1. SHRM Survey Findings: 2014 Strategic Benefits— Flexible Work Arrangements
January 22, 2015

2. Introduction
The 2014 Strategic Benefits Survey, administered annually since 2012 by the Society for Human Resource Management (SHRM), is used to determine whether various employee benefits are leveraged to recruit and retain top talent. This research study, split into a 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: Communicating Benefits
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

3. Key Findings
Availability and use of flexible work arrangements (FWAs): About one-half (52%) of respondents indicated their organization provided employees with the option to use FWAs.
In one-third (33%) of organizations that provided employees with the option to use FWAs, the majority (more than one-half) of employees at their organization were allowed to use FWAs, a decrease from 2013 (45%), but no change from 2012 (34%).
Employee use of FWAs: About one-third (31%) of respondents from organizations that provided employees with the option to use FWAs indicated employee participation increased last year compared with the year before; just 1% indicated employee participation had decreased.
Over two-fifths (45%) indicated their organization monitored employee participation rates for the FWAs offered, representing an increase from 2012 (38%).
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

4. What Do These Findings Mean for the HR Profession?
The use of FWAs by employees is on the rise, and this may be a sign that cultural barriers to using available flexible work options may be becoming less formidable. More employees may feel comfortable using the FWAs they have access to if the job market continues to improve and concerns about job security diminish. In addition, technological barriers are also less of an obstacle, making it possible to seamlessly do one’s work from anywhere.
Although about one-half of organizations provided employees with the option to use FWAs, there was a drop in the percentage of organizations reporting that the majority of their employees were actually allowed to use FWAs. It is important to understand the obstacles that may be affecting the employee use of FWAs provided by organizations. If this trend continues, a “have” and “have-nots” pattern of access to FWAs could develop. This could, in turn, have an impact on employee morale and engagement.
HR professionals will, however, need to continue to focus on cultural barriers that may influence participation rates. In particular, HR professionals need to work with line managers and organizational leaders to model flexibility in their own approaches to work and to demonstrate that those who do make use of FWAs are not penalized when it comes to promotions and career opportunities.
Over two-fifths of respondents from organizations that offer FWAs indicated their organization monitored employee participation rates for FWAs offered. This metric is likely to become a standard part of any organization reporting on workplace flexibility.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

5. Key Findings
FWAs
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

6. What do these findings mean for the HR profession?
Availability and Use of FWAs
What do these findings mean for the HR profession?
Does your organization provide employees with the option to use FWAs?
Are the majority (more than one-half) of employees at your organization allowed to use FWAs?
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.
Note: Response options provided were “yes/no/not sure.” Only respondents whose organizations provided employees with the option to use FWAs were asked this question. Respondents who indicated they were “not sure” were excluded from this analysis. Only “yes” responses are shown.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

7. What do these findings mean for the HR profession?
Employee Participation in and Monitoring the Use of FWAs
What do these findings mean for the HR profession?
How did employee participation in your organization’s FWAs change last year compared with the year before?
Does your organization monitor employee participation rates for the FWAs it offers?
Note: Only respondents whose organizations provided employees with the option to use FWAs were asked this question. Respondents who indicated they were “not sure” were excluded from this analysis.
Note: Response options provided were “yes/no/not sure.” Only respondents whose organizations provided employees with the option to use FWAs were asked this question. Respondents who indicated they were “not sure” were excluded from this analysis. Only “yes” responses are shown.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

8. Demographics Key Findings
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

9. Demographics: Organization Industry
Percentage
Manufacturing
27%
Professional, scientific and technical services
14%
Health care and social assistance
Finance and insurance
12%
Government agencies 9%
Educational services 7%
Transportation and warehousing 5%
Construction
Real estate and rental and leasing
Retail trade 4%
Utilities 3%
Note: n = 320. Percentages do not total 100% due to multiple response options.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

10. Key Fin Demographics: Organization Industry (Continued) Percentage
Mining, quarrying, and oil and gas extraction 3%
Arts, entertainment and recreation
Wholesale trade
Repair and maintenance
Accommodation and food services 2%
Administrative and support, and waste management and remediation services
Agriculture, forestry, fishing and hunting
Information
Religious, grant-making, civic, professional and similar organizations
Personal and laundry services 0%
Other industry 8%
Note: n = 320. Percentages do not total 100% due to multiple response options.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

11. Key Fin Demographics: Organization Sector n = 317
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

12. Key Fin Demographics: Organization Staff Size n = 304
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

13. Key Fin Demographics: Other
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
Is your organization a single-unit organization or a multi-unit organization?
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%
U.S.-based operations only
75%
Multinational operations
25%
n = 319
n = 320
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
What is the HR department/function for which you responded throughout this survey?
Multi-unit headquarters determines HR policies and practices.
58%
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.
39%
Corporate (companywide)
79%
Business unit/division
12%
Facility/location 9%
n = 208
n = 207
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

14. Survey Methodology Survey Methodology Response rate = 10%
380 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey
Margin of error +/- 5%
Survey fielded April-May 2014
Survey Methodology
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

15. About SHRM Research
For more survey/poll findings, visit shrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch Follow us on
Project lead:
Karen Wessels, researcher, SHRM Research
Project contributors:
Evren Esen, director, SHRM-SCP, Survey Programs, SHRM Research
Alexander Alonso, Ph.D., SHRM-SCP, vice president, SHRM Research
Jennifer Schramm, manager, SHRM-SCP, Workforce Trends and Forecasting, SHRM Research
Copy editor:
Katya Scanlan, SHRM Knowledge Center
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

16. 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.
2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015