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Best Practice in Attracting and Retaining Talent from the International Nuclear Industry. Agenda. Introduction to Thomas Thor Associates. Context of the Human Resource Situation in Nuclear. What A ttracts International Talent. Effective Local and International Recruitment. - PowerPoint PPT Presentation
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Best Practice in Attracting and Retaining Talent from the
International Nuclear Industry
Agenda
Introduction to Thomas Thor Associates
Context of the Human Resource Situation in Nuclear
What Attracts International Talent
Effective Local and International Recruitment
Skills Transfer
Executive Level, Commercial, Engineering, Safety, Quality, Support ServicesPermanent staff and temporary contractors
Local and international relocation
Supporting new build programmes in the UK, Finland, France, Russia, Poland, Slovakia, and the UAERecruit for operation, lifetime extension, decommissioning and waste management across the European nuclear fleet
Supporting research projects including ITER
Recruitment and Search in the Global Nuclear Industry
The EU-27 Talent Pool
80,000 ‘Nuclear Experts’500,000 in the Nuclear Industry(Source – EHRO-N, 2012)
Context of the Human Resource Situation50% of ‘nuclear experts’ in EU-27 countries will retire by 2020
New entrants will replace only 45-70% of the number of retireesCompetition for graduates with relevant education is high
Attractiveness to foreign talent and people from other industries is lowNuclear professionals are willing to move, but unaware of the opportunities
30 May 2012 EHRO-N, the European Human Resource Observatory in the Nuclear Sector, released its first report analysing how the supply of experts for the nuclear industry in the EU-27 responds to the demand for the same experts in the region by 2020.
Nuclear New Build Structure
Relocation, Payroll and Contracts
Long TermPartnership
Safety, Licensing & Regulatory
Support Services
Commercial
Operation
Executive Board
Construction
Technology
What do Nuclear Professionals want?
To be part of ambitious, challenging and innovative projects, that actually happen. (new build, life extension, decommissioning etc) International and multicultural environments
To use the skills and experience that they have built (the older generation)To handover the skills and experience they have built to the next generation (the older generation)Exciting career path with visible long term career growth opportunity
How to be Attractive to International Talent
Be visible – let people know what you are doing and how interesting the project is Be specific – about the skills and experience that are needed and the work opportunities that existDevelop internal recruitment capability (advertising, conferences, website etc)Develop relationships with specialist recruitment companies – engage them to access their network and find the right people for you
Hiring Externally vs Training Existing Staff
Regulatory requirements – Does the regulator in the country where the work is to be done have requirements for qualifications, nationality etc?Do people exist on the external labor market that could do the job? Sometimes the capability is not available and there is no external option Quality, Assurance and Liability – can you afford the risk of bringing in an external person and who will take liability for work completed? Cost consideration – what is the difference in cost between hiring externally and developing internal capabilitySkills and knowledge retention – if you use contractors then how will their knowledge and experience be retained after the leave?
HR Contract Models
Relocation, Payroll and Contracts
Ad Hoc Contract
Staff Contract
Temporary Contract
Fixed Price Contract
Secondment
HR Contract Models
Staff Contracts – Direct employment. For long term needs where there is scope for personal development and/or there is a need for security and loyaltyTemporary Contracts – From 1 day to 5 years, Fixed unit rate. For work or assignments with a delivery/end date or a handover date, or if skills are rare.Ad Hoc Contracts – X days per contract or Zero hour contract. For reactive or unpredictable needs, advisory or oversight. Good for new territory developmentFixed Price Contracts – Pay on delivery or stages of delivery. For situations where predicting time to delivery is difficult and to control costs and reduce riskSecondment – Variable duration. For skills development, embedding your staff in other environments or inviting nuclear professionals to embed in your environment. Not as flexible as temporary or ad hoc contracts.
Local or International Recruitment?
• Whenever possible• Language• Regulatory requirements
OR
• No local availability• To facilitate entry to nuclear
industries in new countries• To benefit from experience
of other projects or countries• Technology specific skills• Skills transfer
When a job specification is written, effective recruitment starts with 2
Questions:
Where has this work or project been delivered successfully elsewhere?
Who was responsible for the delivery?
Skills & Knowledge Transfer
Contractual obligations for suppliers – specific and time bound deliverablesShadowing & Mentoring Programmes – multiple staff members shadowing senior staff or external consultantsEngagement of freelancers to deliver and train
Secondments – send staff out and accept seconded personnel as wellSpecific objectives and time lines
Summary of International Best Practice
Relocation, Payroll and Contracts
Recruitment Partners
Internal/ExternalTake a Global
View
Mix of ‘home grown’
and ‘brought in’
Match Contract Type to Needs
Structured Skills Transfer
www.thomas-thor.comLive Job Opportunities
Search Associate ProfilesCompany Information
Nuclear News
Thank You