Professional Documents
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wave 2
mobility index
India Mexico China France Argentina Turkey UK Swiss Poland Spain Australia Canada US Italy Sweden Japan Belgium Greece Norway Czech Republic Netherlands Denmark Hungary Germany Luxemburg Slovakia 146 125 122 112 112 111 111 109 108 107 107 107 102 101 101 101 100 100 99 97 95 94 93 89 83 52
Amongst all the countries surveyed, India has the highest index of 146. This is in line with the findings that emerged in all the previous six quarterly surveys conducted since Q1 2010. While the finding per se is not new, its consistent trend over six surveys confirms that the war for talent continues to be a major challenge for organizations in India. The findings are similar in Mexico and China as well. This is despite a compensation increase that a majority of the organizations have effected (or planning to increase) in 2011, in the backdrop of a better economic environment for a majority of the sectors. The mobility index is least in Slovakia followed by Luxembourg and Germany indicating least employee churn. The index for US and UK are 102 and 111 respectively, implying moderate employee churn. These findings are further corroborated by low to moderate factual job change and lower confidence levels in finding a new job respectively.
mobility by
focus on development
82% 74% 68% 74% 81% 74%
mobility by
government employed
Women
all India
Men
by gender
? that their organization devotes a lot of time and attention to employees work related development. 74% feel ? (82%) are more positive about their employers development focus than men (68%). Women ? By education, people with moderate education (81%) have more development opportunities, followed by people with high education ? The development focus is relatively higher amongst the government organizations (81%). Private sector organizations focus on
(74%). People with low education have lower development opportunities (57%).
employed elsewhere
all India
mobility by
My organisation meets all my requirements for education and training in order to develop myself further
86% 74% 67% 78% 74% 71% 70% 66% 75% 70% 73% 69%
89%
67%
34%
500K - 1000K 200K - 500K 90K - 200K
< 90,000
> 1000K
Bangalore
Women
all India
all India
by income groups
by gender
Men
by location
? that their career demands more education and training and a nearly equal 70% believe that their organization meets their 74% feel ? By Income groups, education and training are not considered essential amongst those who earn more than Rs.10 Lakhs (34%). People ?70% who believe that their organization meets their requirements on education and training, the scores are higher amongst Out of ? Organizations based in Bangalore (89%) are more focused on training than those in Delhi (69%), Mumbai (73%) and Chennai (67%).
earning less than Rs. 10 Lakhs consider education and training essential for a better career.
mobility by
working abroad
67% 58% 58%
63%
63%
All India
Bangalore
Chennai
Delhi
Mumbai
? A moderate 63% feel that more people will leave to work abroad. ?in Bangalore (58%) and Chennai (58%) feel less excited about working abroad compared to Mumbai (63%) and Delhi (67%). People
Chennai
Mumbai
all India
Delhi
mobility by
retirement plan
80% 76%
Happy to work a further 2 years beyond my official retirement age
Happy to work a further 2 years beyond my official retirement age, but only if I would earn 5% more
Education - Moderate
18-24 years
25-34 years
35-44 years
45-54 years
by age
55-64 years
by education
? 10 employees are happy to work 2 years beyond their retirement age. 5% 8 out of ?in the higher age groups of 45 54 (89%) and 54 64 (100%) are happier to People ? More people with High education (82%) intend to work beyond the retirement age,
work beyond their retirement age compared to people in lower age groups.
compared to those with moderate education (75%). All those with low education (100%) intend to work beyond their retirement.
Education - High
Education - Low
employee development is the key focus for both government and private sector organisations
With respect to attraction, most organizations are believed to have a well qualified talent pool to fill their vacancies. However, attrition is seen as a major problem as a majority of those who leave an organization are believed to be good performers. While attraction is seen as easy, attrition is quite uneasy. The focus on employee development is good, particularly amongst women employees vis--vis men. Interestingly, government organizations are well focused on employee development, given improved management and performance of many government owned organizations in the past few years. The focus on development is good amongst the private sector organizations as it has always been. Education and training are seen as the important building blocks to build ones career, particularly amongst those who earn less than 10 lakhs per annum. This opinion is not shared as much amongst those who earn more than 10 lakhs per annum, perhaps due to career advancements experienced by them. With respect to education and training, a majority believe that their organizations meet their expectations. By location, employees working in Bangalore seem to have experienced better education and training initiatives by their organizations compared to those in Chennai, Delhi and Mumbai. Traditionally, going abroad for work has always been an attractive career option for a majority of people. However, the findings suggest that only a moderate 63% of those surveyed feel that more people will go abroad for work. By location, people in Bangalore and Chennai feel that fewer people will go abroad for work compared to those in Mumbai and Delhi, suggesting perhaps that these two locations offer good career opportunities locally. With respect to retirement, while the common notion is to not work, the survey findings suggest that a majority would like to work for at-least two years beyond their retirement age and a 5% higher pay for the post-retirement work is welcome. People in the higher age groups of 45 54 years and 54 64 years who are the first ones to retire - are the most keen to work beyond their retirement, relative to those in the lower age groups. By education level of those surveyed, it is interesting to note that a majority with high education intend to work beyond their retirement age, perhaps due to the opportunities for their skills and experience. This is followed by those with lower education level, who intend to work beyond their retirement age, where perhaps it is a necessity. A new retirement plan seems to be emerging, which is to work! In the years to come, the retiring employees could emerge as a potential talent pool for the corporates, to address their needs, selectively, for well experienced people and also address their problems of retention.
The work monitor is aimed at a scientific understanding of employees intent to change jobs over the next six months. While this is the central objective of the study, a few other aspects relating to job mobility such as confidence in finding another job, job loss fear, satisfaction with employer and a few other related aspects have also been studied. Essentially, the work monitor is a lead indicator on employee mobility that can enable organizational preparedness for future scenarios. The study was conducted across 72,453 employees in 26 countries covering a statistically significant sample. The findings of the study have been indexed to have an easier understanding of the employee mobility intent. The mobility index is derived based on employees responses to two questions about their intent to change their job the first question is about changing the current employer for a comparable job in the next six months and the second question is about changing their current employer for a different job / profession in the next six months.
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