Suche senden
Hochladen
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
•
Als PPTX, PDF herunterladen
•
1 gefällt mir
•
3,178 views
S
shrm
Folgen
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
Weniger lesen
Mehr lesen
Personalbeschaffung & Personalwesen
Melden
Teilen
Melden
Teilen
1 von 22
Jetzt herunterladen
Empfohlen
Flexible work-arrangements
Flexible work-arrangements
shrm
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
shrm
SHRM Health Care Reform 2015 Update
SHRM Health Care Reform 2015 Update
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Health care
Health care
shrm
SHRM/EBRI 2014 Health Benefits Survey
SHRM/EBRI 2014 Health Benefits Survey
John Smith
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
shrm
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
shrm
Empfohlen
Flexible work-arrangements
Flexible work-arrangements
shrm
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
shrm
SHRM Health Care Reform 2015 Update
SHRM Health Care Reform 2015 Update
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Health care
Health care
shrm
SHRM/EBRI 2014 Health Benefits Survey
SHRM/EBRI 2014 Health Benefits Survey
John Smith
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
shrm
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
shrm
Leveraging benefits-to-retain
Leveraging benefits-to-retain
shrm
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
shrm
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
shrm
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
shrm
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
shrm
2014 employee-financial-stress-final
2014 employee-financial-stress-final
shrm
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
shrm
Shrm us travel-vacation-benefits-workplace-impact
Shrm us travel-vacation-benefits-workplace-impact
shrm
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
shrm
Shrm poll military employmentfinal
Shrm poll military employmentfinal
shrm
Shrm health-care-reform-challenges-strategies
Shrm health-care-reform-challenges-strategies
shrm
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
shrm
2014 shrm employment verification survey findings
2014 shrm employment verification survey findings
shrm
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
shrm
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
shrm
Workplace wellness-initiatives-survey-findings
Workplace wellness-initiatives-survey-findings
shrm
Shrm 2013 survey findings resume v5
Shrm 2013 survey findings resume v5
shrm
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
shrm
Preparing for-an-aging-workforce-gap-analysis-research
Preparing for-an-aging-workforce-gap-analysis-research
shrm
SHRM Survey Findings
SHRM Survey Findings
shrm
2013 benefits strategies leveraging-benefits-to-retain
2013 benefits strategies leveraging-benefits-to-retain
shrm
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
shrm
Weitere ähnliche Inhalte
Was ist angesagt?
Leveraging benefits-to-retain
Leveraging benefits-to-retain
shrm
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
shrm
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
shrm
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
shrm
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
shrm
2014 employee-financial-stress-final
2014 employee-financial-stress-final
shrm
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
shrm
Shrm us travel-vacation-benefits-workplace-impact
Shrm us travel-vacation-benefits-workplace-impact
shrm
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
shrm
Shrm poll military employmentfinal
Shrm poll military employmentfinal
shrm
Shrm health-care-reform-challenges-strategies
Shrm health-care-reform-challenges-strategies
shrm
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
shrm
2014 shrm employment verification survey findings
2014 shrm employment verification survey findings
shrm
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
shrm
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
shrm
Workplace wellness-initiatives-survey-findings
Workplace wellness-initiatives-survey-findings
shrm
Shrm 2013 survey findings resume v5
Shrm 2013 survey findings resume v5
shrm
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
shrm
Preparing for-an-aging-workforce-gap-analysis-research
Preparing for-an-aging-workforce-gap-analysis-research
shrm
SHRM Survey Findings
SHRM Survey Findings
shrm
Was ist angesagt?
(20)
Leveraging benefits-to-retain
Leveraging benefits-to-retain
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Carr...
