KGWI Autonomous and Empowered Workforce

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™


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).


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


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%


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


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


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%


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%


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


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%


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

tes

Pue

rto

Ric

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Mex

ico

Perpetual Job Search - Americas


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.


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

Zea

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Aus

tral

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Ind

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Sing

apo

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Ho

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Mal

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Perpetual Job Search - APAC


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

64% 62% 60% 58% 57% 56% 55% 54% 52% 51% 49% 48% 48% 47% 44% 43% 37%

25

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43

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Perpetual Job Search - EMEA


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


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%


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

ada

Uni

ted

Sta

tes

Pue

rto

Ric

o

Mex

ico

High demand in the marketplace - Americas


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


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

Zea

land

Aus

tral

ia

Sing

apo

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Ho

ng K

ong

Mal

aysi

a

Ind

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Thai

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Chi

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High demand in the marketplace - APAC


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


73% 58% 58% 53% 53% 46% 45% 45% 45% 44% 44% 43% 43% 38% 34% 34% 32%

20

32

44

56

68

80

Fran

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High demand in the marketplace - EMEA


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%


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%


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%


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


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


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®.

EXIT

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KGWI Autonomous and Empowered Workforce