The document discusses total rewards approaches and developing a sustained supply of talent from a national perspective. It covers topics like multi-generational workforces, the skills businesses expect from new graduates, what Fortune 500 CHROs say about skills and education, where post-secondary education should focus, and actions businesses can take to help develop talent. It also provides fast facts on current salary increases and starting pay for new college graduates. The presenter has experience in senior HR leadership roles and chaired committees related to workforce development.

1. Developing a Sustained Supply of Talent: The Total Rewards Approach, National Perspective Presented by Paul Rowson, CCP, GRP, WLCP WorldatWork

3. Senior HR and line management leadership positions at Fannie Mae, Alexus International and Marriott International

4. Member, Secretary of Labor Robert Reich’s Commission on Achieving Necessary Skills

5. Chaired the Employer Advisory Committee to the District of Columbia’s Department of Employment ServicesPaul Rowson, CCP, GRP, WLCP

6. Our Agenda Total Rewards overview and current employee engagement factors What does skills do businesses expect coming out of the chute? What do the Fortune 500 CHRO’s say? Where should post-secondary education focus? Why is it important? What can business do to help? Fast facts on pay – including new grad pay

7. Financial Crisis Regulation Workforce Skill Shortage Increasing Work-life Demands Technology Workforce Demographics Total Rewards in the “New Normal”

8. Four Generations in the Workplace 38% 37% GenY(1976-1994) Boomers(1946-1964) Organization 3% 22% Silent(1900-1945) GenX(1965-1975)

9. Multi-Generational Workforce Forcing a Shift in Compensation and Reward Strategies

10. Cash is Still King for All Employees

11. Research Verifies It: Paying at 75th Percentile Correlates to Higher Employee Productivity & Revenue

12. 8 to 5 at the Office: Still the Norm

13. What matters now? Interesting work and job design Flexibility(environment, career) Recognitionand appreciation Developmentand opportunity

14. Backpack to Briefcase - Expectations Competent communicator and listener Collaborative thinker and learner Adaptor/Adopter Emotional intelligence, resilience, and risk management Process management skills High “get it” factor Results focused and bias for action Business analytics and acumen

15. What do Fortune 500 CHRO’s say?

16. What do Fortune 500 CHRO’s say? The American education system must do more to provide America’s workers with the education, training, and skill development essential for success in the new 21st century workplace. America’s students and workers need a much deeper understanding of what is necessary to achieve successful careers in the new global economy.

17. What do Fortune 500 CHRO’s say? The advancement of science, technology, engineering and mathematics (STEM) skills must become one of America’s highest domestic policy priorities. For America to thrive in the 21st century global economy, employers, educators, and government must join forces to create the conditions necessary for American workers to compete effectively on the global stage.

18. What do Fortune 500 CHRO’s say? “The key point is that there will be jobs, good jobs, in the 21st Century. However, most of our workplace rules, educational standards, and employment norms are rooted in the 20th Century. We need to come together—all of us—industry, education, government, labor to make the leap to the new century. A competitive and trained American workforce is of national interest.”Michael L. Davis,Senior Vice President,Global Human Resources,General Mills.

19. Where Post Secondary Education Should Focus Outcome and results-based learning Problem solving STEM mastery Human capital supply chain Leadership and people management skill development Experiential learning – internships, practicums Higher order communication skills

20. Why is this important? Price of entry for organizational management and key contributors It’s where companies have the greatest unmet human capital needs Talent is the key core competitive differentiator; no longer: Location Market position Branding It’s how organizations differentiate rewards!

21. What can you/business do to help? Join advisory boards/influence curriculum and serve as adjunct faculty Create faculty externships Create and sustain outcomes-based internships that lead to real jobs Forgive loans for targeted skilled jobs Provide open house events for career counselors and placement directors Provide life-cycle talent feedback to educational institutions Don’t forget high schools and middle schools

22. Fast Facts on Pay 2.8% is the national average salary budget for 2011 Current CPI is 3.2% Not seen a negative gap since 1980, but… In 1980 the national salary budget was 10% - a lot more “wiggle room” to differentiate pay for performance WorldatWork 2011-2012 Salary Budget Survey

23. Fast Facts on New College Grad Pay 4.8% increase in starting salaries compared to 2010 Average starting salary $51,018, but… Only 35% of new grads will command salaries over $30,000 What do the numbers tell us? They tell us that the offset is for high demand skills NACE 2010 Survey

24. Questions & Comments Thank You TelephoneScottsdale: 480/922-2020 or 877/951-9191 Washington, DC: 202/315-5500 E-mailpaul.rowson@worldatwork.org Web Sitewww.worldatwork.org Paul Rowsonpaul.rowson@worldatwork.org Global Headquarters14040 N. Northsight Blvd.Scottsdale, AZ 85260 USA DC Office and Conference Center1100 13th Street NW, Suite 800Washington, DC 20005