By the year 2025, 75% of the workforce will consist of Generation Y (Kim, 2017). With the major shift in the workforce, organizations must consider the different learning styles and expectations of the Y generation, as compared to the previous, dominant generations (Tulgan, 2009). In order to determine if there is a difference in short-term and long-term retention levels when deploying two different modalities of training within an organizational training program specific to the Y Generation, a quantitative quasi-experimental study was used. The study consisted of 40 subjects who were administered pretest, immediate post and long-term posttests in conjunction with a training module. The findings from this study demonstrate that although knowledge retention decreases over time, knowledge retention scores were higher on the short-term assessments compared to the scores on the long-term assessments. However, there was a sharper decline in knowledge retention among employees who participated in computer-based training compared to employees who participated in face-to-face training. Based on these findings, all null hypotheses can be rejected. In sum, these findings provide support for the use of face-to-face training modalities for employees who fall within Generation Y. The results support the need for training programs to use face-to-face training modalities for employees who fall within Generation Y. Despite exciting new technology, it can be stated that computers should not replace classrooms and teachers, for training purposes, in the immediate future. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]