Nor is she in China, Germany, Brazil, or India. According to Samuel A. DiPiazza, Global CEO for PricewaterhouseCoopers, USA, the incredible shortage of talented people is an event not witnessed in his 30 years of experience. Talent is an issue even in countries with good population growth and education. The driving forces behind the fierce competition? Globalization, needed education reform, declining populations, and retiring baby boomers.
DiPiazza was quick to point out that increased globalization is not just for the big guys. "People coming out of college now have different horizons and they are often just as willing to start work in Shanghai as their hometown".
The Big4 aren't the only companies placing increased importance on strategic recruitment and retention of quality, innovation and application. Nandan M. Nilekani, President, CEO, and Managing Director, Infosys Technologies, India, is also convinced that attracting, developing and retaining the right people is his number one challenge. "We do large-scale recruitment from colleges but find they don't really have the right skills. So we have our own finishing school to get them ready for our business."
Business strategies aimed at recruiting, retaining, and diversifying at KPMG have lead to the following objectives for the sustained and continued growth of the company: creating flexible work patterns, increasing career mobility, involving older employees, and promoting diversity. The incorporation of many of these strategies will enable many of the Big4, not just KPMG, to recruit from the widest possible pool of people.
One of the more aggressive objectives put forth by KPMG is the inclusion of women partners at a staggering 25 percent. Current worldwide figures place this percentage at 13. The contribution from women is often in conflict with the responsibilities of raising families. Thanks to the flexibility with work weeks or compressed work weeks, this segment of the workforce should see significant increases.
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