kelly Global workforce index THE AUTONOMOUS AND EMPOWERED WORKFORCE 168,000 people release: SEPT 2012 30 countries
The new breed of aspirational and dynamic employees 70 % think multiple employers are an asset 69 % think they ll secure a similar or better position 53 % favor changing employers to advance their career 54 % feel they are in a position of high demand 49 % are always on the lookout for new opportunities LESS THAN ONE-THIRD believe their career will benefit from remaining with their current employer more than half favor a constant state of employment motion when considering career growth and skills development 2
contents Section 1: 4 Introduction 5 Relevance of career-for-life (by region) 6 Relevance of career-for-life (by generation) 7 Importance of switching employers 8 Benefits of multiple employers (by region) 9 Benefits of multiple employers (by skill set) 10 Benefits of multiple employers (by skill set detail) 11 Perpetual job search (by region) 12 Perpetual job search: the Americas 13 Perpetual job search: APAC 14 Perpetual job search: EMEA Section 2: 15 Introduction 16 High demand in the marketplace (by region) 17 High demand in the marketplace: the Americas 18 High demand in the marketplace: APAC 19 High demand in the marketplace: EMEA 20 Perception of employee bargaining strength 21 Use of market intelligence in bargaining 22 Opportunity for promotion (by region) 23 Opportunity for promotion (by generation) 24 Conclusion The Kelly Global Workforce Index 2012 The 2012 Kelly Global Workforce Index (KGWI) brings together the findings from almost 170,000 respondents from 30 countries. It shows the results of diverse forces impacting the contemporary workplace, including generational and geographic diversity, technology, employee empowerment, and the widespread use of social media. This fourth installment of the 2012 KGWI looks at issues surrounding job mobility and career progression as part of a shift to a more autonomous and empowered workforce. It shows a changing attitude on the part of employees, with more embracing the notion of gaining new experiences and skills with multiple employers. It reveals the challenge facing many organizations, with employees constantly seeking out new employment opportunities, even when they are happy in their jobs. The survey also shows the way that employees are using intelligence from the labor market to negotiate better outcomes with their employers, and how they judge their employment prospects over the coming year. The paper examines these workforce issues across industry sectors, and globally, across the Americas, APAC, and EMEA regions. It also includes a generational perspective, with a focus on the three main workforce generations Gen Y (age 19 30), Gen X (age 31 48), and Baby Boomers (age 49 66). 3
section 1 LOYALTY OR OPPORTUNITY: CRUNCH TIME FOR EMPLOYEES Many employees face a dilemma. Is it in their best interests to remain with a single employer or to move around to multiple employers in the hope of enhancing their experience and credentials? The changing dynamics of the modern workplace are causing employees to evaluate the best options for advancing their careers and securing promotions. The idea of a career-for-life has certainly waned, but it is not dead. At the other extreme, many employees now believe it is imperative to seek out opportunities with multiple employers, even when they are happy in their current positions. This volatility in the labor market seems to be the new norm, and it poses special challenges for both employees seeking to advance their skills, and employers wishing to retain the best talent. 4
Relevance of a career-for-life (by region) Å The idea of a career-for-life was once an established part of the employment landscape. But that has changed. There is now enormous diversity across employment arrangements, and tenure has generally shortened over recent decades. To Relevance what extent of a career do you for life agree by region or disagree that a career-for-life with one employer is relevant? (% agree) AMERICAS EMEA APAC ALL COUNTRIES Today, one-third (31%) of workers regard a career-for-life with one employer as relevant in the modern workplace. Significantly more workers in the Americas (49%) agree that a career-for-life with one employer is relevant compared to only 29% in APAC and 21% in EMEA. 49% 21% 29% 31% 5
Relevance of a career-for-life (by generation) Å There is a generational dimension to the question, with significantly more younger workers attracted to the notion of a career-for-life than older workers. A total of 32% of Gen Y see a careerfor-life as relevant, compared with 29% of Gen X and 28% of Baby Boomers. To Relevance what extent of a career do you for life agree by generation or disagree that a career-for-life with one employer is relevant? (% agree) GEN Y GEN X BABY BOOMERS 32% 29% 28% 6
