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Lockheed Martin: Changing the Composition of the Workplace Presented by: Brooke Thomas.

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Presentation on theme: "Lockheed Martin: Changing the Composition of the Workplace Presented by: Brooke Thomas."— Presentation transcript:

1 Lockheed Martin: Changing the Composition of the Workplace Presented by: Brooke Thomas

2 Overview History Leadership Connecting the Changing Workforce LM People LM HealthWorks Alternative Work Schedules Take Away

3 History Lockheed Corporation & Martin Marietta Corporation merged in March 1995 Estimated revenue of $47 billion 74% from military sales Leading defense contractor

4 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

5 Connecting the Workforce Implement corporate wide programs Foster Leaders – College graduates – Veterans – Experienced Professionals – Retirement Eligible Professionals

6 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

7 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

8 Experienced Professionals Brown bag lunches Mentoring and coaching Internal and external educational opportunities Formal career building Institute for Leadership Excellence

9 Retirement Ready Employees 60 percent of workforce Knowledge management Retirement planning

10 LM People Integrated system Standardizes career planning & professional training – Leadership training – Performance Management – Mentoring – Educational Opportunities

11 LM HealthWorks Wellness & Prevention Health Plan Mission Take Action

12 Work Alternative Schedules Flex Schedule Telecommuting Longer weekends

13 Take Away Connect the workforce Spend the money Align goals of talent management principles – Integration – Segmentation – Agility

14 Questions?

15 References Polishing our ethical performance. (n.d.). Lockheed Martin online. Retrieved from Barney, L. (2011, December 19). Boomers push back retirement six years. Employee Benefits. Retrieved from 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 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 Stevens, R. (2010). Opening of the center for leadership, innovation and change. College Park, Md. Retrieved from Towers Watson. (2011). The talent management and rewards imperative for 2012. Retrieved from

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