1 / 12

Strategies for Effective Human Resources Planning in Utilities: Insights from Webinar #2

This webinar discusses practical strategies for human resources planning within utility companies, highlighting key issues faced by the industry, such as competition for staffing, funding limitations, and the need for greater awareness of utility careers. Attendees will learn about specific plans for utilizing retirees, recruiting skilled workers, retaining employees, and transferring knowledge. Insights from the previous webinar will also be shared, along with actionable steps and measurement criteria for success. Join industry experts as they explore innovative approaches to addressing HR challenges in the utility sector.

vivek
Download Presentation

Strategies for Effective Human Resources Planning in Utilities: Insights from Webinar #2

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 2013 T&D Benchmarking Discussion Topic:Human Resources Planning Webinar #2: Specific plans with regard to positions June 6, 2013

  2. Highlights of the 1st Webinar

  3. Issues Being faced • Utilities are facing a few overarching problems: • Competition from other industries and utility contractors for the available staffing resources for both craft and non-craft positions • Lack of funds to spend on recruiting or retention efforts • Lack of awareness that a utility is a good place to work • Finite population from which to draw utility employees • http://www.pennlive.com/midstate/index.ssf/2012/07/utility_linemen_face_long_hour.html

  4. Areas to Focus on for Insights Conference • Differences between smaller utilities with a limited population base and larger metropolitan utilities that have a much broader pool of potential employees • May add some questions or gather data for use as ammunition for change

  5. Specific plans for Positions

  6. Using retirees • Are you using or do you have plans to use retirees in some way in your T&D organization? • For what positions or activities? • Examples: storm restoration, training, special projects • What programs do you have for compensation? • Are you doing anything to encourage people to defer retirement? http://www.publicpower.org/Media/magazine/ArticleDetail.cfm?ItemNumber=15328

  7. Specific plans: skilled craft positions • Recruiting • Where are you recruiting? • Who are you recruiting? College grads, high school, same skill set different positions • What programs, events, or initiatives are used for recruiting • What messages are you sharing about the Utility as a career • Retention • How do you keep the people you have or keep them a little longer? • Replacement and Knowledge Transfer • Please briefly describe your approaches to • Apprentice programs • Mentoring • Do you have examples of methods for transferring knowledge and skills? (e.g. one-on-one training; mirroring positions; one-to-many training; grooming specific individuals to hold future positions; etc.) • Outsourcing plans • Which areas are chosen for outsourcing and why? • What are your criteria for determining the mix of internal versus contracted resources?

  8. Specific plans: degreed staff positions • Recruiting • Where are you recruiting? • Who are you recruiting? College grads, high school, same skill set different positions • What programs, events, or initiatives are used for recruiting • What messages are you sharing about the Utility as a career • Retention • How do you keep the people you have or keep them a little longer? • Replacement and Knowledge Transfer • Please briefly describe your approaches to • Apprentice programs • Mentoring • Do you have examples of methods for transferring knowledge and skills? (e.g. one-on-one training; mirroring positions; one-to-many training; grooming specific individuals to hold future positions; etc.) • Outsourcing plans • Which areas are chosen for outsourcing and why? • What are your criteria for determining the mix of internal versus contracted resources?

  9. Measurement • How you measure the success of these plans and initiatives • e.g. Employee satisfaction and engagement (vendor used; measures used)

  10. Next Steps

  11. Deliverables • Deliverables Expected • Following each webinar: • Notes from our webinar discussions following each webinar • At DRC and Insights Conferences: • Listing or presentation of key insights / practices or “learning” gleaned from webinars • Presentations of practices / initiatives from companies

  12. Thank you for your Input and Participation! Your Presenters Ken BuckstaffKen.Buckstaff@1QConsulting.com310-922-0783 Gene DimitrovGene.Dimitrov@1QConsulting.com 301-535-0590 Debi McLain Debi.McLain@1QConsulting.com760-272-7277 About 1QC First Quartile Consulting is a utility-focused consultancy providing a full range of consulting services including continuous process improvement, change management, benchmarking and more. You can count on a proven process that assesses and optimizes your resources, processes, leadership management and technology to align your business needs with your customer’s needs. Visit us at www.1stquartileconsulting.com | Follow our updates on LinkedIn Satellite Offices Corporate Offices California 400 Continental Blvd. Suite 600El Segundo, CA 90245(310) 426-2790 Maryland 3 Bethesda Metro Center Suite 700Bethesda, MD 20814(301) 961-1505 New York | Texas | Washington | Wisconsin

More Related