Importance of switching employers Å The demise of the career-for-life has been evident for some time, but more glaring is the advent of the employee who is in a constant state of motion. More employees feel that it is in their interests to remain on-themove with multiple employers if they are to keep their careers on track. More than half of all workers globally (53%) feel it is more important to change employers rather than remain with their existing employer in order to achieve career growth and skill development. Importance of switching employers OPTION 2 In terms of career growth and skill development, is it more important to you to remain with your existing employer or change employers? 60% 50% Change employers Remain with existing employer 40% Don t know 30% The trend is most pronounced in APAC (55%) and EMEA (54%), where more than half favor changing employers, compared with 48% in the Americas. 20% 10% Americas EMEA APAC All countries 7
Benefits of multiple employers (by region) Å The growing emphasis on career renewal is such that 70% consider work experience with multiple employers to be an asset to their career growth and advancement. Do Benefits you of consider multiple work employers experience by region with multiple employers to be an asset or a limitation relative to your career growth/advancement? (% yes) Those in EMEA (73%) are the most resolute about the benefits of experience AMERICAS EMEA APAC ALL COUNTRIES with multiple employers, ahead of those in APAC (70%) and the Americas (65%). 65% 73% 70% 70% 8
Benefits of multiple employers (by skill set) Å What is also clear is that the trend to multiple employers is occurring among key groups of employees. Significantly more workers with Professional/Technical expertise value the benefit of work experience with multiple employers. A total of 74% of those with Professional/ Technical skills view work with multiple employers as an asset, compared with 66% of those with Non-Professional/ Technical skills. Benefits of multiple employers by P/T and non P/T Do you consider work experience with multiple employers to be an asset or a limitation relative to your career growth/advancement? (% asset) PROFESSIONAL/ TECHNICAL NON- PROFESSIONAL/ TECHNICAL ALL WORKERS 74% 66% 70% 9
Benefits of multiple employers (by skill set detail) Å It is worth noting that employees with Professional/Technical skills (Sales, Engineering, IT, Marketing, Healthcare, Security, Law, Education, and Science) generally have a more positive view of experience with multiple employers than those with Non-Professional/Technical skills (Call Center/Customer Service, Light Industrial, Administrative, and Office/Clerical). Do you consider work experience with multiple employers to be an asset or a limitation relative to Benefits your of career multiple growth/advancement? employers - Industry V2(% asset) Marketing Security Clearance Sales Finance & Accounting Engineering IT Science Healthcare Law Education Administrative Call Center/ Customer Service Office/Clerical Light Industrial 77% 77% 76% 75% 74% 74% 74% 73% 73% 70% 68% 67% 66% 64% 50.00 58.75 67.50 76.25 Professional/Technical Non- Professional/Technical 10
Perpetual job search (by region) Å One of the more unsettling findings, from an employer s perspective, is that a significant number of employees will always be on the verge of moving elsewhere. Do Perpetual you actively Job Search look by for region better job opportunities or evaluate the external job market even when you are happy in a job? (% yes) Almost half of those surveyed (49%) admit that they are actively looking for better job opportunities or evaluating the external job market, even when happy in their job. The search for better job opportunities is highest in APAC (54%) and EMEA (53%), compared to 40% in the Americas. AMERICAS EMEA 40% 53% APAC ALL COUNTRIES 54% 49% 11
Perpetual job search: the Americas Å Within the Americas, approximately half of those in Mexico and Puerto Perpetual Do you Job actively Search look - Americas for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes) Rico are actively looking for work, even when satisfied in their jobs compared with just over one-third in both the United States and Canada. 60.000 55.625 51% 50% 36% 36% 51.250 46.875 42.500 38.125 33.750 29.375 25.000 Mexico Puerto Rico United States Canada 12
