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Lockheed Martin: Changing the
Composition of the Workplace
Presented by:
Brooke Thomas
Overview
• History
• Leadership
• Connecting the Changing Workforce
• LM People
• LM HealthWorks
• Alternative Work Schedules
• Take Away
History
• Lockheed Corporation & Martin Marietta Corporation merged in March 1995
• Estimated revenue of $47 billion
• 74% from military sales
• Leading defense contractor
Leadership
• Full Spectrum Model
• Five qualities
– Shape the future
– Build effective relationships
– Energize the team
– Deliver results
– Model personal excellence integrity and accountability
• Measured, promoted and evaluated based on 360 degree performance assessment
Connecting the Workforce
• Implement corporate wide programs
• Foster Leaders
– College graduates
– Veterans
– Experienced Professionals
– Retirement Eligible Professionals
College Graduates
• Top 20 percent of class
• Leadership Development Program• On-the-job training• Online learning• Special job assignments• Participation on special task forces
• Less concerned with salary, more concerned with work-life balance
Veterans
• Military Relations Managers
– Offers careers aligned with positions and skills sets sampled from military
– Training Assistance Programs
• Training courses
• Internal networking
• Research career interests
• Apply
Experienced Professionals
• Brown bag lunches
• Mentoring and coaching
• Internal and external educational opportunities
• Formal career building
• Institute for Leadership Excellence
Retirement Ready Employees
• 60 percent of workforce
• Knowledge management
• Retirement planning
LM People
• Integrated system
• Standardizes career planning & professional training
– Leadership training
– Performance Management
– Mentoring
– Educational Opportunities
Work Alternative Schedules
• Flex Schedule
• Telecommuting
• Longer weekends
Take Away
• Connect the workforce
• Spend the money
• Align goals of talent management principles
– Integration
– Segmentation
– Agility
Questions?
References
• Polishing our ethical performance. (n.d.). Lockheed Martin online. Retrieved
• from http://www.lockheedmartin.com/us/who-we-are/ethics/culture-ethics.html
• Barney, L. (2011, December 19). Boomers push back retirement six years. Employee Benefits.
• Retrieved from http://ebn.benefitnews.com/news/baby-boomers-delayed-retirement-allstate-national-journal-2720777-1.html
• Irvine, D. (2010). How to reward a multigenerational and culturally diverse workforce.
• The Magazine of WorldatWork. 4 (10), 63-68.
• Greene-Shortridge, T., McEntire, L. (2011). Recruiting and selecting leaders for
• innovation: how to find the right leader. Advances in Developing Human Resources, 13 (3).266-278. Doi: 10.1177/1523422311424712.
• Mitchell, K. (2006, March 27). Productivity does not end with age; incremental steps are key to
• securing older workforces. Business Insurance, 40 (13). 10. Retrieved from http://go.galegroup.com/ps/i.do?id=GALE%7CA143835228&v=2.1&u=west41605&it=r&p=AONE&sw=w
• Purcell, P. (2003). Older workers: recent trends in employment and retirement. Journal
• of Deferred Compensation, 8 (3), 85-102.
• Sellstrom, D. (2010). Wellness programs require a thorough check-up. Employee Benefit
• Plan Review, 26-28.
• Stevens, R. (2007). Forging full spectrum leaders. Annapolis, Md. Retrieved from
• http://www.lockheedmartin.com/us/news/speeches/072307-stevens.html
• Stevens, R. (2010). Opening of the center for leadership, innovation and change.
• College Park, Md. Retrieved from http://www.lockheedmartin.com/us/news/speeches/10012010-stevens-clic-opening.html
• Towers Watson. (2011). The talent management and rewards imperative for 2012.
• Retrieved from http://www.worldatwork.org/waw/adimLink?id=56563