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Millennials plowed their money into Apple, Tesla, and Disney during the pandemic. Here are their 10 favorite stocks.

<ul class="summary-list"><li>Boomer <keyword id="6416579" type="UNKNOWN" weightage="60" keywordseo="Retail-Investors">retail investors</keyword> are likely behind the weekly rise to $1.2 billion in US securities purchases, says Vanda Research.</li><li>"Unusually large inflows" into sovereign bond and credit ETFs suggest buying by older and more financially conservative investors. </li><li><keyword id="6354298" type="DEFINITION" weightage="60" keywordseo="Stocks">Stocks</keyword> favored by younger <keyword id="6354851" type="UNKNOWN" weightage="60" keywordseo="retail">retail</keyword> investors such as <keyword id="363661" type="COMPANY" weightage="60" keywordseo="GameStop">GameStop</keyword> and <keyword id="6358378" type="ORGANIZATION" weightage="60" keywordseo="amc">AMC</keyword> dropped out of the top of Vanda's weekly leaderboard. </li></ul>Retail investors are pouring money back into equities and other financial <keyword id="31671" type="CITY" weightage="100" keywordseo="markets">markets</keyword>, with one data firm saying their faster-than-expected return to weekly purchases appears to be led by buying among <keyword id="98642" type="PERSON" weightage="60" keywordseo="Boomers">Boomers</keyword>.There was a rise to $1.2 billion in average daily purchases of US securities this week, meeting the average for the last 12 months, Vanda Research said Wednesday. The company's VandaTrack data-analysis arm monitors retail investing activity in 9,000 individual stocks and ETFs in the US.The firm about two weeks ago observed that <a href="https://markets.businessinsider.com/news/stocks/retail-investors-stock-buying-stimulus-underperform-sp-market-2021-3-1030242750">retail investors had gone into a "hibernation" period</a> after suffering heavy losses in February and underperforming the <a href="https://markets.businessinsider.com/index/s&amp;p_500_500">S&amp;P 500</a>. Vanda said Wednesday that data suggest wealthier people from the Boomer generation may have been the driving force by this week's climb in purchases, resulting in a "sudden comeback" in activity among retail investors."Most of the stocks that made it to the top of our leaderboard this week are high-quality blue chips, while more speculative stocks like GME or AMC have dropped out," wrote Giacomo Pierantoni, a research analyst at Vanda Research, referencing <a href="https://markets.businessinsider.com/stocks/gme-stock">GameStop</a> and <a href="https://markets.businessinsider.com/stocks/amc-stock">AMC Entertainment</a>. The video game retailer and the movie theaters operator this year have exploded in popularity, particularly among younger retail investors.The increase in blue-chips buying points to behavior by older and more financially conservative investors who are "a lot more wealthy than millennials," said Vanda, which noted that the average age of investors in platforms like Schwab or TD Ameritrade is close to 50.Meanwhile, "unusually large inflows into sovereign bond and credit ETFs," added to Vanda's view that Boomers were leading the retail activity. "While most Robinhooders tend to stay away from 'boring' fixed-income products, Boomers, who are closer to <keyword id="25452" type="ORGANIZATION" weightage="60" keywordseo="retirement">retirement</keyword>, often prefer them to equities," said Pierantoni, referring to the Robinhood trading app. He also pointed to monthly data from clients at Charles Schwab that showed inflows into bond ETFs and mutual funds have been twice as large as those into equities. More than $416 million last week was pushed into the 30 largest fixed-income ETFs traded in the US, the largest amount on record, said Vanda. The <a href="https://markets.businessinsider.com/etfs/ishares-iboxx-investment-grade-corporate-bond-etf-us4642872422">iShares IBoxx $ Investment Grade Corporate Bond ETF</a> "was the most important contributor" with $128 million purchases, Vanda said.

Retail investors recovered faster than expected from February's losses and data suggest older Americans are leading the latest round of buying

<keyword id="657946" type="UNKNOWN" weightage="20" keywordseo="Millennials">Millennials</keyword> will make up 50% of the workforce by 2020. They represent the future of economic growth in India, and like millennials all over the world, their experiences and behaviors are very different from their parents. Having come into the world during a time of technological advancement, globalization, and economic disruption, they are very proactive about their careers and lifestyles. 
 
