Group 7 proposed solutions to address high employee turnover rates at a company experiencing difficulties recruiting and retaining young talent of the "chip generation" while also retaining experienced workers nearing retirement age. Their solutions included establishing an alumni network and FlexPool program to provide flexible work opportunities and bridge generational differences, collaborating with universities for internships, and cultivating a culture that balances freedom with participation to improve employee commitment.

1. Nyenrode Business Game Group 7 28th May 2011 Future Solution

2. SPIN 2 Philosophy Labour Market Average Age 39 - 44 Situation New Chip Generation Employee Turnover - 14 Turnover Rate Employee Satisfaction Culture Return on Sales - ROS

3. SPIN 3 Turnover Rate Need New Chip Generation Average Age 39 - 44 High Flexibility Working Dis-Loyalty Problem How to find and bind the chip generation? Difficulty recruiting and binding new young talents of the chip generation with the danger of losing experience

4. SPIN 4 Business Games Internships Recruitment Collaboration with Universities Information Buddy Project Freedom and Trust Binding By Participation = More Acceptance

5. Solution 5 Being a flexible family Combining Old and New Alumni Network FlexPool Future View