HUMAN RESOURCE MANAGEMENT AND PERSONAL PROFESSIONAL DEVELOPMENT IN THE CASE OF GENERATIONS Y-Z WITH SPECIAL EMPHASIS ON ECOLOGY

Abstract

To date, numerous studies have been conducted with the aim of identifying generational differences, particularly in the business world. Of special interest is the research on the current Generation Y (1980–2000) and Generation Z (2000–present). In addition to traditionally managed leadership, the ability to understand human emotions positively affects not only the leader, but also the organization and its employees. Today, modern companies are introducing the principles of a green sustainable economy that emits low levels of carbon and makes proper use of limited natural resources. This paper places special emphasis on these issues. Alongside the introductory theoretical framework, a survey study was conducted during the first half of 2024, using a heterogeneous sample of N=98 respondents. The aim of the paper was to investigate the attitudes and perceptions of Generations Y and Z regarding Human Resource Management and personal professional development, with a special emphasis on ecology. The methods used in this research included the method of theoretical analysis, survey research, and descriptive (statistical) methods. The results showed that nine hypotheses were not accepted, while three were confirmed: readiness for personal and professional coaching development is conditioned by internal motivators; colleagues’ attitudes toward ecological processes are conditioned by the ecological literacy of managers; and the potential of a manager to lead a group is not conditioned by the definition of a good leader. Furthermore, self-assessment of personal work experience within the company and self-assessment of the application of ecological principles within the company were both rated as good.