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
Part 2: Strategic Benefits--Flexible Work Arrangements (FWAs)
2014 employee-financial-stress-final
2014 employee-financial-stress-final
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
Shrm us travel-vacation-benefits-workplace-impact
Shrm us travel-vacation-benefits-workplace-impact
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
Shrm poll military employmentfinal
Shrm poll military employmentfinal
Shrm health-care-reform-challenges-strategies
Shrm health-care-reform-challenges-strategies
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
2014 shrm employment verification survey findings
2014 shrm employment verification survey findings
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
Workplace wellness-initiatives-survey-findings
Workplace wellness-initiatives-survey-findings
Shrm 2013 survey findings resume v5
Shrm 2013 survey findings resume v5
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
Preparing for-an-aging-workforce-gap-analysis-research
Preparing for-an-aging-workforce-gap-analysis-research
SHRM Survey Findings
SHRM Survey Findings
Andere mochten auch
2013 benefits strategies leveraging-benefits-to-retain
2013 benefits strategies leveraging-benefits-to-retain
shrm
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
shrm
Telework 101
Telework 101
Global Workplace Analytics
Results-Based Management, The Key to Making Flexible / Mobile Work Work
Results-Based Management, The Key to Making Flexible / Mobile Work Work
Global Workplace Analytics
Building a flexible workplace
Building a flexible workplace
Anu Murthy
Planning And Monitoring The Process
Planning And Monitoring The Process
ahmad bassiouny
The ROI of Workplace Well-Being
The ROI of Workplace Well-Being
Global Workplace Analytics
Motivation At Modern Work Places
Motivation At Modern Work Places
smateen
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Exec...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Exec...
shrm
The Ongoing Impact of the Recession—California Recruiting and Skill Gaps
The Ongoing Impact of the Recession—California Recruiting and Skill Gaps
shrm
SHRM Survey Findings: 2013 Holiday/Year-End Activities
SHRM Survey Findings: 2013 Holiday/Year-End Activities
shrm
The Ongoing Impact of the Recession—California Financial Health and Hiring
The Ongoing Impact of the Recession—California Financial Health and Hiring
shrm
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring
SHRMRESEARCH
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
SHRMRESEARCH
Shrm economic-conditions-recruiting-skills-gaps
Shrm economic-conditions-recruiting-skills-gaps
SHRMRESEARCH
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedules
shrm
SHRM 2015 Holiday Schedule
SHRM 2015 Holiday Schedule
shrm
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
shrm
Shrm economic-conditions-recruiting-skills-gaps-ca
Shrm economic-conditions-recruiting-skills-gaps-ca
SHRMRESEARCH
Changing Employee Skills and Education Requirements—Education Levels of Today...
Changing Employee Skills and Education Requirements—Education Levels of Today...
shrm
Andere mochten auch
(20)
2013 benefits strategies leveraging-benefits-to-retain
2013 benefits strategies leveraging-benefits-to-retain
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
Telework 101
Telework 101
Results-Based Management, The Key to Making Flexible / Mobile Work Work
Results-Based Management, The Key to Making Flexible / Mobile Work Work
Building a flexible workplace
Building a flexible workplace
Planning And Monitoring The Process
Planning And Monitoring The Process
The ROI of Workplace Well-Being
The ROI of Workplace Well-Being
Motivation At Modern Work Places
Motivation At Modern Work Places
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Exec...
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Exec...
The Ongoing Impact of the Recession—California Recruiting and Skill Gaps
The Ongoing Impact of the Recession—California Recruiting and Skill Gaps
SHRM Survey Findings: 2013 Holiday/Year-End Activities
SHRM Survey Findings: 2013 Holiday/Year-End Activities
The Ongoing Impact of the Recession—California Financial Health and Hiring
The Ongoing Impact of the Recession—California Financial Health and Hiring
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-recruiting-skills-gaps
Shrm economic-conditions-recruiting-skills-gaps
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedules
SHRM 2015 Holiday Schedule
SHRM 2015 Holiday Schedule
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
Shrm economic-conditions-recruiting-skills-gaps-ca
Shrm economic-conditions-recruiting-skills-gaps-ca
Changing Employee Skills and Education Requirements—Education Levels of Today...
Changing Employee Skills and Education Requirements—Education Levels of Today...
