Members' Corner
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Since the launch of our "People Management" series and "SME Value-added" series in this year, the Association invited a
number of renowned retail leaders to share their management wisdom with our members and retail practitioners. These
activities provide an effective platform for retailers to keep abreast of the market trend.
協會於
2015
年舉辦了多個以「人才管理系列」及「
SME
增值系列」為主題的交流活動，邀請了多位知名企業管理人員分享他們的管理
之道，為會員及零售業界提供一個交流平台以了解市場最新脈搏。
Sharing Talk on "Handling and Understanding Generations X & Y"
了解及管理
XY
世代員工講座
Staff are the most valuable asset of a company. How to motivate and train the new generation staff is a challenge shared
by many managers. On 28 May, 2015, the Association invited Ms. Alice Chan, Manager, Learning & Development Human
Resource Department of DFS Group Limited, to share her knowledge, insights and experiences of motivating Generations
X & Y with our members.
員工是企業最重要的資產。如何管理一班新世代，已成為現時管理人員的新挑戰。協會於
2015
年
5
月
28
日特意舉辦了「了解及
管理
XY
世代員工」講座，邀請了
DFS Group Limited
人力資源部學習及發展經理陳慧愉小姐， 分享其管理及培訓新世代員工的
經驗及策略。
Different generations shared their unqiue set of values
Ms. Alice Chan pointed out that most of the new generation staff does not
need to support their families; and therefore, they may have a different view
on the meaning of their work life as compared with their parents, whom
the purpose of going to work is to earn a living. Also, the new generation
staff was born at the technology age, their strengths are highly educated,
proficient in technology and highly confident. Ms. Chan urged the employers
and supervisors to appreciate the strengthens and uniqueness of their new
generation staff, and help them to excel at their post.
Recognition and motivation for Gen Y staff
Ms. Chan referred to a study by "Economist" which indicates that the
average stays at the same company for employees aged below 30 is only
1.1 year. Ms. Chan said that Gen Y staff expects their work to be exciting
with excellent prospect, they won’t hesitate to challenge their supervisors,
however, they still long for their approval. The five key factors to make
them stay are team spirit, company culture, respectfulness, approval and
the way of supervising.
不同世代導致價值觀差異
陳慧愉小姐指出，工作對於上一代老闆和主管是用
來賺錢養家，但大部份新世代都不用養家，沒有經
濟壓力，因此工作價值觀大有不同。新世代員工出
生於科網發達的年代，他們的特點是擁有高學歷、
精通科技和表現充滿自信。陳小姐認為老闆和主管
應著眼去發掘及欣賞他們的優勢及獨特之處，才能
知人善用。
肯定及鼓勵推動
Y
世代員工
陳小姐引用《經濟學人》的研究報告指出現時
三十歲以下的年輕人才，平均只會在同一家公司
逗留
1 . 1
年。
Y
世代員工期望工作要有發展空間
及富挑戰性，他們會挑戰直屬上司，但又同時需
要上司的肯定及重視。員工士氣、公司文化、尊
重、肯定及指導方式等均成為他們留職的五大考
慮因素。
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