Harvest’s comprehensive research into Early Careers guides employers to join-the-dots for a new employee experience, led by Gen Z. Our research drew insights from students across six universities, employers representing 18,000 employees, and graduates across 10 companies. By 2025, Gen Z will make up 27% of the workforce and our learning solutions focus on supporting how young talent and people managers can thrive better, together.
Harvest | Early Careers Portfolio Early Careers Portfolio
| 1
| 2
Harvest | Early Careers Portfolio
Introducing the Early Careers Portfolio
Harvest’s comprehensive research into Early Careers guides employers to join-the-dots for a new employee experience, led by Gen Z. Our research drew insights from students across six universities, employers representing 18,000 employees, and graduates across 10 companies. By 2025, Gen Z will make up 27% of the workforce and our learning solutions focus on supporting how young talent and people managers can thrive better, together.
| 3 |
Harvest | Early Careers Portfolio
Research Led Solutions
Each offering is directly informed by our research and spans four aspects of people development:
1. Gen Z Career Navigator Programme
2. Leading Gen Z for Managers Programme
3. Bridging Skills for Early Career Holders
4. Z Track Mentorship Circles Programme
| 4
Harvest | Early Careers Portfolio
Programme 1 Gen Z Career Navigator Programme Aim The Gen Z Career Navigator Programme is
designed to equip Gen Z graduates with essential skills to navigate and thrive in their early careers. Learning Outcomes As a result of this programme, participants will: • Gain clear career pathing and goal-setting skills for better self-direction • Build effective communication skills for impactful interactions with colleagues • Enhance personal resilience techniques to handle workplace pressures • Cultivate personal leadership competence that aligns with inner confidence • Assess their personal values and seek to align these with their organisation • Build conflict resolution and influencing skills to navigate workplace dynamics • Improve their ability to recognize social cues and human dynamics at work • Learn how to intentionally network in a way that suits individual styles
What the Research Says
65% of students / 100% of graduates state clear career navigation is important for a positive employee experience and are considering how work is organised so that skills can be flexibly ported across work for a company to remain competitive and relevant Harvest Research, 2024
92% of employees will review their current graduate programmes Harvest Research, 2024
| 5
Harvest | Early Careers Portfolio
Learning Journey Elements Gen Z engage in a hyper-paced world, and their learning must be tailored to their unique needs.
•
Experiential Learning Is learning by doing for better self-direction
•
Technology Cutting edge digital platforms and learning tools
•
Simulations and Gamification For problem solving and foresight skills
•
‘Take 90’ Sessions With managers unlock the power of storytelling as a learning tool
•
Reflective ‘Journaling’ Builds reflective practice in work
Return on Investment Harvest will deploy a before and after self-assessment tool to show a quantifiable impact on participants career navigation skills. Sample Programme Journey
Gen Z Career Navigator Programme Journey
12-month Programme Journey (workshops every 6 weeks)
Career Pathing & Goal Setting
Communication Skills
Resilience & Stress Mngt
Leadership Competence
Personal Values Alignment
Conflict Resolution & Influencing
Recognise Social Cues
3. Participants will build personal resilience and stress management techniques to handle workplace pressures 4. Graduates will cultivate personal leadership competence that aligns with inner confidence 5. Participants will assess their personal values and seek to align these with the organisational culture to enhance loyalty and retention
1. Participants will gain clear career pathing and goal-setting skills to understand and pursue their professional aspirations 2. Graduates will develop effective
6. Graduates will be equipped with conflict resolution and influencing skills to navigate workplace dynamics 7. Participants will improve their ability to recognize social cues and enhance interpersonal relationships
communication skills for productive interactions with managers and peer
Experiential Learning
Technology
Mentoring Circles
Simulations & Gamification
Reflective Journaling
‘Take 90’ Sessions
| 6
Harvest | Early Careers Portfolio
Programme 2 Leading Gen Z for Managers
Programme Aim
The Leading Gen Z programme aims to future-proof people managers for a new era in the employee experience. It gives recognition for those who inspire and guide talent through the modern workplace. Participants will choose 4 workshops out of a total of 11. Each workshop is completely tailored to your organisation. Learning Outcomes As a result of this programme, participants will: • Adapt leadership styles to effectively engage and motivate Gen Z talent • Learn how the skills marketplace is a new era in career pathways and progression • Learn to give constructive feedback that is specific, actionable, and supportive • Integrate sustainable practices in people leadership for a new era • Utilise emotional intelligence to navigate interpersonal dynamics in multi-generational environments • Develop skills to manage and resolve conflicts considering generational perspectives • Implement problem-solving strategies that address workplace challenges for a diverse team • Gain insights into best practices for managing rotations to ensure positive employee experiences
What the Research Says
Less than 25% of employees rate their managers as well-calibrated
Gen Z makes up
People managers’ role in the employee experience is a critical determinant in Gen Z engagement and retention Stanford Graduate School of Business, 2022 27% of the workforce
communicators Harvest, 2024
| 7
Harvest | Early Careers Portfolio
Learning Journey Elements Time-poor, challenged managers require a high return of value for their time. Learning methods that create high impact include: • Disrupt and Reframe Based Learning Participants’ assumptions may require disruption and reframing so alternative ways of looking at challenges are explored • Peer Learning Sets Greatly support people in sense-making their environment, resolving specific challenges and supporting behaviour adaptation • Role-Players and Simulation Re-creating scenarios in a ‘live’ environment with trained actors is one of the most powerful learning methods for people managers
Sample Programme Journey
Return on Investment
Before and after assessment of mindset and competence will provide quantifiable impact metrics.
