1. Greater China Talent Management Summit 2011
“Definition of Success - What's the Aspiration of Young
People"
July 8, 2011

2. Agenda
1. Survey Objectives
2. Grouping of Working Population
3. Survey Findings
4. Survey Conclusions
5. Literature Review
6. Definition of Success

3. 1. Survey Objectives
 To help employers understand Generation Y on their
characteristics and preferences at workplace
 To develop appropriate strategies and tactics to work
effectively with Generation Y
 To exploit Generation Y’s talents for future business
development
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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4. 2. Grouping of Working
Population
Silent Baby
Boomer Generation Generation Generation
Generation
X Y Z
1922 1945 1964 1980 1994
Aged 65 or above Aged 46-64 Aged 30-45 Aged 16-29 Aged 15 or below
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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5. 3. Survey Findings
4.2 Recruitment and Retention Ranking Scale: 1 = most important
Ranking and mean scores of attributes which 5 = least important
Generation Y would look for when they choose/stay in a job
Ranking Employers Mean Working Gen-Y Mean
1st Monetary compensation and 1.81 2.30
benefits Monetary compensation and
benefits
2nd 2.55 2.93
Clear and achievable career Clear and achievable career
pathway pathway
3rd Interests and fun 3.10 Job security 3.20
4th Professional advancement 3.24 Professional advancement 3.21
5th Flexible timetable 3.43 Interests and fun 3.43
6th Job security 4.27 Flexible timetable 4.56
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance 5

6. 3. Survey Findings (cont’d)
4.3 Mentoring
Style of mentor which Generation Y would prefer
Employers Working
Generation Y
% %
Directive mentor 21% 14%
Supportive mentor 26% 48%
Collaborative mentor 44% 27%
Achievement-oriented mentor 9% 11%
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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7. 3. Survey Findings (cont’d)
4.3 Mentoring
Style of mentor which Generation Y would prefer (cont’d)
Definition of the four mentoring styles:
• A directive mentor: Gives all the instructions and rules
• A supportive mentor: Offers help when you need according to the
situation
• A collaborative mentor: Allows you to have much freedom in work
• An achievement-oriented mentor: Provides ongoing feedback
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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8. 3. Survey Findings (cont’d)
4.4 Characteristics of Generation Y at Workplace
Ranking 1 = Totally disagree
Mean score of characteristics rated by respondents Scale: 6 = Totally agree
Mean score of Characteristics Employers Working
Gen-Y
They want to participate in the decision made 3.89 4.37
related to their work.
They are more adaptable to different working 3.21 4.31
environment
They want to have more instant response when 4.14 4.30
communicating with the others
They want to choose their working hours flexibly 4.49 3.92
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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9. 3. Survey Findings (cont’d)
4.4 Characteristics of Generation Y at Workplace Ranking 1 = Totally disagree
Mean score of characteristics rated by respondents Scale: 6 = Totally agree
Ranking Employers Mean Working Gen-Y Mean
1st They want to choose their 4.49 They want to participate in 4.37
working hours flexibly the decision made related to
their work.
2nd They want to have more 4.14 They are more adaptable to 4.31
instant response when different working
communicating with the environment
others
3rd They want to participate 3.89 They want to have more 4.30
in the decision made instant response when
related to their work. communicating with the
others
4th They are more adaptable 3.21 They want to choose their 3.92
to different working working hours flexibly
environment
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance 9