Ähnlich wie 2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Recruit Employees
shrm
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
shrm
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
shrm
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
shrm
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstoretain
shrm
Ee benefits ca-benefitstorecruit
Ee benefits ca-benefitstorecruit
shrm
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstoretain
shrm
Ee benefits ca-benefitstorecruit
Ee benefits ca-benefitstorecruit
shrm
Shrm mhfcu-financial-wellness-2014 - final
Shrm mhfcu-financial-wellness-2014 - final
shrm
Shrm mhfcu-financial-wellness-2014-final
Shrm mhfcu-financial-wellness-2014-final
shrm
Shrm survey findings-strategic-benefits-wellness-initiatives
Shrm survey findings-strategic-benefits-wellness-initiatives
SHRMRESEARCH
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015
shrm
2013 benefits strategies communicating benefits
2013 benefits strategies communicating benefits
shrm
Shrm survey findings_strategic-benefits-health-care
Shrm survey findings_strategic-benefits-health-care
SHRMRESEARCH
2013 benefits strategies communicating benefits
2013 benefits strategies communicating benefits
shrm
2013 benefit strategies health-care
2013 benefit strategies health-care
shrm
SHRM’s 2014 Strategic Benefits Survey: Health Care
SHRM’s 2014 Strategic Benefits Survey: Health Care
shrm
Talent Engagement Global Survey
Talent Engagement Global Survey
guitartp
Ähnlich wie 2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
(20)
Strategic Benefits--Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Recruit Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
2013 benefits strategies leveraging-benefits-to-recruit
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstorecruit
Ee benefits ca-benefitstorecruit
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstoretain
Ee benefits ca-benefitstorecruit
Ee benefits ca-benefitstorecruit
Shrm mhfcu-financial-wellness-2014 - final
Shrm mhfcu-financial-wellness-2014 - final
Shrm mhfcu-financial-wellness-2014-final
Shrm mhfcu-financial-wellness-2014-final
Shrm survey findings-strategic-benefits-wellness-initiatives
Shrm survey findings-strategic-benefits-wellness-initiatives
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015
2013 benefits strategies communicating benefits
2013 benefits strategies communicating benefits
Shrm survey findings_strategic-benefits-health-care
Shrm survey findings_strategic-benefits-health-care
2013 benefits strategies communicating benefits
2013 benefits strategies communicating benefits
2013 benefit strategies health-care
2013 benefit strategies health-care
SHRM’s 2014 Strategic Benefits Survey: Health Care
SHRM’s 2014 Strategic Benefits Survey: Health Care
Talent Engagement Global Survey
Talent Engagement Global Survey
Mehr von shrm
Policies on Politics in the Workplace
Policies on Politics in the Workplace
shrm
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
shrm
2013 Office Pool Survey
2013 Office Pool Survey
shrm
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success final
shrm
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
shrm
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
shrm
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
shrm
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_final
shrm
The Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates
shrm
Preparing for an Aging Workforce: A Gap Analysis
Preparing for an Aging Workforce: A Gap Analysis
shrm
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
shrm
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
shrm
Strategic Benefits--Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Recruit Employees
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
shrm
Mehr von shrm
(15)
Policies on Politics in the Workplace
Policies on Politics in the Workplace
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
2013 Office Pool Survey
2013 Office Pool Survey
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success final
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_final
The Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates
Preparing for an Aging Workforce: A Gap Analysis
Preparing for an Aging Workforce: A Gap Analysis
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
Strategic Benefits--Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Recruit Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
1.
October 15, 2015 SHRM
Survey Findings: 2015 Strategic Benefits— Leveraging Benefits to Recruit Employees
2.
2 Introduction The 2015 Strategic
Benefits Survey is part of a survey series administered annually since 2012 by the Society for Human Resource Management (SHRM). This research is used to determine whether various employee benefits are leveraged to recruit and retain top talent. The six-part series features the following topics: Part 1: Wellness Initiatives Part 2: Flexible Work Arrangements Part 3: Health Care Part 4: Leveraging Benefits to Retain Employees Part 5: Leveraging Benefits to Recruit Employees Part 6: Assessment and Communication of Benefits Definitions For the purpose of this survey, a highly skilled employee was defined as any employee with skills that are critical to the short- and long-term success of his or her operating unit or organization. 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 Introduction and Definitions
3.
Employees at All
Levels of the Organization • Difficulty recruiting employees at all levels: About two-fifths (38%) of respondents indicated their organizations had difficulty recruiting employees at all levels of the organization in the past 12 months, a statistically significant increase from 2013 (26%) and 2012 (23%). • Leveraging benefits to recruit employees at all levels of the organization: About two-fifths (38%) of respondents indicated their organizations leveraged their benefits program to recruit employees at all levels of the organization in the past 12 months, a statistically significant increase from 2013 (26%) and 2012 (29%). 3 Key Findings 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
4.