Leading Gen Z Programme Journey
Choose 4 out of 11 (1-day workshops)
Developing Emotional Intelligence
Enhancing Employee Engagement
Fostering a Value-Led Workplace
Effective Hybrid Work Management
Understanding Gen Z Dynamics
Strategic Talent Development
Rotations Management
Promoting Sustainability
Effective Communication
Gen Z and the Workplace
Mentorship & Storytelling
1. Understanding Gen Z Dynamics 2. Gen Z and the Workplace – Building Engagement 3. Mentorship and Storytelling 4. Effective Hybrid Work Management of Early Talent
5. Enhancing Employee Engagement in a new Era 6. Promoting Sustainability in Talent management 7. Fostering a Values-Led Workplace 8. Developing Emotional Intelligence
9. Effective Communication and Conflict Resolution 10. Strategic Talent Development 11. Rotations Management for the Skills Based organisation
Disrupt & Reframe based Learning
Peer Learning Sets
Role Players & Simulation
| 8
Harvest | Early Careers Portfolio
Programme 3
Bridging Skills for Early Career Holders
Programme Aim To close the gap between graduate and employers’ expectations in skills proficiency. A series of six workshops to support graduates’ onboarding and build a lifelong skillset for the workplace. Learning Outcomes As a result of these workshops, participants will enhance their mindset, professionalism and skills across six skills areas: • Workshop 1 Fitting In and Standing Out • Workshop 2 Networking Essentials for Gen Z • Workshop 3 Social Perceptiveness and Interpersonal Skills • Workshop 4 Growth Mindset for Resilience and Agility • Workshop 5 Problem-Solving and Critical Thinking Skills • Workshop 6 Negotiation and Influence without Full Authority
What the Research Says
Students and graduates actively seek practical skills development.
Employers state there is often a gap between confidence shown and underlying competence among graduates.
Graduates state employers’ expectations on skills proficiency are often too high .
Harvest Research, 2024
| 9
Harvest | Early Careers Portfolio
Learning Journey Elements
Gen Z engage in a hyper-paced world and as digital natives their learning must be tailored to their unique preferences for maximum impact: Experiential Learning Is crucial for young talent. It centres on learning by doing for better self-direction • Technology • Using the most cutting-edge digital platforms and learning tools that resonate with Gen Z’s tech-savvy nature • Simulations and Gamification Are proven to enhance problem-solving and foresight skills among learners, both are required for better self-direction • Reflective ‘Journaling’ Builds reflective practice in work
| 10
Harvest | Early Careers Portfolio
Programme 4 Z Track Mentorship Circles Programme Aim This is a sustainable and scalable approach to mentorship. Mentorship Circles comprise only one mentor to support a group of 6-8 graduates. Harvest sets up the structure, steering group and training of mentors and mentees for the Z Track Mentorship Circles.
Learning Outcomes As a result of the structure and set up, Mentors will be equipped to facilitate Mentees with: Professional Growth Mentees learn to better self-direct their early career planning and development • Effective Onboarding Mentees are supported through their transition into the workplace • Skill Diversification Mentees identify their strengths and development gaps • Networking and Personal Branding Mentees are guided to build a strong professional network and develop a personal brand •
Employers state attrition spikes for two reasons: Lack of mentorship support and lack of career pathways Harvest Research, 2024 What the Research Says
Harvest | Skills Based Organisation - “The How To” for HR and L&D Professionals Early Careers Portfolio
| 11
harvest.ie
Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11Made with FlippingBook flipbook maker