Manage the Aging Energy Workforce

Platts/The Center for Business Intelligence's Manage the Aging Energy Workforce
Plan for Workforce Needs; Recruit and Develop Technical Talent; Retain Intellectual Capital *July 15-16, 2004 Hyatt Regency Houston * Houston, TX Click Here To Download A Complete Conference Brochure**
Conference Chairman:
John Sullivan, Ph.D., Professor of Management, San Francisco State University
Keynote Addresses:
Preston Johnson, Senior Vice President, Human Resources and Shared Services, CenterPoint Energy "Workforce Trends That are Reshaping the Business Landscape - How CenterPoint Energy is Responding"	Steven Goers, Vice President, International Power Operations, El Paso Corporation "Develop an Employment Selection Process to Meet Energy Workforce Needs"
*" . in the next 5-7 years, we might see 50% of our 'baby boomer' workforce retiring."* - Suzanne Bradley, General Manager, Inclusion Strategies, *Cinergy*
Benefit from 10 Case Examples about How to Plan for Workforce Attrition: El Paso Corporation develops customized candidate pools through structured interviewing and hiring approaches Southern California Edison implements an internal workforce data integration tool to predict future workforce needs and prepare for retirement impact Exelon Corporation diversifies its workforce, creating an inclusive environment that reflects the population it serves Southwest Power Pool manages workforce culture change through comprehensive hiring and training processes CenterPoint Energy leads a strategic planning effort to transcend aging workforce challenges through internal process optimization, technology and employee self-service applications Progress Energy identifies technical talent at an early age through partnerships with community and non-profit organizations Xcel Energy increases qualified engineering applicants through establishing relationships with selected colleges and universities Chelan County Public Utility District collaborates with union and internal management to develop leaders across both union and non-union workforce segments Tennessee Valley Authority effectively "reloads" its workforce through knowledge retention, improving organizational and individual performance in spite of attrition Cinergy provides a "one-stop-shop" for all their training and professional development needs through e-Learning and Web-based training
Choose from Two Pre-Conference Workshops - Thursday, July 15, 2004
A: Manage the Rising Cost of Benefits - Analyze Retirement Risks and Administrative Alternative B: Use Executive Compensation to Recruit and Retain Top Talent
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