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Exelon Hr

To build and develop the talent that powers a cleaner and brighter future by leading the energy transformation for a sustainable world

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To build and develop the talent that powers a cleaner and brighter future by leading the energy transformation for a sustainable world

Strengths

  • TALENT: Strong talent acquisition pipeline from diverse sources
  • CULTURE: High employee retention rate at 91% versus industry 85%
  • DEVELOPMENT: Robust leadership development programs with 88% completion
  • COMPLIANCE: Excellent regulatory compliance record across all regions
  • TECHNOLOGY: Advanced HRIS platform deployed across 83% of workforce

Weaknesses

  • SKILLS: Critical energy transition skills gap in 23% of technical roles
  • SUCCESSION: Underdeveloped succession plans for 35% of key positions
  • DIGITAL: Limited adoption of HR analytics for strategic decisions
  • INCLUSION: DEI metrics show 15% gap in leadership representation
  • AGILITY: Slow hiring process averaging 68 days versus industry 42

Opportunities

  • PARTNERSHIPS: Expand university partnerships for clean energy talent
  • RESKILLING: Develop internal mobility program for fossil to renewable
  • REMOTE: Implement hybrid work policy to expand talent marketplace
  • AUTOMATION: Deploy AI for 40% reduction in administrative HR tasks
  • ESG: Link compensation to sustainability performance metrics

Threats

  • COMPETITION: Increasing talent poaching from tech companies
  • RETIREMENT: 28% of technical workforce eligible for retirement by 2027
  • LEGISLATION: Evolving labor laws impacting workforce management
  • BURNOUT: Rising employee burnout due to energy transition demands
  • PERCEPTION: Utility sector seen as less attractive by young talent

Key Priorities

  • SKILLS: Address critical energy transition skills gap through reskilling
  • TALENT: Accelerate acquisition and retention for clean energy future
  • INCLUSION: Close DEI representation gaps at leadership levels
  • AUTOMATION: Deploy HR technology to improve efficiency and insights

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To build and develop the talent that powers a cleaner and brighter future by leading the energy transformation for a sustainable world

FUTURE-READY TALENT

Build the workforce for the clean energy transition

  • SKILLS: Develop energy transition skills taxonomy and assess 100% of technical workforce by Q3
  • PIPELINE: Establish 5 university partnerships with 25% increase in clean energy graduate hiring
  • RESKILLING: Launch 3 energy transition academies with 200+ employees completing certification
  • MOBILITY: Implement internal talent marketplace with 15% increase in cross-functional moves
DIGITAL HR

Transform HR through technology and analytics

  • AUTOMATION: Deploy AI for candidate screening reducing time-to-fill by 30% for critical roles
  • ANALYTICS: Implement predictive retention model with 80% accuracy to identify flight risks
  • EFFICIENCY: Automate 50% of HR administrative tasks saving 6,500 person-hours quarterly
  • ADOPTION: Train 90% of HR staff on data-driven decision making and AI applications
INCLUSIVE CULTURE

Foster diversity, equity and belonging for all

  • LEADERSHIP: Increase underrepresented groups in leadership roles by 10 percentage points
  • ACCOUNTABILITY: Implement DEI metrics in performance reviews for 100% of managers
  • BELONGING: Improve inclusion index score from 76% to 85% on quarterly pulse surveys
  • SPONSORSHIP: Launch executive sponsorship program for 50 high-potential diverse employees
AGILE ORGANIZATION

Build organizational resilience and adaptability

  • STRUCTURE: Redesign workforce model for 30% increase in cross-functional project teams
  • FEEDBACK: Implement continuous feedback platform with 75% monthly active usage rate
  • FLEXIBILITY: Launch enterprise-wide hybrid work policy with 90% employee satisfaction
  • SIMPLIFICATION: Reduce HR policies by 40% while maintaining compliance and clarity
METRICS
  • Employee Engagement Score: 85% by end of 2025 (from current 78%)
  • Critical Role Time-to-Fill: Reduce from 68 to 40 days
  • Internal Mobility Rate: Increase from 15% to 30% annually
VALUES
  • Safety First
  • Diversity, Equity & Inclusion
  • Innovation
  • Integrity
  • Customer Focus
  • Operational Excellence

