HUMAN CAPITAL MANAGEMENT STRATEGIES BASED ON GENERATIONAL DIFFERENCES: A PATH TOWARD ORGANIZATIONAL SUSTAINABILITY IN THE 2025 FRAMEWORK
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This article analyzes generational differences in the workplace and proposes human capital management strategies that foster organizational sustainability within the 2025 framework. The study identifies how the characteristics, values, and expectations of Baby Boomers, Generation X, Millennials, and Generation Z influence internal cohesion, motivation, and productivity. A mixed-methods approach was applied, including surveys to 100 employees and semi-structured interviews with human resources professionals, aiming to understand motivational factors, communication gaps, sustainability policies, and intergenerational challenges. The results reveal significant differences in stability, flexibility, leadership preferences, and technology adoption, confirming the need for generation-specific strategies. Key human sustainability indicators are also identified, and a management model is proposed incorporating cross-generational mentoring, multichannel communication, intergenerational training, and flexible benefits. The study concludes that organizations managing generational diversity strategically strengthen their competitiveness, innovation, and long-term sustainability.
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
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