Requirements of Performance Management System of Generation Z Employees in the Capital Market: A Thematic Analysis Approach

Document Type : Original Article

Authors

1 MSc., Department of Human Resource, Faculty of Management, University of Tehran, Tehran, Iran.

2 Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.

3 . Assistant Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.

Abstract

Background & Purpose: Nowadays, there are different generations of employees in the workplaces. Each generation has its own characteristics and effective management of these generations is a major challenge for organizations. Therefore, recognizing and understanding these characteristics is essential in order to managing these generations. Performance management is one of the most important functions of human resource management, which in this research has been investigated in generation Z as the generation after generation Y that few studies have been done about it. Therefore, the purpose of this research is to identify the essentials of performance management system of generation Z employees in the capital market.
Methodology: For this purpose, thematic analysis method has been used as one of the qualitative research methods. The research paradigm is interpretive and semi-structured interviews were used as a research tool to collect raw data from Generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity.
Findings: Total of 26 interviews after analysis led to the identification of 4 main themes, 12 secondary themes and 114 basic themes, which are based on the four main phases of performance management.
Conclusion: The results show the importance of all four phases of the performance management system for generation Z employees, and if organizations continue to fail to implement the standard of this system, it will bring about destructive outcomes like turnover. Finally, research limitations and suggestions for future research are provided.

Keywords

References

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Journal of Human Resource Management
Volume 12, Issue 2
June 2022
Pages 54-77

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History

  • Receive Date: 17 April 2022
  • Revise Date: 10 July 2022
  • Accept Date: 16 August 2022

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