Perpetual job search: APAC Å Within the APAC region, Indonesia has the most active job seekers, with almost Perpetual Do you Job actively Search look - APAC for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes) three-quarters constantly searching for new 85.000000 positions. Also high on the list are China, Malaysia, Hong Kong, and Singapore. 74% 61% 56% 52% 50% 46% 42% 41% 35% 75.714286 66.428571 57.142857 47.857143 38.571429 29.285714 20.000000 Indonesia China Malaysia Hong Kong Singapore India Australia New Zealand Thailand 13
Perpetual job search: EMEA Å The EMEA region has a number of countries where well over half of respondents report that even when they are happy in their job, they actively seek out new job alternatives: namely in Norway, Portugal, Italy, Sweden, Germany, and France. The least volatile are in Russia and South Africa. Perpetual Job Search - EMEA Do you actively look for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes) 70 64% 62% 60% 58% 57% 56% 55% 54% 52% 51% 49% 48% 48% 47% 44% 43% 37% 61 52 43 34 25 Norway Portugal Italy Sweden Denmark Germany France Switzerland Luxembourg Hungary Belgium United Kingdom Poland Ireland Netherlands South Africa Russia 14
section 2 DEMAND for jobs AND BARGAINING STRENGTH Not everyone is looking for a new job, but the dynamics of the job market is something that is carefully watched. Survey respondents reveal how they use the information about supply and demand for positions to help interpret the labor market, and also to extract benefits from their current employer. There is also a distinct global pattern to the way that economic conditions are impacting employees in different regions, and shaping the outlook regarding future employment. Even in regions where economic conditions are most challenging, individuals tend to be reasonably optimistic about their chances of securing similar or better positions. 15
High demand in the marketplace (by region) Å More than half of respondents (54%) feel they may be in a position of high demand in the job marketplace, in terms of their skill sets and experience. To what degree do you feel you may be in a position of high demand in the marketplace, in High terms demand of your in the skill marketplace set/experience? by region (% high demand) Confidence is highest in the Americas and the APAC regions (both 62%), compared with 45% in EMEA. AMERICAS EMEA APAC ALL COUNTRIES 62% 45% 62% 54% 16
High demand in the marketplace: the Americas Å Within the Americas, confidence is highest in Mexico, where 84% expect high demand for their skills. It s slightly lower in Puerto Rico (72%) and in the United States and Canada, where slightly more than half anticipate strong market demand. To what degree do you feel you may be in a position of high demand in the marketplace, High demand in the marketplace - Americas in terms of your skill set/experience? (% high demand) 95.000 84% 72% 54% 88.125 54% 81.250 74.375 67.500 60.625 53.750 46.875 40.000 Mexico Puerto Rico United States Canada 17
High demand in the marketplace: APAC Å Within APAC, worker confidence is strongest in the powerhouse economies of Indonesia, China, Thailand, India, To what degree do you feel you may be in a position of high demand in the marketplace, High in terms demand of in your the skill marketplace set/experience? - APAC (% high demand) and Malaysia. Workers perceptions of 85.000000 demand for their skills and experience in countries such as Australia and 73% 69% 68% 68% 66% 52% 51% 48% 43% New Zealand are relatively weaker. 75.714286 66.428571 57.142857 47.857143 38.571429 29.285714 20.000000 Indonesia China Thailand India Malaysia Hong Kong Singapore Australia New Zealand 18
High demand in the marketplace: EMEA Å The standout nation in EMEA is Russia, with 73% of respondents perceiving high demand for their skills. Elsewhere, the picture is more subdued, with fewer workers feeling as confident about their prospects in the job market. The weakest markets are France, Luxembourg, and Hungary, with only about one-third believing their skills are in high demand among employers. To what degree do you feel you may be in a position of high demand in the marketplace, High in terms demand of in your the skill marketplace set/experience? - EMEA (% high demand) 80 73% 58% 58% 53% 53% 46% 45% 45% 45% 44% 44% 43% 43% 38% 34% 34% 32% 68 56 44 32 20 Russia Poland South Africa Denmark Sweden United Kingdom Germany Belgium Portugal Netherlands Norway Italy Switzerland Ireland Hungary Luxembourg France 19
