Vol. 7, Issue 1, Part B (2025)

Globalization and demographic shifts have presented significant hurdles in the realm of human resource management. Through a comprehensive examination of existing literature, it becomes evident that these factors have reshaped the objectives of HRM processes. One notable challenge confronting organizations today pertains to the diversity across generations. This paper seeks to delineate the distinctive traits of Generation Z in contrast to preceding cohorts concerning their work inclinations, values, and anticipations. Furthermore, it aims to scrutinize the prevailing HRM frameworks within organizations and explore potential adaptations essential to successfully recruit and retain employees from Generation Z. The methodology employed in this study entails a scrutiny of secondary data gleaned from international databases and academic journals, employing analytical and comparative techniques for analysis. The study's findings indicate that the future of work demands individuals who possess not only digital proficiency but also analytical abilities, business acumen, and creative thinking. Employers must be proactive in cultivating these skills through robust training and leadership programs, while simultaneously encouraging a diverse and inclusive society. Furthermore, in order to draw in and keep Gen Z workers, an atmosphere that values lifelong learning and growth must be established.