Ryan GarrettNelhy Janet Yllescas Ramirez2024-05-232024-05-232021https://dspace.griffith.ie/handle/123456789/481The subject of the current research is “The Motivational factors that ensure engagement of Mexican millennial workforce hired by North American Companies”. This paper observes the following topics: S.H.R.M. (Wright et al., 2001), Motivation (Herzberg, 2017), work-life balance (Weckstein, 2008) and employee engagement (Afif, 2019). Moreover, the Carranza et al. study result (2019) was used as a reference to compare and analyze the ranking of the main motivational factors that engaged Mexicans Millennial Workforce promoted on that study with the current research. The context of this research is North American Companies investing in the Mexican Territory expansion, which creates H.R. policies to engage the Mexican Workforce; this research is focused on the Mexican Millennial Workforce and Human Resources Specialist sharing their experience as creators of Human Resources Policies to engage M.M.W. This study was conducted remotely with Mexican people working for North American Companies to understand and know the current policies developed by these organizations and their impact on millennials engagement. The positions where they work do not belong to any specific industry. However, most interviewees work for the bank, technology, and pharmaceutical industries. Keywords: Human Resources, Motivation, Engagement, Leadership, Culture, Compensation and Rewards, Millennial Generation. This research was focused on two aims: firstly, facilitate the construction of Human Resources policies into the Mexican Millennial Workforce and facilitate the development of procedures to raise Mexican Millennial Workforce engagement and increase the North American Companies investment in Mexico. The main four objectives that guide this research are the following: 1. Examine motivational factors of the Mexican Millennial Workforce, 2. Explore successful employee engagement strategies in Mexico, 3. explore the total available rewards that North American Companies could use, and 4. Make recommendations for North American companies to use Human Resources policies and procedures in Mexico. These objectives are guided by the primary research question: How can North American companies ensure engagement and motivation in the Mexican Millennial workforce? This study is guided by a qualitative research method, taking as primary data gathering method, semi-structured interviews, which were previously prepared to justify the questions according to the secondary data gathering, the literature reviewed. To make a final comparison between what theory says and what the Mexican Millennial Generation and Human Resources Professionals provided along with the interviews. There is not too much information about Mexican Millennials Motivational factors; in this sense, this study contributes to the literature about Human Resources Practices developed in Mexico. Some findings were not mentioned during the literature review; this brings new concepts, tools, and emerging themes important for future studies and Human Resources practices.Thesis