Employees at All
Levels of the Organization (continued) • Change in importance of benefits to recruit employees at all levels of the organization in the next three to five years: About two-thirds of respondents thought health care benefits (66%) would increase in importance in their organizations’ efforts to recruit employees at all levels of the organization in the next three to five years. More than one-half indicated the same for retirement savings and planning (59%), financial and compensation (53%), flexible working (52%), and professional and career development (50%) benefits. About two-fifths (42%) of respondents indicated preventive health and wellness benefits would increase in importance to recruit employees at all levels of the organization, a statistically significant decrease from 2014 (63%); just one-fifth (22%) of respondents indicated the same for family-friendly benefits, a statistically significant decrease from 2014 (47%) and 2013 (50%). 4 Key Findings (continued) 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
5.
Highly Skilled Employees •
Difficulty recruiting highly skilled employees: More than one-half (55%) of respondents indicated their organizations had difficulty recruiting highly skilled employees in the past 12 months. • Leveraging benefits to recruit highly skilled employees: Two-fifths (40%) of respondents indicated their organizations leveraged their benefits program to recruit highly skilled employees in the past 12 months, a statistically significant increase from 2013 (30%). • Change in importance of benefits to recruit highly skilled employees in the next three to five years: About two- thirds of respondents believed health care benefits (69%) would increase in importance when recruiting highly skilled employees in the next three to five years; more than one-half reported the same for financial and compensation (59%), flexible working (56%), retirement savings and planning (55%), and professional and career development (54%) benefits. About one-third (32%) of respondents indicated housing and relocation benefits would become more important to recruit highly skilled employees in the future, up from 12% in 2013; one-quarter indicated the same for family-friendly benefits (24%), down from 47% in 2014 and 55% in 2013. 5 Key Findings (continued) 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
6.
• The use
of benefits as a recruiting tool by HR professionals has increased and is not coincidental, given the rise in recruiting difficulty in recent years. In addition to these survey findings that show an increase in recruiting difficulty, SHRM’s Leading Indicators of National Employment (LINE) survey, which tracks recruiting difficulty in the manufacturing and service sectors, has shown similar results. September 2015 marked the 18th straight month that the recruiting difficulty metric rose in both sectors on an annual basis, according to LINE historical data.1 • As the competition for talent remains heightened, at a time when there has been little growth in base salaries, HR professionals should use benefits as a means of attracting skilled professionals. This total rewards approach to staffing management should include such benefits as health care, retirement savings and planning, financial and compensation, flexible work, and professional career development benefits, which the majority of HR professionals agreed will all increase in importance during the next three to five years as part of recruitment strategies. • Health care remains the most highly valued benefit for job seekers. HR professionals should devote increased attention to this benefit and its role in the recruitment process, particularly as they face increased requirements associated with the Patient Protection and Affordable Care Act (PPACA). More than four out of five HR professionals already leverage health care benefits for recruitment purposes. 6 What Do These Findings Mean for the HR Profession? 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 1 September 2015 Leading Indicators of National Employment Survey Report by SHRM.
7.
7 Key Findings Leveraging Benefits
to Recruit Employees
8.
82015 Strategic Benefits
Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 38% 33% 26% 23% 2015 (n = 344, 325) 2014 (n = 306, 305) 2013 (n = 351, 341) 2012 (n = 394, 377) 38% 29% 26% 29% Comparison of Difficulty Recruiting and Leveraging Benefits to Recruit Employees at All Levels of the Organization in the Past 12 Months 1, 2 1, 2 Organizations That Leveraged Their Benefits Program to Recruit Employees at All Levels of the Organization in the Past 12 Months Organizations That Reported Difficulty Recruiting Employees at All Levels of the Organization in the Past 12 Months Note: Response options provided were “yes/no/not sure.” Respondents who indicated they were “not sure” were excluded from this analysis. Only “yes” responses are shown. 1Statistically significant difference from 2013. 2Statistically significant difference from 2012.
9.
9 What do these
findings mean for the HR profession? Benefits Positively Leveraged to Recruit Employees at All Levels of the Organization 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 84% 69% 51% 40% 85% 72% 42% 48% 45% 81% 70% 50% 45% 80% 63% 38% 31% Health care benefits Retirement savings and planning benefits Leave benefits Financial and compensation benefits* Professional and career development benefits 2015 (n = 124) 2014 (n = 86) 2013 (n = 88) 2012 (n = 108) 35% 31% 25% 14% 36% 43% 34% 21% 43% 33% 33% 24% 30% 29% 27% 19% Flexible working benefits Preventive health and wellness benefits Family-friendly benefits Housing and relocation benefits Note: Respondents whose organizations leveraged their benefits to recruit employees at all levels of the organization were asked this question. Respondents who answered “not sure” were excluded from this analysis. *New item on the Strategic Benefits Survey
10.
