Vol. 7, Issue 2, Part A (2025)

This study explores the role of mentorship and reverse mentorship in facilitating intergenerational knowledge exchange between Millennials (born 1981-1996) and Generation Z (born 1997-2012), with a focus on Human Resource Management (HRM) as a strategic enabler. Given the growing generational diversity within modern workplaces, this research addresses the knowledge-sharing gap by analyzing how HR can bridge intergenerational divides through structured mentorship initiatives.
Employing a qualitative, secondary data-based approach, the study undertakes a thematic analysis of existing literature, organizational reports, and case studies. Three core themes emerged: communication and collaboration styles across generations, the impact of mentorship on skills development, and the outcomes of HR-led interventions.
Findings suggest that both mentorship and reverse mentorship enhance reciprocal learning, promote engagement, and support organizational growth. The study concludes with practical implications for HR policy and practice, highlighting the need for further primary research to evaluate cultural and contextual factors in the effectiveness of intergenerational mentoring.