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PwC

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  1. RH TribuneNovember 20, 2008 Is money the only drive ? By Vinciane Istace PwC

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

  3. 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

  4. In a nutshell • Transition in leadership profiles Leader Expert Overall Skill Level Cross Industry Hire Job For Life 1980 2000 2005 2020 1950 • High order communication and collegiate management skills • Deep industry or subject expertise • Holds senior role for substantial period • Deep knowledge of the business • Single company career • General management skills, rather than deep expertise • Move between companies and industries Source : “Boston Consulting Group - 2020 vision”

  5. In a nutshell Transition in People’s expectation Wellness Health Security 1980 2000 2010

  6. Attracting young talents

  7. Build relationships • Y is loyal to People not to organisations !

  8. 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

  9. An innovative approach to recruitment : MyLuckyStar • Today, MyLuckyStar is declined in whole our communication Internet Brochures

  10. An innovative approach to recruitment : MyLuckyStar Banners Advertisements

  11. An innovative approach to recruitment : MyLuckyStar • And even… A LuckyStar car A LuckyStar recruitment area

  12. An innovative approach to recruitment :The EEE Experience To From

  13. 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. • ENJOYLuxembourg 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

  14. 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)

  15. Attracting experienced profiles

  16. Generation X wants to manage their own careers. • They move frequently to develop their careers.

  17. 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”

  18. An inclusive approach to compensation : A la Carte • Implement a new remuneration scheme • Flexibility • Equity • Individuality

  19. 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!

  20. Conclusion : List of popular attributes to attract talents • For People like Me • Fun place to work • Innovative company • Training opportunities • Attractive work location • Career growth opportunities • High salary or other monetary benefits • Familiarity with task or opportunity to do what I want to do • Expect success at the task • Work life balance Universal to both recent graduates and experienced employees Specific to experienced employees