Perception of employee bargaining strength Å Notwithstanding the relatively weak economic conditions in some parts of the globe, many individuals remain optimistic about their own prospects in the employment market. If you were to consider changing jobs, would you feel you are in a good bargaining Perception position to of secure Employee a similar Bargaining or better Strength position? (% yes) Globally, more than two-thirds (69%) of workers feel that if they were to AMERICAS EMEA APAC ALL COUNTRIES change jobs, they are in a good bargaining position to secure a similar or better position. The highest level of security is in APAC (72%) and the Americas (71%), compared with 65% in EMEA. Generally, it seems that many employees feel confident about their individual prospects, armed with knowledge and information gained through online media and social networks. 71% 65% 72% 69% 20
Use of market intelligence in bargaining Å Even those who may not actually switch jobs use the insights they gain from the employment market to help advance their current career. Use Do you of market use your intelligence knowledge in bargaining of the employment market to bargain or negotiate with your current employer? (% yes) Among those who actively look for better job opportunities or evaluate the external jobs market, about half (49%) use this AMERICAS EMEA APAC ALL COUNTRIES knowledge to bargain or negotiate with their current employer. Those in the APAC region are the most active in leveraging market conditions for their benefit. 46% 46% 57% 49% 21
opportunity for promotion (by region) Å The priority of many workers in switching jobs may be in part explained by the relatively poor outlook that they foresee from staying in their current jobs. Within the next year, will you have the opportunity to progress your career or Opportunity for Promotion by region be promoted in your current organization? (% yes) Globally, less than one-third of workers (29%) feel they will have the opportunity to progress in their career or be promoted AMERICAS EMEA APAC ALL COUNTRIES in their current organization within the next year. The most optimistic are in the APAC region, where 43% feel they will have an opportunity to progress, significantly higher than in the Americas (29%) and EMEA (23%). 29% 23% 43% 29% 22
opportunity for promotion (by generation) Å Gen Y workers (35%) are much more optimistic about their chances of career advancement in their current positions than either Gen X (27%) or Baby Boomers (18%). Opportunity for Promotion by generation Within the next year, will you have the opportunity to progress your career or be promoted in your current organization? (% yes) GEN Y GEN X BABY BOOMERS 35% 27% 18% 23
Conclusion retaining talent Employees are eager to advance their careers and remain relevant. Even when they are happy in their jobs, there is a shift in the mindset toward job renewal, personal growth, and advancement. This represents a particular dilemma for employers who need to consider ways to keep their employees fresh and reduce the likelihood of attrition. The desire by employees to maximize personal opportunity is understandable, but it is strongly driven by cultural, geographic and economic factors that are closely tied to global economic conditions. Employees identify important differences in their relative bargaining strengths across the globe. What is also interesting is that regardless of their bargaining position, many believe that their personal prospects will improve, effectively avoiding the prevailing economic fallout. The most adept keep a close eye on conditions in labor markets, and use this to extract benefits from their employers. They possess a keen understanding that skills and experience in certain sectors are in high demand, that they are in a good bargaining position, and that working for multiple employers over time is considered an asset. For employers, this adds another layer of complexity managing a new breed of aspirational and dynamic employees whose talents are critical, but whose careers are in a perpetual state of motion. 24
About the kelly global workforce index The Kelly Global Workforce Index is an annual survey revealing opinions about work and the workplace. More than 168,000 people across the Americas, EMEA, and APAC regions responded to the 2012 survey. This survey was conducted by RDA Group on behalf of Kelly Services. About Kelly services Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 550,000 employees annually. Revenue in 2011 was $5.6 billion. Visit www.kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. Download The Talent Project, a free ipad app by Kelly Services. An Equal Opportunity Employer 2012 Kelly Services, Inc. X1642 kellyservices.com EXIT 25