THE X, Y AND Z OF ZAMBIA’S FUTURE WORKFORCE
ACRITICAL view of today’s demographical landscape, in as far as Zambia is concerned, reveals that the country’s employment profile, in the foreseeable future, will be heavily characterized by the youth. This fact, among others, shall add more pressure for drastic changes in the ‘’HR way of doing things’’, as the generation of ‘wouldbe new entrants’ into the job market, have a totally different understanding of what work is and what work should be.
The answer to the question that seeks to gauge the forecasted number and skillset that will be joining the labor force in the foreseeable future is still bleak, essentially because there has not been a feasible solution to the problem of fixing the soaring unemployment levels.
Taking on a more optimistic view of the world, the proliferation of and adaptability to technology by most Zambians, the current and forecasted social-economic and demographical changes, are all a call for HR Practitioners to sit upright and start thinking of the future workforce as the old way of doing things is almost over and finished!
A Promise of Employment
One the most significant storyline from Zambia’s 2021 general elections was the large voter turn-out exhibited by the youth (most of them below the age of 35). In what might have appeared as a gesture to appease his ‘king-makers’, the new president’s inaugural speech seemed to have been enveloped in a ‘human resource management theme’ as he went on to demonstrate his commitment to actualize, among other things, his campaign promise of creating employment opportunities for the youth, who have been, in the last few years, compelled to make ends meet against the backdrop of a faltering economy that birthed a high unemployment rate, estimated at 12.17 per cent - a statistic which entails that at least one in five youth in the country are unemployed.
Peradventure the economy is resuscitated and unemployment is dealt with, it would then be safe to say that the difference between the best and worst performing organizations in Zambia, in as far as Strategic HR Management is concerned, will be determined by their abilities to forge their HR strategies to align with the on-going social and demographical changes in the local labor market.
Going by the status quo. we can loosely assume that Zambia’s future workforce will be heavily characterized by a youthful complement that fall in the Generation Y (i.e., people born between 1982 & 1996) and Generation Z (i.e., people born between 1997 & 2012) categories and will very soon replace those in Generation X (i.e., those born between 1960 and 1980).
The onus therefore, is on HR practitioners to gain a deeper understanding of the motivations and attitudes of the current and future workforce, as this will not only place them at an advantageous posture to lessen the conflicts that come with managing a multi-generational workforce comprised of generations X, Y and Z but will also enable them to construct more meaningful and realistic future HR strategies and practices.
Understanding Generation X
The term ‘’Generation X’’ refers to people who were born between the mid-1960 and the early 1980’s. The oldest members of this group are in their late fifties today and are reaching the peak of their careers, especially that the normal retirement age in Zambia is currently pegged at sixty years. Generation X value being independent and resourceful in overcoming challenges and have thus advanced in their careers with little or no supervision.
Having grown up in an era when the world transitioned from analogue to digital technology, Generation X are comfortable with the use of different technological devices but are less dependent on them and therefore prefer face to face discussions. They are also known for attaching great importance recognition and appreciate a high sense of job security. Their vast years of experience and exposure to social and technological changes over the years make them highly adaptable and remain to be a rich source of knowledge in the workplace.
However, the longevity of Generation X in the workplace in the near future seems to be under threat, chiefly because of the growing number of older people that died as a result of the COVID-19 pandemic and the stemming conversations that are however, still debated in undertones, over reducing the retirement age as a means of creating employment opportunities for the youth.
Without being presumptuous, it can be forecasted that most members of the Generation X family will, in the near future, be compelled to bow out of the employment ring, which will be heavily dominated by members of Generation Y and Generation Z.
Generation Y and Generation Z – A brief psycho-social profile of the Future Workforce
The generation that comes after Generation X are known as ‘’Generation Y’’, Gen Y or the millennial generation and are comprised of people who were born between 1982 and 1996 (i.e., aged between 25 and 40 years). The oldest members of this generation are in their late thirties to early forty’s and are therefore likely to take up senior managerial positions in the next few years. Unlike their predecessors, Millennials are immersed in internet and social media usage, among other technological tools.
Unfortunately, most Millennials have suffered major economic disruptions. As the majority of this generation were ready to join the labor market, the world suffered a global recession in 2008, which subsequently resulted in a lower demand for copper prices on the world market and thus negatively affected the mining industry in Zambia. This led to high levels of unemployment either through loss of jobs or lack thereof. Their plight has recently not been met favourably all thanks to Zambia’s stunted economic growth caused by the COVID-19 pandemic and the country’s high debt burden, which have contributed to companies closing down and the inevitable consequential loss of employment.
Because of the tough times that characterized their upbringing, most Millennials are considered to be aggressive, highly ambitious and competitive. Advancing in their education is of paramount importance to them as being highly trained is considered as a ‘passport’ to getting employed - an aspect which is supported by the swelling number of graduates that are being churned from Zambian colleges and universities each year.
Who are the Gen Z?
Members of Generation Y are succeeded by ‘’Generation Z’’ or simply ‘Gen Z’ and comprise of people who were born between 1997 and 2012, with the oldest members of their generation being twenty four years old. They are also known as the ‘’iGeneration’’ or ‘digital natives’ owing to the fact that they have never lived in a world were technological devices don’t exist. Even when majority Gen Z are currently in high school, a good number of the first cohort of their generation are entering the workforce. Finding a job that suits their personality, gives them public recognition and provides them with career development opportunities is imperative to them.
Gen Z are usually individualistic, self-driven, want fast results and therefore prefer to multi-task and love to receive instant and constant feedback. They appreciate interpersonal relationships and also find solace in voicing out on social media - which constitutes as their largest and primary source of information. Despite spending an incredible amount of time on electronic devices as opposed to reading books (a feature which has had a negative toll on their attention span), Gen Z are on track to being the most educated generation. They are more money-oriented than their predecessors and possess an entrepreneurial spirit.