Generetional differences in business impact on organizational structure and employer effects of becoming a brand

The biggest threat factor in the assets of enterprises is that they cannot adapt to the changing world order. Human and talent factors have gained importance in an environment where businesses should be in full compliance with these changes. These factors; it is directly proportional to the ability of companies to provide profit margin in the market, to manage the elements of competition. At this point, the most current management approach is the employer brand in terms of talent management in order to overcome the competitors' competitors. The importance of communicating with each other and exchanging ideas on behalf of the employer and employee cannot be denied. Employer brand; It is an important fact to invest in people who are the basic resources in products and services, to mark their energy and attention and to represent it in the best way to motivate and keep the employees together. To be a strong employer brand; more options, demand, attention, attention and more. It also requires talent management. It will be wrong to ignore the effect of generation differences. Generation differences are one of the important factors among managers. This difference, which determines the tendency of perspective and management style, also has an impact on the phenomenon of employer brand in institutionalized or institutionalized companies. Generation differences in the enterprises and trying to manage them is really an important issue to be considered today. In this study, the intergenerational differences between X and Y generations in enterprises were discussed and their impacts on the employer brand along with their perspectives and expectations about the organization were evaluated. As a result of the research, X and Y generations have different dynamics. In order to run both generations with high motivation and commitment in the same environment, the management level in all departments, especially in the Human Resources section of the enterprises, plays a big role. As a result of the researches conducted within the scope of the study, it was determined that the effect of generation differences on employer brand phenomenon cannot be ignored.