Cluster 3 - Millennials
Millennials perceptions of skills transfer within a South African Retail Bank
Semi structured Interview Questionnaire
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Introduction:
This is a research study for my Masters in Commerce (MCOM) Business Management being undertaken at the University of Johannesburg, Faculty of Management, College of Business and economics. The study title is the Millennials Perception of Skills
Transfer within a South African Retail Bank. My supervisor is Dr P Thomas
contactable at [email protected]
All primary data collected during this interview will be retained in a secure confidential manner both in my dissertation and in any further use of the data. Your anonymity will be ensured at all times and only my supervisor and I will know your name. Your name will not appear in any academic articles or the dissertation. The data collected will be used to write articles and this dissertation both of which will appear in the university library and academic journal databases. Please feel free to indicate if you do not wish to participate. You may leave the research at any point.
The interview will be recorded through a voice recorder, and I will then transcribe and analyse the data gathered.
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Researcher Information:
Principal Researcher & Interviewer: Shudu
Contact Details: xxxxxxxxxx
Purpose of the Research
The purpose of this study is to understand the challenges of skills transfer from older generations to South African millennials in Bank X’s Group IT.
The questions are in three broad themes that were derived from the academic literature reviewed on generational cohorts in the workplace.
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Definition of millennial (read to each participant):
The millennial cohort includes the transition generation born between 1981 and 1993, and the free generation or born frees (also referred to as Generation Z) born between 1994 and 2000. They are said to be steadily overtaking the older generational cohorts as South Africa’s largest representative generation of workers, introducing new mind- sets that organisations must master when recruiting and retaining this new workforce. This generational cohort is said to be influenced by major local cultural, political, and economic shifts such as the dawn of democracy, economic meltdown / recession, and diversity inclusion.
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Section A - Participant demographics
Interview Details:
Date of Interview :
Position in Organisation (title) :
Number of years in THIS role :
Number of years in Organisation :
Age :
Gender :
How long have you been in the skills transfer programme:
Level and age of your skills mentor:
How would you describe your skills mentor:
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Section B - Key themes identified
Theme 1: Perceptions of succession planning in Group IT’s Bank X
1.1. What is your perception of the current skills transfer towards succession planning in Group IT? i.e. is this an important strategy of the bank and specifically Group IT to ensure a competitive advantage over similar banks is maintained?
1.2. Do you believe that Group IT uses succession planning as a competitive advantage?
1.3. How were you nominated for skills transfer?
1.4. What was shared with you as the reason for being involved in this process?
1.5. What was the process of choosing a skills mentor?
1.6. How is your relationship with your mentor?
1.7. What challenges do you face from your skills mentor?
1.8. What is currently working positively with your skills mentor? What is currently not working with your skills mentor?
1.9. What is your perspective with regard to alleged challenges that the older skills mentors face from you (millennials) with regards to skills transfer? Some of the challenges stated in the literature includes:
1.9.1. Generational stereotyping, misconceptions, myths, and misunderstanding created when trying to understand millennials;
1.9.3. Millennials are deemed over achievers and require to be kept engaged so they can also achieve;
1.9.4. Millennials require a roadmap for success and expect their organisations and management to provide that;
1.9.5. Ensuring constructive, on time feedback without negatively impacting on their capabilities; and
1.9.6. Challenge of dealing with technologically inclined cohort.
1.10. What do you find refreshing/ rewarding about the skills transfer programme?
1.11. Do you currently use your newly attained skills in the workplace? If yes, how? If no, why not?
1.12. How often do you meet with organisational succession planners to discuss whether the skills mentors’ efforts are achieving succession development deadlines?
1.13. Is there anything you would like to see done differently with the skills
development strategy for succession planning? Theme 2: Effectiveness of skills transfer
2.1. How well is the skills transfer programme structured? Is it adapted to reflect trends and specific organisational needs?
2.2. What are the expected day-to-day activities covered in the skills transfer programme?
2.2.1 Has your mentor covered all the areas you believe you need for succession? If not, where do you believe there are gaps?
2.3. How effective do you believe the training is that you receive from your mentor?
2.3.1 How do you find skills transfer with regard to explaining technology to you by your mentor?
2.3.2 Do you feel that you and your mentor communicate smoothly (talk the same language)?
2.4. What do you see as the outcome for the organisation from this training?
2.5. How will the training be of benefit for the future in this organisation for you?
Theme 3: Ways to optimise skills transfer
3. How can skills transfer be optimised for Group IT?
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Section C – Closing Questions
Question 1: How effective do you think the current skills transfer is?
Question 2: What improvement opportunities would you recommend for the skills transfer programme?
Question 3: What is the biggest hurdle in effective skills transfer for you (the younger generation)?
Question 4: What do you consider the main competencies required for skills mentors?
Question 5: What are the top three factors that prevent people from sharing skills?