AWWA JTMGT69634

National and local labor force demographics are a driving force behind the urgencyfor positioning utilities to be an employer of choice. The reality of an agingpopulation, along with the demands of a younger generation of workers with differentvalues and goals, requires a shift in utility actions to address the business needs ofthe future.This environment is driving organizations to take a different approach to humanresources (HR) if they are to survive and thrive. To position themselves as anemployer of choice, utilities must have the right leadership, culture and best practices torecruit and retain todays top talent to achieve their strategic business objectives. Thisrequires the utility to move from a tactical human resource process to a morestrategically focused effort.The Alexandria Sanitation Authority (ASA) embarked on a multi-year organizationchange effort to position themselves as an employer of choice. Over the past two years,the organization has gone through significant change, including implementing a neworganization structure and new leadership at all levels. This paper providesoverviews of several approaches to strategic HR along with ideas for out of the box, outside-the-rules thinking on recruiting, retention, and career development. Includes table.



Keywords: Utility Management; Succession Planning; Personnel Management; Training; Strategic Planning