10. 3. Survey Findings (cont’d)
4.4 Characteristics of Generation Y at Workplace
Top five adjectives respondents used to describe Generation Y at workplace
Ranking Employers Working
Generation Y
1st Self-centered Creative
2nd Impatient Energetic
3rd Creative Self-centered
4th Lazy Hard-working
5th Irresponsible Enjoy freedom
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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11. 3. Survey Findings (cont’d)
4.5 Motivation and Rewards
Comparison of employers’, working and non-working Generation Y’s view on
rewards which can motivate Generation Y to improve at workplace
Rewards Employers Working
Gen- Y
% %
Satisfactory performance in their job 29% 40%
Freedom at work execution 23% 12%
Money and title recognition 44% 43%
More meaningful work given 4% 5%
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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12. 4. Survey Conclusions
 Both employers and Generation Y think Generation Y are
creative. However, employers comment that Generation Y are
self-centered, impatient and irresponsible while Generation Y
think they are hardworking and energetic
 Since Generation Y employees seek more ownership of their job,
they want to participate in the decision making process
 Generation Y employees are at the start of their career, they
desire more support and guidance from employers
 Apart from money and title recognition, job satisfaction, learning
opportunities and exposure from work are effective ways to
motivate Generation Y
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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13. 5. Literature Review
Reference Information
 Kathleen Shaputis, The Crowded Nest Syndrome: Surviving the Return of Adult Children,
Clutter Fairy Publishing, 2004
 Ron Alsop, The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the
Workplace, Jossey-Bass, October 13, 2008
 Don Taspcott, Grown Up Digital: How the Net Generation is Changing Your World, McGraw-Hill,
2008
 Peter Sheahan, Generation Y: Thriving and Surviving with Generation Y at Work, Hardie Grant
Books, 2005
 Misti Burmeister, From Boomers To Bloggers: Success Strategies Across Generations, Synergy
Press, LLC, 2008
 Nicole A. Lipkin, Y in the Workplace: Managing the "Me First" Generation, Career Press, 2009
 Bruce Tulgan, Not Everyone Gets a Trophy: How to Manage Generation Y, Jossey-Bass, 2009
 《四代香港人》呂大樂著 香港進一步多媒體有限公司出版
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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14. 5. Literature Review (cont’d)
Comparisons of the Lifestyles of Multi - Generation
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) ( After 1994)
(1922 – 1945)
Core  Respect  Optimism  Skeptical of  Democracy  Pluralism
Values authority
 Community  Confidence  Efficiency
involvement  Adaptability
 Fun  Social justice
 Independence
authority  Individualism
 “Duty before
self”
Sources :  Disciplined
Hammill, Greg. (2005). Mixing and Managing Four Generations of Employees.
Peter Sheahan, Generation Y: Thriving and Surviving with Generation Y at Work, Hardie Grant Books, 2005
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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15. 5. Literature Review (cont’d)
Comparisons of the Lifestyles of Multi – Generation (cont’d)
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) ( After 1994)
(1922 – 1945)
Dealing  For saving  Conservative  Cautious  Earn to spend  Wise about
with money
Money
 Pay cash  For saving  Buy now, pay management
later  Money-savvy
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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16. 5. Literature Review (cont’d)
Generational Working Styles
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Work  Value hard  Value job  Desire clear  Desire  Do not believe
Ethic work status structure and autonomy in career and
direction formal studies
 Respect  Workaholic  Emphasize
authority  Question job  Desire instant
 Desire quality authority significance results
 Adhere to
rules  Adaptable to
changes
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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17. 5. Literature Review (cont’d)
Generational Working Styles (cont’d)
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Work  Obligation  Exciting  Difficult  Means to  Do not value
Values adventure challenge fulfill goal professions
 Duty before
fun  Ambitious  Fun in work
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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18. 5. Literature Review (cont’d)
Generational Working Styles (cont’d)
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Career  Build a legacy  Build a stellar  Build a career  Seek for  Build multi
Goal career that can use personal tasking
 Seek for job skills and development careers
security and  Seek for job experience
stability status
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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19. 5. Literature Review (cont’d)
Preferred Communication Methods
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Communication  Formal  Personal  Expect ongoing  More  Rely on the
Style
contact feedback informal virtual world
 One on one
 Call at anytime  Short messages  Instant  Resist verbal and
face-to-face
communication
 Instant
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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20. 5. Literature Review (cont’d)
Preferred Communication Methods (cont’d)
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Communication  Phones  Cell phones  Cell phones  Internet  Internet
Media
 Write memo  E-mail  3G / 4G Cell  Instant
phones/E-mail messaging
 Mailed
letter  Corridor  Social
conversations interaction
websites
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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21. 5. Literature Review (cont’d)
Preferred Communication Methods (cont’d)
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Message  Reserved  More personal  Short and  Concise action  Online
preferred direct words message
 Polite
 Use
abbreviations
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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22. 5. Literature Review (cont’d)
Motivators
Silent Baby Boomer Generation X Generation Y Generation Z
Generation (1946 – 1964) (1965 – 1980) (1981 – 1994) (After 1994)
(1922 – 1945)
Motivating  Clear and  Love  Ask for their  Be more like a  Being friends
style logical encourage- reactions and coach, less of with them
ment opinions a boss
Rewards  Satisfaction  Money and  Freedom is  Meaningful  Meaningful,
in a job well title the best work challenging
done recognition as reward work
rewards
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance
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23. 6. Definition of Success
 Work life balance
“Chasing Day Light”
 Legacies
 Value and meaning
 Life influences life
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance

24. 6. Definition of Success (cont’d)
 Count our Blessing
 Stewardship of Affluence
 Stewardship of Influence
Sources : Survey conducted by Tamty McGill Consultants International Ltd. on behalf of CPD Alliance

25. Thank You ！
www.paulmpchan.hk
Phone: 2894-6188
Email: paul@paulmpchan.hk
Hon. Paul M. P. Chan 25