Factors Influencing The Genz Engineering Students’ Training Needs And Employability Skills

Abstract

The wave of Baby Boomer retirements, coupled with pandemic-related hiring struggles, has created a talent gap for many employers across both public and private sectors. This comes at a time when five distinct cohort generations – Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z – are navigating the workplace for the first time in history.

This study investigated how to attract, hire, and retain a multigenerational GenZ workforce in 21st-century economy. Focusing on Gen Z STEM (Science, Technology, Engineering, Mathematics) students, researchers explored potential differences and similarities in learning styles, motivation, job satisfaction, and turnover intentions across generations (Baby Boomers, Gen X, Gen Y, and Gen Z). Gen Z's perceptions of learning and training with those of other generations Generational cohort theory, training theory, Kirkpatrick training model, and learning characteristics theory provided the theoretical foundation for the research.

The study surveyed over 126 engineering students and analyzed the data using SPSS software. Statistical techniques of factor analysis and multiple regression were used to compare Gen Z's perceptions of learning and training with those of other generations. Using Factor analysis, the study identifies that Digital learning, Project based learning, Flexible working, Organisational culture, Training, Skill development, Student Assessment and Examination are the key factors affecting learning and training. Multiple regression technique is used to identify which factor influenced more and identified that student assessment is directly proportional to flexible working, organisational culture and skill development, student assessment is indirectly proportional to project-based learning.