With the departure of the Baby-boom generation to retirement and the influx of a new Generation Z in the workforce, it is the right time for organizations to adapt to the specifics of the incoming employees. Each generation of employees is specific according to its characteristics that depend on a number of factors of growing up in a certain period of time. Generation Z is marked by growing up in a time of great economic crises and global warming, but also by using mobile devices from an early age. There are numerous differences between Generation Z and other generations currently present in the workforce, which puts pressure on organizations to adapt their human resource management practices to future generations of employees. Members of Generation Z are extremely motivated by high salaries and other material benefits, as well as flexible working hours and work-life balance. Empirical study of the preferences of students of the Faculty of Economics in Zagreb, members of Generation Z, towards different human resource management practices confirms the findings from the available literature and proves that it is extremely important for members of Generation Z that the work they perform has a clear purpose and directly contributes to organizational success. It also shows that members of this generation are motivated by quick, frequent and concrete feedback, as well by the opportunity to learn and develop.