kgwi autonomous and empowered workforce
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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.TRANSCRIPT
168
,0
00 people
30 countriesrelease: SEPT 2012
THE AUTONOMOUS AND EMPOWERED WORKFORCE
kelly Global workforce index™
69% think they’ll secure a similar or better position
53% fa
vor c
ha
nging
employers to advance their career
54% feel they are in a position of high demand
70% think multiple employers are an asset
49 % are always on the lookout for new
opportunities
THE NEW bREED OF ASPiRATiONAl AND DyNAMiC EMPlOyEES
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
2Kelly Global Workforce Index™
3Kelly Global Workforce Index™
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
CONTENTS
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).
4Kelly Global Workforce Index™
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.
lOyAlTy OR OPPORTUNiTy: CRUNCH TiME FOR EMPlOyEES
SECTiON 1
5Kelly Global Workforce Index™
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.
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.
To what extent do you agree or disagree that a ‘career-for-life’ with one employer is relevant? (% agree)Relevance of a career for life by region
AMERICAS EMEA
49% 21%
APAC ALL COUNTRIES
29% 31%
6Kelly Global Workforce Index™
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 career-
for-life as relevant, compared with 29%
of Gen X and 28% of Baby Boomers.
To what extent do you agree or disagree that a ‘career-for-life’ with one employer is relevant? (% agree)Relevance of a career for life by generation
32% 29% 28%
GEN Y GEN X BABY BOOMERS
7Kelly Global Workforce Index™
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-the-
move 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.
The trend is most pronounced in APAC
(55%) and EMEA (54%), where more than
half favor changing employers, compared
with 48% in the Americas.
in terms of career growth and skill development, is it more important to you to remain with your existing employer or change employers?
10%
20%
30%
40%
50%
60%
Don't Know
Change employers
Remain with existing employer
All countriesAPACEMEAAmericas
Importance of switching employers OPTION 2
Remain with existing employer
Don’t know
Change employers
8Kelly Global Workforce Index™
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.
Those in EMEA (73%) are the most
resolute about the benefits of experience
with multiple employers, ahead of those
in APAC (70%) and the Americas (65%).
Do you consider work experience with multiple employers to be an asset or a limitation relative to your career growth/advancement? (% yes)Benefits of multiple employers by region
AMERICAS EMEA
65% 73%
APAC ALL COUNTRIES
70% 70%
9Kelly Global Workforce Index™
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.
Do you consider work experience with multiple employers to be an asset or a limitation relative to your career growth/advancement? (% asset)
Benefits of multiple employers by P/T and non P/T
74% 66%
PROFESSIONAL/TECHNICAL
NON-PROFESSIONAL/
TECHNICALALL WORKERS
70%
10Kelly Global Workforce Index™
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).
bENEFiTS OF MUlTiPlE EMPlOyERS (by SKill SET—DETAil)
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
Benefits of multiple employers - Industry V2
77%
77%
76%
75%
74%
74%
74%
73%
73%
70%
68%
67%
66%
64%
50.00 58.75 67.50 76.25 85.00
Light Industrial
Office/Clerical
Call Center/Customer Service
Administrative
Education
Law
Healthcare
Science
IT
Engineering
Finance & Accounting
Sales
Security Clearance
Marketing
11Kelly Global Workforce Index™
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.
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.
Do you actively look for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes)Perpetual Job Search by region
AMERICAS EMEA
40% 53%
APAC ALL COUNTRIES
54% 49%
12Kelly Global Workforce Index™
PERPETUAl jOb SEARCH: THE AMERiCAS
Å Within the Americas, approximately
half of those in Mexico and Puerto
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.
Do you actively look for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes)
36%36%50%51%
25.000
29.375
33.750
38.125
42.500
46.875
51.250
55.625
60.000
Can
ada
Uni
ted
Sta
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Pue
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Ric
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Mex
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Perpetual Job Search - Americas
13Kelly Global Workforce Index™
PERPETUAl jOb SEARCH: APAC
Å Within the APAC region, Indonesia has
the most active job seekers, with almost
three-quarters constantly searching for new
positions. Also high on the list are China,
Malaysia, Hong Kong, and Singapore.
