Manage employee demographic and development challenges

Is your workforce ready?

Between 35 and 45% of all utility employees are expected to be retirement eligible over next 3 to 4 years

Human capital issues remain at the forefront for power and utility companies. Utility companies are responding to the need for renewable and environmentally friendly generation capacity, safety concerns, and an aging infrastructure. New technology is being introduced into the industry that requires employees to expand their skill sets and capabilities.

In addition, the industry faces the consequences of poor succession planning as the current workforce nears retirement en masse and the future workforce looks to other industries.

Innovative and forward-thinking power and utility companies are effectively addressing the talent challenge in four key areas:

  • Developing and retaining leaders
  • Effectively leveraging performance measurement and technology
  • Realigning the organizational structure
  • Ensuring that the Human Resources (HR) team plays a significant role in overall business strategy
52% of skilled technicians and engineers will need to be replaced by 2020

Companies that focus on these key areas are better prepared to handle their talent needs, enable more proactive management of talent issues, and provide stronger talent leadership, positioning the company as a leader.

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