Compared to older generations, this segment of population is the most focused on its financial future. Millennials want to save for life-changing events like a first home, having a child, or starting an entrepreneurial venture. They want global products that can function effectively in their local environment and appreciate experiences that cater to their individual tastes. They also want to have disposable income to spend on foreign holidays, fancy vehicles, and more. 
 
So it’s no surprise that today’s working professionals are actively looking at different and more sophisticated investment options to provide them with a quicker and more satisfying ROI. 
 
In addition to bonds, stock-trading, and recurring deposits, most individuals in the age group of 23-35 are now investing a set amount of money, every 6-8 months, in acquiring new skills. 
 
Why are they doing this? 
Millennials know that a career is no longer about working your way up a narrowly defined ladder. Industries are dynamic and ever-evolving. Graduating from tier I engineering or management institutes is not enough to secure a rewarding career path. The world is on the cusp of technological breakthroughs in fields like artificial intelligence and large-scale automation that have the potential to transform the nature of most workplaces overnight. Skills, tools, and practices that are in-demand today can easily be obsolete tomorrow. 
 
So millennials are proactively taking steps to build long-lasting careers. 
 One way they are doing that is by taking training courses that will prepare them for valuable, industry-recognized certifications. Certification are a popular option as they don’t just benefit a career over the long term, but also ensure a solid ROI within 12 months through a better job or salary increase. With sky-high demand for professionals skilled in technologies like <keyword id="774829" type="ORGANIZATION" weightage="20" keywordseo="Big-Data">Big Data</keyword>, <keyword id="618493" type="UNKNOWN" weightage="20" keywordseo="digital-marketing">Digital Marketing</keyword>, <keyword id="6373689" type="ORGANIZATION" weightage="20" keywordseo="Cloud-computing">Cloud Computing</keyword> and more, one is easily bound to get paid 30 – 40 % more after getting a professional certification in a new-age technology. 
 
Organizations across a range of industries are also making the shift. The most important part of a new employee’s induction into the company is training and development. Fresh college graduates are the most likely to receive training, with the likelihood decreasing as professionals get closer to the mid-career level. However, even employees who have many years of experience under their belt can only learn so much if they haven’t received formal training in a while. 
 
The fastest growing domains today are all relatively new – according to the McKinsey Global Report, the emerging field of Big Data will need 1.5 million managers by 2018. According to Forrester Research, the global Cloud Computing market will grow from $40.7 billion in 2011 to $241 billion in 2020. 
` 
While many businesses still rely only on an employee’s prior experience when hiring, increasingly, they realize that the way to get the best out of their employees and earn the most for their businesses is by investing resources in upskilling their entire workforce. 
 
ManpowerGroup India MD A G Rao has said that Manpower Group surveys clearly show that millennials understand the need for lifelong skill development – 93% of young working professionals surveyed were willing to spend both time and money to acquire new skills. Four out of five respondents said that the opportunity to learn new skills was a key factor when considering a new job offer, and that over 20% of respondents intended to take an extended break from work to upskill via certification training. 
 
According to data from Simplilearn Career Data Labs, individuals, on average, spend Rs 15,000-20,000 per year on upskilling, and this can go up to Rs 40,000-50,000 if they are looking for skills training that can provide them with a more immediate ROI in the form of a salary increase. 
A more recent report from the Manpower Group also found that 83% of millennials believe that on-going skill development is crucial for their future and career. So up-skilling has definitely become the new saving and investment choice for millennials for a secure financial future. 
 
(The article is authored by Krishna Kumar, Founder &amp; CEO, Simplilearn) 
 
(Image: Thinkstock)

