The influence of corporate hacking policies implementation over HR management of millennials

Résumé du document

The purpose of this research proposal is to evaluate the use of non-financial gratifications by companies to the millennials and highly educated employees and especially the use and development of a corporate hacker friendly culture within the company's management.

Extraits

[...] Therefore, the development of a "start-up" culture that includes the "corporate hacking" dimension seems to be a good criterion for integrating the youngest and often most comfortable ways of working with human resources. with digital production modes. The margin of freedom left by this process is also a means of empowering these employees, a factor essential to their retention within the organization, especially if they are highly qualified and therefore can easily find a job. Similarly, studies of younger generations of workers, especially the generation, show that the affective relationship developed by the worker is much weaker today and relies more on employer-based relationships (social fidelity) than on the culture of a company (fidelity to the organization). [...]

[...] In 2015, this population of 20-34 year olds represents of the active population" according to Fustec A. and Sappey-Marinier D. (2011). A "structural infidelity" of this generation in the modes of consumption and production is to be noticed. Thus, for Audrey Charbonnet-Voirin, Laura Marret and Carolina Paulo in "Perceptions of the employer brand during the recruitment process", the generation of millennials strongly took into account the mobile and flexible dimension of the labor market. of consumption and can, as such, be extremely volatile in his career choices and in his relationship to his salaried activity. [...]

[...] For example, many cases of benevolent hack are characterized by the establishment of parallel communication networks within the company. While the development of more effective communication between members of the organization may seem extremely positive, the channels for transmitting this information and these exchanges may, however, pose a risk to the company. Indeed, these systems are usually spontaneous, they tend to rely on free communication systems for which the confidentiality of data exchanged is not always guaranteed. Therefore, the use, however benevolent of these tools can generate a risk of leak of sensitive information for the organization may even ultimately facilitate industrial espionage. [...]

[...] Analysis The analysis would take two steps that has to start, for methodological reason by the analysis of the interviews before aggregating the data of questionnaires. In fact, this would allow the study to benefit from a more neutral approach when dealing with the results. Ethical considerations Some limitations can be found to this research proposal especially in terms of data collection capacity but also in terms of price elasticity of the freedom. In fact, this price elasticity has to be considered regarding inherently personal practices that are consuming habits, social pressure and personal projects in life. [...]

[...] This could result in the implementation of policies that can benefit to both the company and the labour force. Company policies The end of the process and research aims especially at helping large companies when dealing and struggling with the integration of younger generations within their usual framework and company's culture. The capacity to generate a win-win situation and to identify the right balance between risk taking and bottom up innovation is a delicate yet strong tool for those companies especially in a context of increasing competition of large companies with start-ups. [...]