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					RH Tribune
November 20, 2008

Is money the only drive ?
By Vinciane Istace




PwC
Agenda



• The current context
• Attracting young talents :
    - MyLuckyStar
    - EEE
• Attracting experienced profiles
    - PwC deal
    - A la Carte
• Conclusion




                                    November 2008
PricewaterhouseCoopers                     Slide 2
The current context
   A changing world
• 3 different generations in the workplace at the same time:
         - Baby Boomers (1946 – 1964)
         - Generation X (1965 – 1981)               => a multigenerational workplace
         - Generation Y (1982 – 2000)



 A changing workplace
• Problem solving and creativity support performance
• Workplace flexibility becomes key to attracting and retaining staff



 A changing mindset
• Closer scrutiny of the way in which companies and executives behave
  => CSR engagement : serving all stakeholders
• Greater emphasis on experts
  => building and maintaining expertise
• Personal wealth and wellness
  => work life choices
                                                                                       November 2008
PricewaterhouseCoopers                                                                        Slide 3
In a nutshell

Transition in leadership profiles

                                                                                                           Leader
                                                                                                           Expert             Overall
                                                              Cross Industry                                                   Skill
                                                                   Hire                                                        Level

           Job For Life
1950                              1980                                 2000    2005                                    2020
         • Deep knowledge of              • General management                        • High order communication and
           the business                     skills, rather than deep                   collegiate management skills
         • Single company
                                            expertise                                 • Deep industry or subject
           career                         • Move between companies                     expertise
                                            and industries                            • Holds senior role for substantial
                                                                                       period




Source : “Boston Consulting Group - 2020 vision”



                                                                                                                       November 2008
PricewaterhouseCoopers                                                                                                        Slide 4
In a nutshell

Transition in People’s expectation




                                     Wellness

                         Health

       Security


        1980              2000         2010




                                                November 2008
PricewaterhouseCoopers                                 Slide 5
Attracting young talents




                   They want:                      We propose:
                   Clear understanding of their
                                                   PwC Deal
                   role in big picture
                   Opportunity to contribute       CSR Programme
                                                   “A la Carte” remuneration and
                   Recognition and reward
                                                   training
                   Flexibility in terms of hours   Flexi-account
                                                   Inviting workplace with open
                   Cutting-edge technology
                                                   access to technology
                                                                                   November 2008
PricewaterhouseCoopers                                                                    Slide 6
                        Build relationships
                     Y is loyal to People not to
                           organisations !
                                                   November 2008
PricewaterhouseCoopers                                    Slide 7
An innovative approach to recruitment : MyLuckyStar



• Reinforce the branding of PricewaterhouseCoopers
• Reflect the consistency with our firm culture
• Answer to the Y generation sensibility
• Support our cross border recruitment campaign
• Arise curiosity
• Promote discovery
• Increase the liberty of choice and diversity




                                                      November 2008
PricewaterhouseCoopers                                       Slide 8
An innovative approach to recruitment : MyLuckyStar


Today, MyLuckyStar is declined in whole our communication


 Internet                                      Brochures




                                                            November 2008
PricewaterhouseCoopers                                             Slide 9
An innovative approach to recruitment : MyLuckyStar



 Banners                              Advertisements




                                                      November 2008
PricewaterhouseCoopers                                      Slide 10
An innovative approach to recruitment : MyLuckyStar

And even…

A LuckyStar car               A LuckyStar recruitment area




                                                      November 2008
PricewaterhouseCoopers                                      Slide 11
An innovative approach to recruitment : The   EEE Experience


          To
           From




                                                      November 2008
PricewaterhouseCoopers                                      Slide 12
An innovative approach to recruitment :The                              EEE Experience

      During 2 days, selected students will:

      •       EXPLORE our professions by living one day as an auditor or tax advisor through
              dedicated case studies managed by some of our professionals.
      •       ENJOY Luxembourg and its nightlife as a great cosmopolitan place to live.
      •       ENROLL with PwC and catch the opportunity of starting their career by passing a
              selection interview and signing their first employment contract immediately thereafter.


          Main Objectives:

          •    Promoting of Luxembourg as a place to live & to start a great career
          •    Promoting of PwC Luxembourg as a dynamic & innovative employer with this new
               recruitment event
          •    Reinforcing our relationships with campuses & cross-border countries
          •    Attracting students from all cross-border countries to come and discover Luxembourg’s
               city & way of life



                                                                                             November 2008
PricewaterhouseCoopers                                                                             Slide 13
An innovative approach to recruitment : The   EEE Experience

Success measurements :

• 200 graduates hosted in Luxembourg
• 133 employment contracts
• 15 nationalities
• 2 to 3 EEE events/a year
• Cross-border press coverage
• Closer relationships with campuses in
  Luxembourg, France, Belgium and Germany
  (30 to 40 schools)
• A qualitative selection
  (no interruption of probation period)

                                                      November 2008
PricewaterhouseCoopers                                      Slide 14
Attracting experienced profiles



They want:                              We propose:

Middle term perspective                 Leader’s position

                                        Management by objectives
Career challenges and advancement
                                        (long term – short term)

Clarity of roles and responsibilities   Business case

Collegial approach                      Team work environment

Inclusive remuneration system           “A la Carte” offer


                                                                   November 2008
PricewaterhouseCoopers                                                   Slide 15
Generation X wants
    to manage
 their own careers.
           They move
         frequently to
         develop their
            careers.
                         November 2008
PricewaterhouseCoopers         Slide 16
An inclusive approach to compensation : The            PwC deal


Our status : the working contract is incomplete to describe the
             employer’s offer and commitments to its employees
Our needs :
          -              Clarity
          -              Identity
          -              Exhaustiveness
          -              Coherence

Our philosophy : “The PwC Deal”




                                                                  November 2008
PricewaterhouseCoopers                                                  Slide 17
An inclusive approach to compensation : A   la Carte


                            Implement a new remuneration scheme
                               - Flexibility
                               - Equity
                               - Individuality




                                                         November 2008
PricewaterhouseCoopers                                         Slide 18
An inclusive approach to compensation : A               la Carte


Expectations are mainly focused on :
• Coverage of social and time related risks
  (i.e. death, invalidity, hospitalisation, outpatient care and pension)
• Assistance in relocating their family
  (administrative formalities, house and school hunting)
• More-and-more work life balance
  (planning of holidays and flexibility)
• And an appetite for coaching and feedback



           => expectations between X and Y are converging!

                                                                           November 2008
PricewaterhouseCoopers                                                           Slide 19
Conclusion : List of popular attributes to attract talents


1. For People like Me
2. Fun place to work                            Universal to both recent
3. Innovative company
                                                graduates and experienced
                                                employees
4. Training opportunities
5. Attractive work location


6. Career growth opportunities
7. High salary or other monetary benefits
8. Familiarity with task or opportunity to do   Specific to experienced
     what I want to do                          employees

9. Expect success at the task
10. Work life balance
                                                                  November 2008
PricewaterhouseCoopers                                                  Slide 20

				
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