Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

In this course, learners will enhance their ability to attract, engage, and retain a multi-generational workforce. Through interactive Zoom sessions, participants will explore generational dynamics, communication styles, and best practices for fostering inclusive and effective teams.

The course will be delivered over 2.5 weeks with one-hour weekly online meetings.

Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.

Making public sector work better®.

Course Syllabus

Multi-Generational Synergy: Attracting, Leading, and Engaging Talent for Public Sector Work

Dates: Weekly, July 8, 15, and 22, 2025, 2pm – 3pm EDT

Course Description

Learners will enhance their ability to attract, engage, and retain a multi-generational workforce. Through interactive Zoom sessions, participants will explore generational dynamics, communication styles, and best practices for fostering inclusive and effective teams.

Learning Objectives

By the end of this course, participants will be able to: 

• Understand the characteristics and workplace preferences of five generational cohorts.
• Identify communication and leadership strategies that bridge generational gaps.
• Apply team development models to improve collaboration and performance. Develop actionable plans to attract and retain diverse talent in public sector roles.

Weekly Breakdown 

Week 1: Understanding Generational Differences and Team Dynamics Topics:

• Overview of generational cohorts: Traditionalists to Gen Z
• Workplace motivators and communication preferences
• Tuckman's Team Development Model

Activities:

• Breakout discussions on generational misunderstandings
• Interactive poll on communication styles
• Reflection prompt: Describe one insight about generational dynamics that surprised you.

Assessment:

• Reflection prompt: Describe one insight about generational dynamics that surprised you.

Week 2: Bridging the Gap – Communication and Collaboration Topics:

• Bias recognition and management
• Empathic communication and active listening
• Cross-generational teamwork strategies
• Role-play scenarios in breakout rooms
• Group discussion on feedback preferences
• Submit a short plan for improving communication with your teams.

Activities:

• Role-play scenarios in breakout rooms
• Group discussion on feedback preferences
• Submit a short plan for improving communication with your teams.

Assessment:

• Submit a short plan for improving communication with your teams.

Week 3: Attracting and Retaining Multi-Generational Talent Topics:

• Best practices for recruitment and engagement
• Reward systems and recognition across generations
• Creating inclusive and flexible work environments
• Case study analysis
• Group brainstorming on retention strategies

Activities:

• Case study analysis
• Group brainstorming on retention strategies

Assessment:

• Final Take home assignment: Using the provided framework document, draft a recruitment and retention strategy tailored to at least two generations.

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

All your course materials will be found on your course dashboard.

Meetings:

• Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

Course Design:

The course will be delivered over 2.5 weeks with three one-hour sessions per week.  

Time Commitment:

Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Session Schedule (subject to change):

• Start Date: 7/8/2025
• Completion Date: 7/22/2025
• Meeting 1:  7/8/2025 - 2:00 pm - 3:00 pm ET
• Meeting 2:  7/15/2025 - 2:00 pm – 3:00 pm ET
• Meeting 3:  7/22/2025 - 2:00 pm – 3:00 pm ET

Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:  Professional Development Cancelation Policy

Recertification Points:  PSHRA-5 and HRCI-5

Making public sector work better®.

Milton J. Perkins, PhD,

Vice President
ActOne Government Solutions, Inc.

Milton J. Perkins, PhD, SHRM-SCP, SPHR, CPC, is the Vice President of ActOne Government Solutions, Inc., (a subsidiary of The ActOne Group), responsible for pursuing, managing and delivering workforce and commodity solutions to federal, state, county, municipal and quasi-government clients. Formerly he operated as the Chief HR Officer for Mint Dentistry, the VP, HR for Kasasa, as well as the Chief Accountability and Human Resources Officer for Vanguard Integrity Professionals. He has also worked as the Head of Global Talent Management for Hewitt Associates, and was the Senior Director of Workforce Solutions for Agile•1 (a subsidiary of the ActOne Group), and RAS Leader for EDS, to name a few. With over 40 years of human capital experience, Dr. Perkins has a tremendous wealth of practical, research, teaching and consulting experience in developing innovative business solutions through people. He is actively sought out to speak at business and human capital conferences, worldwide, specializing in providing next-practice solutions related to the Society for Human Resource Management’s Body of Competency and Knowledge, for example, the SHRM-SCP/CP certification preparation course, HR Metrics and Analytics, Diversity, Inclusion & Equity, Unconscious/Conscious Biases and Micro-Aggressive behaviors, Workforce Planning,