Millenials are upskilling for a secured financial future

fizkes/Shutterstock"The books I recommend touch on some key areas for the attention of HR leaders in 2020: company culture and external awareness."<ul class="summary-list"><li>Anthony Gargiulo Jr. is founding principal at HRUnbound LLC, a human resources consulting firm in Chicago. He is also an executive coach and adjunct instructor at the Quinlan School of Business of Loyola University Chicago. He has over 30 years of corporate HR experience and his writing has been published in The Chicago Tribune and The Journal of Commerce. </li><li>He suggests the following books for anyone looking to excel in HR because they touch on two key trends: company culture and external awareness.</li><li>His recommendations include "The Silo Effect" by Gillian Tett, "The No Asshole Rule" by Robert I. Sutton, PhD, and "The 2020 Workplace" by Jeanne C. Meister and Karie Willyerd, among others.</li><li><a href="https://www.businessinsider.com/prime?module=article&amp;area=summary">Click here for more BI Prime stories.</a></li></ul>I like to start each January with the goal of reading 12 to 15 books within the year. It usually turns out that the majority of what I read is nonfiction, with some fiction and maybe two to three "business" books rolled in. As you'll see from this list, some of these books are not traditional business books, but after reading them I was surprised to find relevance to my work as a human resources leader.The books I recommend touch on some key areas for the attention of HR leaders in 2020: company culture and external awareness. Naomi GargiuloAnthony Gargiulo Jr.Like many of my peers, I have been fascinated by the concept of company culture over the last few years. But because there seems to be no universal agreement on the definition of culture, people are left a little fuzzy. My own definition of culture is that it's "a collection of accepted behaviors." As HR leaders, we have to make the effort within our organizations to reach common ground on what culture is and what it means. We must ask, however awkwardly, "Are we behaving our core values?" Or are unacceptable behaviors creeping in and causing the next <a href="https://www.npr.org/2017/04/19/524751613/fox-news-turmoil-highlights-workplace-cultures-role-in-sexual-harassment">Fox News</a>, <a href="https://www.nytimes.com/2019/03/09/business/wells-fargo-sales-culture.html">Wells Fargo</a>, or <a href="https://www.forbes.com/sites/brettonputter/2019/12/18/what-boeing-has-taught-us-about-not-neglecting-company-culture-culturegene/#2acf2891496a">Boeing</a>? As I reflect on these books, it's behavior that's the common thread among a number of them.It's very easy for anyone in a corporate role to become wrapped up in its silo and/or the smaller silos that make up the whole. As HR leaders, we have to fight that natural urge and embrace what our organizations can learn from the outside and from outsiders, as well as from one department to the next.External awareness is key to keeping up with the changing landscape of work, of the job market, and the people who are part of it. The generational dynamic has been accelerating in the last few years, but have you been preoccupied with millenials and clueless to others? What would you do if a 60-year-old employee complained to you about colleagues repeatedly saying <a href="https://www.businessinsider.com/saying-ok-boomer-at-work-age-discrimination-law-millennial-jokes-2019-11">"OK boomer"</a>? A number of these books will have you reflecting on the external environment that can never be ignored and can be helpful informing your work as an HR leader.<h1>1. '<a href="https://www.amazon.com/Hologram-King-Novel-Dave-Eggers/dp/0307947513">A Hologram for the King</a>' by <a href="https://www.penguinrandomhouse.com/authors/7857/dave-eggers/">Dave Eggers</a></h1>Long-time business writer <a href="https://www.danpink.com/about/">Daniel Pink</a> published his book '<a href="https://www.danpink.com/books/free-agent-nation/">Free Agent Nation: The Future of Working for Yourself</a>' in 2001, and a whole slew of tomes on the gig economy followed, mostly, if not all, in the form of how-to nonfiction. Eggers' book is unique in that it presents a fictionalized version that riffs on one of the major themes that ushered in the gig economy: displacement. It appears that the book's protagonist, Alan Clay, is a reluctant member of said economy: "…Now he was 54 years old and was as intriguing to corporate America as an airplane built from mud," the book states.The book reads like an adventure, but not necessarily one most workers would relish. Desperation, uncertainty, and life's pressures hang in the balance. Alan's reward for working toward completing a big Saudi IT deal is not guaranteed. By telling an individual's story, Eggers makes the reader consider the pitfalls of going solo, whether by choice or not, and/or trying to get back in the race.As an HR leader, Eggers read made me reflect on the plight of displaced workers at any age and think more in terms of capabilities versus liabilities. The winds of corporate change and the evolving "contract" with employees has major consequences for today's human capital challenges. In such a tight labor market, will you not engage a candidate simply because they have a years-long stint as Alan Clay Consulting LLC on their resume? Looking past age and the occasional career blip, can we as business leaders find the relevant value each person potentially represents to the organizations we lead?