![]() Slightly less than one in two millennials strongly agree that they have had opportunities to learn and grow in the past year. Though millennials are most interested in opportunities to learn and grow, only 39% strongly agree that they learned something new in the past 30 days that they can use to do their jobs better. Regardless of the reasons behind millennials' desire to enhance their skills and further their careers, this aspect of employee development is a missed opportunity for managers. Gallup has found that " opportunities to learn and grow" is one of the top three factors in retaining millennials and the only aspect of retention that separates millennials' needs from those of non-millennials. ![]() Millennials' relatively greater emphasis on development might be, in part, related to their stage of life. An impressive 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job - far more than the 69% of non-millennials who say the same.ĭevelopment Is a Big Miss for Organizations Millennials care deeply about their development when looking for jobs and - naturally - in their current roles. Millennials assign the most importance to this job attribute, representing the greatest difference between what this generation values in a new job and what other generations value. Comparatively, 44% of Gen Xers and 41% of baby boomers say the same about these types of opportunities. Gallup's latest report, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. Their strong desire for development is, perhaps, the greatest differentiator between them and all other generations in the workplace. Millennials fundamentally think about jobs as opportunities to learn and grow. A majority of millennials are not getting opportunities to learn.Millennials value development more than other generations do.Development is a top factor in retaining millennials.In this way, the following paper homes in on the impacts of AI specifically and does it by studying empirical statistical associations as opposed to expert forecasting. candidate Michael Webb, the new report establishes job exposure levels by analyzing the overlap between AI-related patents and job descriptions. By employing a novel technique developed by Stanford University Ph.D. Given that, the analysis presented here demonstrates a new way to identify the kinds of tasks and occupations likely to be affected by AI’s machine learning capabilities, rather than automation’s robotics and software impacts on the economy. What’s more, most research has concentrated on an undifferentiated array of “automation” technologies including robotics, software, and AI all at once. The result has been a lot of discussion-but not a lot of clarity-about AI, with prognostications that range from the utopian to the apocalyptic. In part because the technologies have not yet been widely adopted, previous analyses have had to rely either on case studies or subjective assessments by experts to determine which occupations might be susceptible to a takeover by AI algorithms.
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