PwC RH Tribune November 20, 2008 Is money the only drive ? By Vinciane Istace

RH TribuneNovember 20, 2008

Is money the only drive ?By Vinciane Istace

PricewaterhouseCoopersNovember 2008

Slide 2

Agenda

• The current context

• Attracting young talents :

- MyLuckyStar

- EEE

• Attracting experienced profiles

- PwC deal- A la Carte

• Conclusion


Slide 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


Slide 4

In a nutshell

Transition in leadership profiles

1950 1980 20052000 2020

Job For Life

• Deep knowledge of the business

• Single company career

• General management skills, rather than deep expertise

• Move between companies and industries

• High order communication and collegiate management skills

• Deep industry or subject expertise

• Holds senior role for substantial period

Cross Industry Hire

Leader Expert Overall

Skill Level

Source : “Boston Consulting Group - 2020 vision”


Slide 5

In a nutshell

Transition in People’s expectation

Security

Health

Wellness

1980 2000 2010


Slide 6

Attracting young talents

They want: We propose:Clear understanding of their role in big picture

PwC Deal

Opportunity to contribute CSR Programme

Recognition and reward“A la Carte” remuneration and training

Flexibility in terms of hours Flexi-account

Cutting-edge technologyInviting workplace with open access to technology


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Build relationshipsY is loyal to People not to organisations !


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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


Slide 9


Today, MyLuckyStar is declined in whole our communication

Internet Brochures


Slide 10


Banners Advertisements


Slide 11


And even…

A LuckyStar car A LuckyStar recruitment area


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An innovative approach to recruitment : The EEE Experience

ToFrom


Slide 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.

• 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


Slide 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)


Slide 15

Attracting experienced profiles

They want: We propose:

Middle term perspective Leader’s position

Career challenges and advancementManagement by objectives (long term – short term)

Clarity of roles and responsibilities Business case

Collegial approach Team work environment

Inclusive remuneration system “A la Carte” offer


Slide 16

Generation X wants to manage

their own careers.

They move frequently to

develop their careers.


Slide 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”


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An inclusive approach to compensation : A la Carte

Implement a new remuneration scheme- Flexibility- Equity- Individuality


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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!


Slide 20

Conclusion : List of popular attributes to attract talents

1. For People like Me

2. Fun place to work

3. Innovative company

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 what I want to do

9. Expect success at the task

10. Work life balance

Universal to both recent graduates and experienced employees

Specific to experienced employees

Documents

PwC RH Tribune November 20, 2008 Is money the only drive ? By Vinciane Istace