[http://knowledgeinfusion.typepad.com/.shared/image.html?/photos/uncategorized/ggenerationy.jpg]Generation 'Y' is defined by most as the cohort of people born immediately after Generation X, though the term is itself controversial and is synonymous with several alternative terms, listed below. It usually describes people born from the late 1970's through the 1990's.

With respect to United States (and also Canadian) generations, Generation Y is generally considered to be the last generation of people wholly born in the 20th century. Using the broadest definition commonly cited, Generation Y currently (as of 2006) includes those in their 20s, teenagers and children over the age of 6.

Here are some important functions in HR that by automation of processes as well as using best in class technologies will give your organization a radical edge over the competition.

Relationship recruiting - Great recruiting solutions have excellent functionality around Candidate Relationship Management

Employment branding - Important for all of HR to market themselves and their organizations

Candidate experience - The experience both online as well as to all of the forms of media about a company including blogs

Offer - Professional, focused on life benefits, stock options, family balance

Onboarding - Quickly employees decide whether they will stay in this generation

Mentoring - Focus on performance management and learning/development.  These employees expect that

Feedback - The once a year performance appraisal wont work for this group.  The performance cycle must be living and always on

Flexibility - Work from home, remote work, employee-manager direct access, portals, all important to this group

Career-pathing - Vision for the future.  Online succession planning, competency tools to grow etc.

This group of employees will make or break your organizations over the next 20 years.  You must have a talent strategy in place to deal with them.