Human Resource Management Strategies that Influence Millennial Engagement at the Workplace: A Case of OnMobile Global Limited Kenya

Abstract

This study sought to examine Human Resource Management (HRM) strategies that influence millennial engagement at the workplace. The study was guided by the following specific objectives: determine the influence of job design in engaging the millennial workforce at the workplace, examine the influence of career management opportunities in engaging the millennial workforce at the workplace, and determine the influence of incentives in engaging the millennial workforce at the workplace. A Descriptive research design was used. The population of 235 employees from were a sample size of 70 was chosen. The main tool for collected primary data is a questionnaire. Data analysis included measures of central tendency like means and percentages and standard deviations. Inferential statistics such as correlation and regression were used to examine the relationship in the study variables. The study reveals that job identity is very important for millennials. The study also shows that employees find themselves fulfilled with modest contributions to the organization when they understand their work role and their overall contribution to the company's mission, and preferred standardized job process that will help them know exactly when and where they have to do certain tasks and lower their mistakes on the job. Further the study indicates that having continuous training and development throughout a career and a pleasant working environment will keep millennial employees engaged with the company. Trust and justice elements are important to millennial employees in terms of creating a pleasant working environment which will ultimately enhance their engagement as well as having flexible working hours. OnMobile Global employees do not use the work-life balance programs because of poor communication about the program availability and improper implementation, and there is subtle negative communication from managers and co-workers towards employees that used flexi-time programmes in their job. This study recommends among other things OnMobile Global management not to ignore the influence of job design and redesigning millennial employee engagement.