10 What do these
findings mean for the HR profession? Change in Importance of Benefits in the Next Three to Five Years to Recruit Employees at All Levels of the Organization 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 Preventive health and wellness benefits 52% 67% 50% 56% 62% 52% 53% 64% 63% 59% 63% 66% 66% 47% 32% 50% 40% 37% 47% 46% 35% 35% 41% 37% 32% 34% 1% 1% 1% 4% 1% 1% 1% 1% 1% 0% 0% 1% 0% 2013 2014 2015 2013 2014 2015 2015 2013 2014 2015 2013 2014 2015 Housing and relocation benefits Leave benefits Family-friendly benefits Professional and career development benefits Flexible working benefits Health care benefits Retirement savings and planning benefits 11% 16% 21% 50% 47% 22% 30% 30% 31% 59% 63% 42% 71% 69% 67% 49% 52% 75% 67% 70% 67% 39% 37% 57% 18% 16% 12% 1% 1% 3% 4% 0% 2% 2% 0% 1% 2013 2014 2015 2013 2014 2015 2013 2014 2015 2013 2014 2015 Increase in importance Remain the same Decrease in importance Financial and compensation benefits* Note: 2015 n = 86-106; 2014 n = 58-79; 2013 n = 65-88. Respondents whose organizations leveraged their benefits to recruit employees at all levels of the organization were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentages may not total 100% due to rounding. 1Statistically significant difference from 2014. 2Statistically significant difference from 2013. *New item on the 2015 Strategic Benefits Survey 1,2 1,2 11
11.
40% 32% 30% 31% 55% 56% 50% 49% 2015 (n =
344, 319) 2014 (n = 305, 302) 2013 (n = 353, 343) 2012 (n = 400, 379) 11 What do these findings mean for the HR profession? Comparison of Difficulty Recruiting and Leveraging Benefits to Recruit Highly Skilled Employees in the Past 12 Months 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 1 Note: Response options provided were “yes/no/not sure.” Respondents who indicated they were “not sure” were excluded from this analysis. Only “yes” responses are shown. 1Statistically significant difference from 2013. Organizations That Leveraged Their Benefits Program to Recruit Highly Skilled Employees in the Past 12 Months Organizations That Reported Difficulty Recruiting Highly Skilled Employees in the Past 12 Months
12.
12 What do these
findings mean for the HR profession?Benefits Positively Leveraged to Recruit Highly Skilled Employees 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 82% 66% 45% 41% 77% 57% 55% 49% 36% 70% 61% 46% 55% 75% 58% 34% 33% Health care benefits Retirement savings and planning benefits Financial and compensation benefits* Leave benefits Flexible working benefits 2015 (n = 128) 2014 (n = 91) 2013 (n = 104) 2012 (n = 116) 39% 28% 23% 23% 51% 32% 26% 25% 41% 25% 33% 35% 41% 24% 23% 28% Professional and career development benefits Preventive health and wellness benefits Housing and relocation benefits Family-friendly benefits Note: Respondents whose organizations leveraged their benefits to recruit employees at all levels of the organization were asked this question. Respondents who answered “not sure” were excluded from this analysis. *New item on the Strategic Benefits Survey
13.