<h1>2. '<a href="https://www.amazon.com/Silo-Effect-Expertise-Breaking-Barriers/dp/1451644744">The Silo Effect: The Peril of Expertise and the Promise of Breaking Down Barriers</a>' by <a href="https://www.simonandschuster.com/authors/Gillian-Tett/48284078">Gillian Tett</a></h1>The subject identifier on the back of Tett's book says "business and economics." This is sort of obvious, but future editions might replace that with "organizations." Or "anthropology" even, for it's within this social science that Tett builds the foundation of her story. I chose "The Silo Effect" as a team read with my HR department and it resulted in much discussion and learning.This well-researched book reflects on a number of recent events and phenomena that all involved silos. For example, the ignorance of and economic damage from repackaged consumer loans marketed by banks known as<a href="https://www.thebalance.com/cdos-collateralized-debt-obligations-3305822"> collateralized debt obligations</a> in the mid-2000s and the walled-off nature of bankers and economists, and how both contributed mightily to the Great Recession. There's also the <a href="https://www.strategyskills.com/are-silos-destroying-your-business/">story of Sony </a>and how its deep culture of separating business units eventually <a href="https://www.nytimes.com/2012/04/15/technology/how-sony-fell-behind-in-the-tech-parade.html">led to its market downfall</a>.When HR is consulted to battle departmental silos, what perspective and knowledge can they give to business leaders and C-suite colleagues? Silos are a natural, social dynamic, but understanding that is the first thing needed when trying to address the ones that genuinely threaten a business with unnecessary risk.<h1>3. '<a href="https://www.amazon.com/Asshole-Rule-Civilized-Workplace-Surviving/dp/1600245854">The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't</a>' by <a href="https://www.gsb.stanford.edu/faculty-research/faculty/robert-i-sutton">Robert I. Sutton, PhD</a></h1>The nuns at my elementary school alma mater probably wouldn't like me to use one of the words in this title, so I will use a-hole ...Back in 2007, Sutton, a prolific author and well-respected professor of management at <a href="https://www.businessinsider.com/what-it-takes-get-accepted-stanford-graduate-school-of-business-2019-8">Stanford</a>, got as much attention for his book title as he did for the topic. Always a sucker for a good swear word on book cover, I began reading this book just before I took on a role as HR department head at a multimillion-dollar company. The timing was prophetic - little did I know that an a-hole there was plying their trade with very little company intervention.In chapter two ("The Damage Done: Why Every Workplace Needs to Rule"), Sutton articulates TCA - "<a href="https://www.slideshare.net/dberkholz/assholes-are-killing-your-project-oscon/22-TCA_Total_Cost_of_Asshole">total cost of a-holes</a>" - and outlines the areas TCA impacts, including psychological damage to employees and victims, organizational reputation, the ability to attract top talent, as well as the financial drain TCA can create. A-holes unfortunately still linger in many forms and adaptations. This book certainly helped me in my situation, and will still help other leaders understand the importance of pushing back on an a-hole situation when it's destroying a company culture. <h1>4. '<a href="https://www.amazon.com/Start-up-You-Future-Yourself-Transform-ebook/dp/B0050DIWHU">The Start-up of You: Adapt to the Future, Invest in Yourself, and Transform Your Career</a>' by <a href="https://www.linkedin.com/in/reidhoffman/">Reid Hoffman</a> and <a href="https://www.linkedin.com/in/bencasnocha/">Ben Casnocha</a></h1>For many of us in HR, as we build our professional experience, we become de facto career counselors - both inside and outside our organizations. "The Start-up of You" is a relevant contemporary guide in tune with our sea-changing digital age and it offers thoughtful advice about how to approach a career and build a network.Your neighbor's kid is having a hard time getting his a-- (God bless you, Sister) off the couch? You're in HR, you must know the ropes of modern-day job hunting and how to motivate young people to think about their career - can I have him contact you? Sure! I am sincerely eager to help Junior. Many HR people I know work with young people both informally and formally, as I do through a business school mentoring program. Usually after a mentoring session with a student, I conclude the conversation with a referral to "The Start-up of You."But just as importantly and not always as obvious, employees who trust you as an HR leader at work will seek you out in confidence for advice and perspective. Maybe they're having an existential career crisis. Maybe they're a recent college graduate questioning if a corporate gig is right for them. "The Start-up of You" is not about changing jobs, but it does represent a more entrepreneurial way to imagine one's career as it celebrates the concept of "<a href="https://www.thestartupofyou.com/2012/11/are-you-in-permanent-beta/">permanent beta</a>," defined as "essentially a lifelong commitment to continuous personal growth." The book has the potential to reinvigorate the careers of people that come to you for guidance, even without them leaving the company.