In 1998 Deloitte & Touche realised that their workforce was rapidly aging and by 2003, 40% of their then 850 partners would be 50 years of age or older and eligible to retire at the age of 55. As this was a group of talent-rich of men and women the company did not want to lose en masse, they launched Deloitte's Senior Leaders Program. The company established a committee to assess those whom it felt had made a unique contribution to the firm and those selected became "senior partners". "Senior pa...

BPIR Categories

9.3.7 Manage employee retirement
9.5.5 Manage reward & recognition programs

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