13 What do these
findings mean for the HR profession? Change in Importance of Benefits in the Next Three to Five Years to Recruit Highly Skilled Employees 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 Preventive health and wellness benefits Housing and relocation benefits Leave benefits Family-friendly benefits Retirement savings and planning benefits Health care benefits 55% 47% 24% 38% 38% 30% 12% 20% 32% 47% 52% 43% 45% 52% 73% 61% 60% 70% 75% 66% 61% 51% 48% 56% 0% 1% 3% 1% 2% 0% 13% 14% 8% 2% 0% 1% 2013 2014 2015 2013 2014 2015 2013 2014 2015 2013 2014 2015 Increase in importance Remain the same Decrease in importance Financial and compensation benefits* 56% 65% 54% 70% 61% 55% 65% 63% 56% 59% 66% 57% 69% 43% 34% 45% 30% 37% 44% 33% 37% 43% 41% 33% 41% 31% 1% 1% 1% 0% 2% 1% 2% 0% 1% 0% 1% 2% 0% 2013 2014 2015 2013 2014 2015 2013 2014 2015 2015 2013 2014 2015 Professional and career development benefits Flexible working benefits Note: 2015 n = 66-116; 2014 n = 65-88; 2013 n = 77-100. Respondents whose organizations leveraged their benefits to recruit employees at all levels of the organization were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentages may not total 100% due to rounding. 1Statistically significant difference from 2014. 2Statistically significant difference from 2013. *New item on the Strategic Benefits Survey 1,2 1,2 2
14.
2015 Strategic Benefits
Survey—Leveraging Benefits to Retain Employees ©SHRM 2015 14 Key Findings Demographics
15.
15 Note: n =
361. Percentages do not total 100% due to multiple response options. Percentage Manufacturing 23% Health care and social assistance 16% Professional, scientific and technical services 12% Finance and insurance 10% Government agencies 8% Educational services 7% Transportation and warehousing 6% Retail trade 6% Construction 5% Utilities 4% Mining, quarrying, and oil and gas extraction 4% Demographics: Organization Industry 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
16.
16 Key FinDemographics: Organization
Industry (continued) Note: n = 361. Percentages do not total 100% due to multiple response options. Percentage Wholesale trade 4% Administrative and support, and waste management and remediation services 4% Real estate and rental and leasing 3% Accommodation and food services 3% Religious, grant-making, civic, professional and similar organizations 3% Arts, entertainment and recreation 2% Repair and maintenance 2% Information 2% Agriculture, forestry, fishing and hunting 1% Personal and laundry services 0% Other industry 11% 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
17.
17 Key FinDemographics: Organization
Sector 57% 18% 13% 9% 3% Privately owned for-profit Nonprofit Publicly owned for-profit Government Other n = 355 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015
18.
18 Key FinDemographics: Organization
Staff Size n = 343 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 30% 35% 21% 10% 4% 1 to 99 employees 100 to 499 employees 500 to 2,499 employees 2,500 to 24,999 employees 25,000 or more employees
19.
19 Key FinDemographics: Other 2015
Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 n = 359 U.S.-based operations only 77% Multinational operations 23% Does your organization have U.S.-based operations (business units) only, or does it operate multinationally? n = 360 n = 226 n = 226 Single-unit organization: An organization in which the location and the organization are one and the same. 38% Multi-unit organization: An organization that has more than one location. 62% Is your organization a single-unit organization or a multi-unit organization? For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? Multi-unit headquarters determines HR policies and practices. 56% Each work location determines HR policies and practices. 3% A combination of both the work location and the multi-unit headquarters determines HR policies and practices. 41% Corporate (companywide) 75% Business unit/division 11% Facility/location 14% What is the HR department/function for which you responded throughout this survey?
20.
20 SHRM Survey Findings: Survey
Methodology SHRM Survey Findings: Strategic Benefits—Leveraging Benefits to Recruit Employees 2015 Strategic Benefits Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 Survey Methodology: • Response rate = 12% • 461 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey • Margin of error +/- 5% • Survey fielded May-June 2015 Project Lead: Karen Wessels, researcher, workforce planning, SHRM Research Project Contributors: Evren Esen, director, SHRM-SCP, Survey Programs, SHRM Research Bruce Elliott, manager, SHRM-SCP, Compensation and Benefits Joseph Coombs, senior analyst, workforce trends, SHRM Research
21.
212015 Strategic Benefits
Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 Additional SHRM Resources Health Care Reform Resource Page: shrm.org/healthcare For more survey/poll findings, visit shrm.org/surveys For more information about SHRM’s Research Services: » Customized Research Service, visit shrm.org/customizedresearch » Engagement Survey Service, visit shrm.org/peopleinsight » Customized Benchmarking Service, visit shrm.org/benchmarks Follow us on Twitter @SHRM_Research
22.
222015 Strategic Benefits
Survey—Leveraging Benefits to Recruit Employees ©SHRM 2015 About SHRM Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.
Jetzt herunterladen