Polytechnic of Porto / ISCAP (PORTUGAL)
About this paper:
Appears in: INTED2019 Proceedings
Publication year: 2019
Pages: 196-204
ISBN: 978-84-09-08619-1
ISSN: 2340-1079
doi: 10.21125/inted.2019.0090
Conference name: 13th International Technology, Education and Development Conference
Dates: 11-13 March, 2019
Location: Valencia, Spain
Labour markets are undergoing a dynamic transformation driven by digitalisation, the development and adoption of extensive value chains and the increased complexity in work organisations. Additionally, the role of employers who employ a young graduate is very important: in this context, employers should continue the educational and training process of youngsters and support their personal growth and development, in particular during the early stages of their working careers.

In order to find out how and if SMEs are prepared to receive the new generation of employees, within the European project iGen ( the consortium collected information from European SMEs, using exhaustive surveys and applying the methods of focus group sessions, semi-structured interviews and questionnaires. The final aim was to categorize the information collected in order to get knowledge to support the creation of a training course to help SMEs to attract, welcome and train the youngsters. This includes the development of a methodology providing methods, tools and best practices for SMEs aiming to create an attractive, supporting and retaining working environment.

According to the main results we can attest that, in general, companies haven’t created yet the working environment that suits generation Z the best. Sometimes, SME’s are not aware of the new requirements of the new generation entering the workforce today. Occasionally, they are attentive to this difference, but they don’t find the key to reach them. Usually, multinational companies, as bigger and with other resources, are pioneers in establishing those working conditions that can meet the new generation’s requirements. The possibility to work remotely and the offering of flexible working hours are considered as fundamental conditions to attract and retain youngsters, in particular the good ones. Smaller enterprises don’t have money nor time to implement such practices separately for the new generation. Eventually, they are developing some strategic changes in their recruitment and retention practices according to the new job market trends. The results obtained in this research supported the development of a mentor and gen z training courses. The mentor course aims to enable employers to implement effective mentoring programmes to support Generation Z in the work place. The mentee course aims to enable iGen to improve their Soft Skills in the work place. In this communication we will present the research done with the companies, the main results obtained as well as the foundations of the Mentor Course, being offered by the companies to the youngster in order to promote and facilitate their integration in the job market.
SME’s, Youngers, knowledge management, market job, information knowledge, mentee training, mentor course.