SAMPLE ANALYSIS:

In thinking of long term consequences, intergenerational tensions could have major setbacks in relation to employee performance and higher attrition rates. $($this is still a case fact even though I paraphrased it$)$ It is crucial that GSK finds a way to harness the potential of its workforce in a way that doesn$$t over$-$reward or alienate one group over the other. Gen Xers perceive that they have had to work harder for their mobility than their younger counterparts, which may account for some of the intergenerational tensions. A key aspect of bridging these conflicts includes helping staff create a productive and respectful working environment while learning how to listen to and assimilate diverse viewpoints. Overall, GSK must work to attract, maintain, nurture, and motivate talent, of all generations if it hopes to foster an environment that is conducive to employee buy$-$in and improved loyalty. While it is true that promotions should be earned, Gen Y is looking for opportunities to grow. The generations before were afforded far more stability in terms of growth, which may be the cause of the perception that Gen Y doesn$$t want to work for what they get. On the other hand, the talent shortage in the region means that Gen Y has greater bargaining power. GSK must find ways to entice Gen Y not only to accept employment, but also to stay. This means GSK needs to create clear pathways to leadership. Having a transparent growth plan ensures that new talent sees the potential of staying with the company. Zaid:

Kimberly Wong needs to suggest better HR policies in order to fix the generational conflict and poor corporate culture in order to appeal more to newer generations to fill their talent gaps.

As a result of a booming economy and a decreasing population, GSK is faced with talent gaps as boomers proceed to retire and newer generations need to join in$.$ This issue is further exaggerated by the intergenerational conflict and poor corporate culture that are caused by ineffective HR policies. These issues have potentially led to low performance among employees and high attrition rates. In addition, GSK$$s competitors have been poaching their employees which has only led to more talent gaps. If their competitors are able to easily lure employees, this likely proves that GSK$$s HR policies are not very well designed and their competitors have a further edge in that regard. If GSK hopes to address these talent gaps, they need to introduce effective HR policies that solve the generational conflicts and poor corporate culture so that they may appeal more to newer generations and better compete.

Justin, Jimmy

As more baby boomers are looking to retire, there is a lack of talent filling these spots. Expectations in career advancement and development opportunities, company culture and loyalty are examples of generational differences that are leading to talent shortage in GSK$.$ If HR doesn$$t target specific needs and motivations of newer gens, it could lead to lower performance and increased employee turnover. The economic growth in several Asia Pacific countries have outpaced population growth, which has been leading to a shortage of skilled talent. Generation Y brings additional complexity to workforce management and has more diverse career opportunities compared to previous generations. GSK must consider alternative ways to meet Gen Y$\text{'}$s desire for professional growth and opportunities.This could include qmentorship, lateral moves, or more creative career development paths to keep them engaged and feeling valued. Having these improvements create a better working environment for Gen Y since they would be progressing with their careers and in the long run makes GSK more appealing to the tight work force in the region.

Valeria, Ella

The issues that GSK has faced in the recent years in recruiting new employees have been difficult due to their specific demand of certain talents new hires must hold. The obstacles of recruiting their specific talent demand comes from the values and purpose of the company.. However, due to the standards and necessity that GSK has, considering that it is a pharmaceutical industry, it will stick to having high standards and certain skills. To productively resolve the issues of retaining talent, the company must use their own resources and exhaust the effort in focusing on ways to develop a more manageable and positive work culture to appeal to Gen Y$.$ The company would have to consider their work culture due to the majority of the population not considering a company which presents an unhealthy environment and work culture. The company must focus on communication in the workplace and a talent development strategy that will help attract new employees while also keeping Gen Y employees motivated to stay within the company.

g must figure out a way to improve company culture to fix talent retention issues in light of a workforce shortage.

In order for GSK to retain talent,