Do you actively look for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes)
74% 61% 56% 52% 50% 46% 42% 41% 35%
20.000000
29.285714
38.571429
47.857143
57.142857
66.428571
75.714286
85.000000
Thai
land
New
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Aus
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Ind
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Sing
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Ho
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Mal
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Perpetual Job Search - APAC
14Kelly Global Workforce Index™
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.
Do you actively look for better job opportunities or evaluate the external job market even when you are happy in a job? (% yes)
PERPETUAl jOb SEARCH: EMEA
64% 62% 60% 58% 57% 56% 55% 54% 52% 51% 49% 48% 48% 47% 44% 43% 37%
25
34
43
52
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Den
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Swed
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Perpetual Job Search - EMEA
15Kelly Global Workforce Index™
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.
DEMAND FOR jObS AND bARGAiNiNG STRENGTH
SECTiON 2
16Kelly Global Workforce Index™
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.
Confidence is highest in the Americas and
the APAC regions (both 62%), compared
with 45% in EMEA.
HiGH DEMAND iN THE MARKETPlACE (by REGiON)
To what degree do you feel you may be in a position of high demand in the marketplace, in terms of your skill set/experience? (% high demand)High demand in the marketplace by region
AMERICAS EMEA
62% 45%
APAC ALL COUNTRIES
62% 54%
17Kelly Global Workforce Index™
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.
HiGH DEMAND iN THE MARKETPlACE: THE AMERiCAS
To what degree do you feel you may be in a position of high demand in the marketplace, in terms of your skill set/experience? (% high demand)
54%54%72%84%
40.000
46.875
53.750
60.625
67.500
74.375
81.250
88.125
95.000
Can
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Uni
ted
Sta
tes
Pue
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Ric
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Mex
ico
High demand in the marketplace - Americas
18Kelly Global Workforce Index™
Å Within APAC, worker confidence is
strongest in the powerhouse economies
of Indonesia, China, Thailand, India,
and Malaysia. Workers’ perceptions of
demand for their skills and experience
in countries such as Australia and
New Zealand are relatively weaker.
HiGH DEMAND iN THE MARKETPlACE: APAC
To what degree do you feel you may be in a position of high demand in the marketplace, in terms of your skill set/experience? (% high demand)
73% 69% 68% 68% 66% 52% 51% 48% 43%
20.000000
29.285714
38.571429
47.857143
57.142857
66.428571
75.714286
85.000000
New
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Aus
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ia
Sing
apo
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Ho
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ong
Mal
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Ind
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Thai
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High demand in the marketplace - APAC
19Kelly Global Workforce Index™
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.
HiGH DEMAND iN THE MARKETPlACE: EMEA
To what degree do you feel you may be in a position of high demand in the marketplace, in terms of your skill set/experience? (% high demand)
73% 58% 58% 53% 53% 46% 45% 45% 45% 44% 44% 43% 43% 38% 34% 34% 32%
20
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High demand in the marketplace - EMEA
20Kelly Global Workforce Index™
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.
Globally, more than two-thirds (69%)
of workers feel that if they were to
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.
if you were to consider changing jobs, would you feel you are in a good bargaining position to secure a similar or better position? (% yes)Perception of Employee Bargaining Strength
AMERICAS EMEA
71% 65%
APAC ALL COUNTRIES
72% 69%
21Kelly Global Workforce Index™
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.
Among those who actively look for better
job opportunities or evaluate the external
jobs market, about half (49%) use this
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.
Do you use your knowledge of the employment market to bargain or negotiate with your current employer? (% yes)Use of market intelligence in bargaining
AMERICAS EMEA
46% 46%
APAC ALL COUNTRIES
57% 49%
22Kelly Global Workforce Index™
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.
Globally, less than one-third of workers
(29%) feel they will have the opportunity
to progress in their career or be promoted
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%).
Within the next year, will you have the opportunity to progress your career or be promoted in your current organization? (% yes)Opportunity for Promotion by region
AMERICAS EMEA
29% 23%
APAC ALL COUNTRIES
43% 29%
23Kelly Global Workforce Index™
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%).
Within the next year, will you have the opportunity to progress your career or be promoted in your current organization? (% yes)Opportunity for Promotion by generation
35% 27% 18%
GEN Y GEN X BABY BOOMERS
24Kelly Global Workforce Index™
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.
CONClUSiON
RETAiNiNG TAlENT
25Kelly Global Workforce Index™
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.
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®.
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