<h1>5. '<a href="https://www.amazon.com/2020-Workplace-Innovative-Companies-Tomorrows/dp/0061763276">The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today</a>' by<a href="https://webinars.futureworkplace.com/profile/24850/0"> Jeanne C. Meister</a> and<a href="https://www.harpercollins.com/author/cr-105312/karie-willyerd/"> Karie Willyerd</a></h1>Consultants, publishers, and "experts" have all contributed to the cottage industry created around how to deal with millennials in the workplace. Sure, it's predicted that in 2020 millennials will comprise over <a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-millennial-majority-will-transform-your-culture.pdf">50% of the American workforce</a>. But how about the other 50% of workers?Authors Meister and Willyerd were not only ahead of their time (their book was published in 2010, so you know they were looking at this years before), but their multi-generational approach is more relevant than others who focus solely on millennials. Their research does a lot to show the commonalities of the generations and how each helps the other. That emphasis can be a great source of organizational strength, and many companies that get it right are showcased. I read this with generationally diverse HR teams at two different companies, and there was wide agreement of the book's importance in our function. Consider this a blueprint for awareness of the five generations at work and how to take advantage of the best each has to offer.It's 2020, and despite AI creeping all around the workplace is still here. What's your excuse for not reading this now?<h1>6. '<a href="https://www.amazon.com/Noonday-Demon-Atlas-Depression/dp/1501123882">The Noonday Demon: An Atlas of Depression</a>' by <a href="http://andrewsolomon.com/andrew-solomon-biography/">Andrew Solomon</a></h1>This is definitely off the beaten path of business books. In fact, it's not a business book at all. It was published nearly 20 years ago, but I wasn't very imaginative back then about how a book like this could inform me as an HR leader.I recently<a href="https://www.linkedin.com/pulse/your-usual-hr-reading-anthony-gargiulo-jr-2f/"> wrote at more length</a> about how "The Noonday Demon," described as "An Atlas of Depression," helped deepen my understanding and awareness of mental health and depression. Much of the world that doesn't encounter depression probably doesn't know that it's a "thing." My own understanding of it has been a years-long progression of learning. According to 2017 data from<a href="https://www.nimh.nih.gov/health/statistics/major-depression.shtml"> The National Institute of Mental Health</a> (NIMH), depression is prevalent in over 7% of the adult population and highest among adults aged 18 to 25 (at over 13%).Uninformed HR leaders should know that employees with depression (diagnosed or not) don't simply check it at the door then leave to resume a depressive state at home. They bring it into the workplace. The questions are: How will you anticipate this affliction at work and how will you do more than just check the boxes on your<a href="https://www.dol.gov/agencies/whd/fmla"> FMLA</a> form? "The Noonday Demon" will give you a solid foundational understanding of depression that will improve your empathy toward it. <h3>NOW WATCH: <a href="https://www.businessinsider.com/starbucks-spend-more-money-coffee-chain-rewards-2019-4">Starbucks is giving away free drinks for the rest of 2019. It's one of the 5 sneaky tactics the coffee chain uses to get you to spend more money.</a></h3>

6 books to help leaders build stronger, happier, and more productive teams, according to an executive coach with over 30 years of corporate HR experience

Millennials came limping out of the Great Recession with massive student debt and crippled finances. Here's what the generation is up against if the coronavirus triggers another recession.

You Searched For "millenial financial behavior" and got 5 results

Millennials plowed their money into Apple, Tesla, and Disney during the pandemic. Here are their 10 favorite stocks.

Shalini Nagarajan

Retail investors recovered faster than expected from February's losses and data suggest older Americans are leading the latest round of buying

Carla Mozée

Millenials are upskilling for a secured financial future

Guest Author

6 books to help leaders build stronger, happier, and more productive teams, according to an executive coach with over 30 years of corporate HR experience

Anthony Gargiulo Jr.

Millennials came limping out of the Great Recession with massive student debt and crippled finances. Here's what the generation is up against if the coronavirus triggers another recession.

Hillary Hoffower

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