With baby boomers retiring now and over the next decade, what should the HR function in firms be doing to prepare for a leadership vacuum?
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With baby boomers retiring now and over the next decade, what should the HR function in firms be doing to prepare for a leadership vacuum?
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General discussion question referring to HR functions
200 words (no quotes)
With baby boomers retiring now and over the next decade, what should the HR function in firms be doing to prepare for a leadership vacuum?
What potential problems do you see these firms encountering based on the generation gap of the baby boomers, Generation X/Y, and Millennial?
Share any ideas you have that could help solve these problems.
