team
we have come up with a solution to save you time, money, and stress.
Problem
Krystal: My name is Krystal, Ben, David, Josiah, Neo, Taye, Erika, I’m Viviana and we care
about the problem because we are millennials! Millennials currently make up about a 3rd of the
workforce. By 2020, that number will increase to 50%. So, how can companies effectively
recruit and maintain Millennial talent? That’s what we’re here to find out.
User Research
Ben: Each member of our cohort interviewed two representative millennials to better understand
our user base. We found that personal recognition, professional and individual growth, as well
as understanding the steps necessary for promotion were critical in encouraging millennials to
remain, grow and thrive at their company.
After uncovering these dominant themes, we decided on the problem we wished to solve:
How can employers create a work environment that fosters growth, transparency and
appreciation that millennials crave?
To solve this problem, we developed the ERD.
E.R.D.
David: The E.R.D.!
The E.R.D stands for the Employee Relations Division.
It is a division of HR that does tasks a traditional HR doesn’t have time to do:
This division focuses on the people. This position will be responsible for creating an
environment where new employees can grow and feel appreciated. The ERD will organize the
new hire trainings, develop opportunities for workers to grow within the company and, create a
work environment where employees feel appreciated. This position will serve as the main
communication between the company and the workers and will advocate for their needs. The
E.R.D. will provide events for the staff to be recognized and feel like they are a part of the
company.
Let’s take a closer look at each part of the problem the E.R.D. is designed to solve.
Growth
Josiah: First, we have growth.
The E.R.D. does three things to promote employee growth. One, it provides educational
opportunities for employees. Two, it creates a clear path for career advancement, and three, it
coordinates mentoring programs to help new employees grow within the company.

2. What is the purpose of these tasks?
By successfully accomplishing these tasks, the E.R.D. can foster growth within the company
while providing new outlets for employees to achieve high levels of self-actualization. Also, this
gives the employees reasons to stay and versatile skills which enable them to work in different
parts of the company.
Let’s look at the next part of our problem:
Appreciation
Neo: Appreciation
To foster an environment where employees feel appreciated, the E.R.D. can conduct employee
appreciation events, announce and reward the employee who won the internal voting for
Employee of the Month, facilitate monthly events where employees can relax and focus on
socializing while giving constructive feedback, and provide a foundation that enables employees
to feel they are in a community environment instead of an office environment.
Why should the E.R.D. perform these tasks?
Performing these tasks would make the employees feel more welcomed and appreciated, give
recognition that demonstrates the managers and peers care about each other, and provide a
sense of community that is likely to encourage employees to stay longer than 3 years, thereby
saving the company money.
Now that we’ve neared the conclusion of our presentation, you may be asking yourselves,
Call to Action
Taye: “Why should companies apply the use of a division such as ERD that focuses on staff
development?”
Well…
Companies would save time and money by adding an ERD branch to HR.
Better employee satisfaction would lead to longer retention and higher productivity.
Attracting millennial talent would become easier because Millennials would see that the people
working for a company are genuinely happy.
Rewarding employees and helping them grow increases chances of employee retention.
Finally, with the implementation of the Employee Relations Division of HR, the rest of HR can
focus on policy-making and clerical work, employee productivity, and legal compliance so the
company is always moving forward. This concludes our presentation.
Questions?
Erika: Do we have any questions?