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Light-Speed HR Leadership In Turbulent Times

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Light-Speed HR Leadership In Turbulent Times

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    1. Light-Speed HR Leadership In Turbulent Times Anne Ruddy August 9, 2005

    2. An Interesting Dilemma

    3. The Workforce Average U.S. employee holds 9 jobs between the ages of 18-39. Average tenure for ages 35-39 is 4 years. Women account for 47% of the labor force 75% of all mothers are in the workforce 35% of U.S. employees have responsibility for an elderly relative The median age of the labor force will reach 41 years by 2008. In 1998 the median age was 36.

    4. Attract, Retain, Motivate?

    5. The Commitment Pyramid

    6. Tools That Drive

    7. Health and Well Being

    8. Caring for Dependents

    9. Financial Support

    10. Workplace Flexibility Data

    11. Do Drivers Work?

    12. OK, Enough About Employees What about Compensation and HR Professionals?

    13. FACT: What is valued in and required of compensation professionals is changing

    14. FACT: The functions with whom compensation professionals interact is changing

    15. Senior Leaders Surveyed

    16. And Asked What is the success profile for a compensation and/or HR professional?

    17. Key Takeaways Compensation technical competence is foundational It must build and grow, and be sustained over a career How it is used changes over a career Failure to keep compensation skills honed is a non-starter Financial and business acumen are as important as compensation skills Must know how to get things done in your company Without breaking any eggs or bruising egos Communication and team skills are essential Keep a personal network of external peers, and / or find some other way of keeping abreast of industry trends and other company practices

    18. Key Takeaways Company cultures are important, and generally unique Compensation programs must be respectful and reinforcing of the culture Must have working knowledge of all areas of total rewards As we look forward, we will all have to learn to do more with less Constantly add value Be a leader in your sphere of influence Treat compensation like any other important company asset or major expense Developing your fellow practitioners should be one of your most important goals Think outside the box; constantly look for ways to improve Recognize staying the same is falling behind

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