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Align the learnings

Exelon Hr Retrospective

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To build and develop the talent that powers a cleaner and brighter future by leading the energy transformation for a sustainable world

What Went Well

  • RETENTION: Voluntary turnover reduced to 9% against industry average 15%
  • ENGAGEMENT: Employee engagement survey scores increased by 5 percentage pts
  • COMPLIANCE: Zero major regulatory compliance issues across all operations
  • SAFETY: Achieved record-low OSHA incident rate of 0.52, exceeding targets

Not So Well

  • RECRUITMENT: Time-to-fill for critical technical positions 38% above target
  • DIVERSITY: Leadership diversity targets missed by 12 percentage points
  • COSTS: HR operating costs exceeded budget by 7.3% due to tech investments
  • TRAINING: Energy transition reskilling program behind schedule by 4 months

Learnings

  • PIPELINE: Need stronger STEM talent pipeline development with universities
  • ANALYTICS: HR data-driven decision making improving but still inconsistent
  • FLEXIBLE: Remote/hybrid work policies require standardization across units
  • DIGITAL: Technology adoption requires more robust change management support

Action Items

  • ACCELERATE: Implement AI-powered recruiting platform for technical roles
  • DEVELOP: Create energy transition skills academies for internal mobility
  • ESTABLISH: Form university partnerships focused on clean energy workforce
  • SIMPLIFY: Streamline performance management to focus on critical outcomes

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To build and develop the talent that powers a cleaner and brighter future by leading the energy transformation for a sustainable world

Strengths

  • DATA: Rich employee data warehouse with 7+ years of historical data
  • PILOT: Successful AI chatbot for employee FAQs with 92% accuracy
  • LEADERSHIP: C-suite commitment to AI transformation with budget
  • INFRASTRUCTURE: Cloud-based HRIS ready for AI integration
  • SKILLS: Core team of 8 HR analytics professionals with AI knowledge

Weaknesses

  • ADOPTION: Only 34% of HR team comfortable using advanced analytics
  • INTEGRATION: Siloed systems limiting holistic AI implementation
  • GOVERNANCE: Underdeveloped AI ethics framework for HR applications
  • RESOURCES: Limited specialized AI skills in HR strategic planning
  • QUALITY: Data inconsistencies across 22% of HR records

Opportunities

  • RECRUITMENT: AI-powered sourcing to reduce time-to-hire by 35%
  • ENGAGEMENT: Predictive analytics to identify flight risk factors
  • LEARNING: Personalized AI learning paths aligned to energy transition
  • PLANNING: Workforce forecasting models for future skill requirements
  • EFFICIENCY: Automate 65% of routine HR administrative processes

Threats

  • PRIVACY: Employee concerns about AI-based monitoring and decisions
  • BIAS: Algorithmic bias risk in talent acquisition and assessment
  • SECURITY: Data protection vulnerabilities in AI applications
  • EXPERTISE: Competition for limited HR-AI expertise in market
  • RESISTANCE: Cultural resistance to AI-driven talent decisions

Key Priorities

  • SKILLS: Upskill HR team on AI applications and ethical framework
  • RECRUITMENT: Implement AI-powered talent acquisition solution
  • PLANNING: Deploy predictive workforce planning for energy transition
  • GOVERNANCE: Develop comprehensive AI ethics guidelines for HR

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AI Disclosure

This report was created using the Alignment Method—our proprietary process for guiding AI to reveal how it interprets your business and industry. These insights are for informational purposes only and do not constitute financial, legal, tax, or investment advice.

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Alignment LLC specializes in AI-powered business analysis. Through the Alignment Method, we combine advanced prompting, structured frameworks, and expert oversight to deliver actionable insights that help companies understand how AI sees their data and market position.