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

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Presentation on theme: "January 22, 2015 SHRM Survey Findings: 2014 Strategic Benefits— Flexible Work Arrangements."— Presentation transcript:

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

2 2 Introduction 2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015 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

3 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%) Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015 Key Findings

4 42014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015 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. What Do These Findings Mean for the HR Profession?

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

6 6 What do these findings mean for the HR profession? Availability and Use of FWAs Are the majority (more than one-half) of employees at your organization allowed to use FWAs? Does your organization provide employees with the option 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 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

7 7 What do these findings mean for the HR profession? Employee Participation in and Monitoring the Use of FWAs Does your organization monitor employee participation rates for the FWAs it offers? How did employee participation in your organization’s FWAs change last year compared with the year before? 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 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

8 8 Key Findings Demographics

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

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

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

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

13 13 Key Fin Demographics: Other n = 319 U.S.-based operations only75% Multinational operations25% Does your organization have U.S.- based operations (business units) only, or does it operate multinationally? n = 320 n = 207 n = 208 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. 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/division12% Facility/location9% What is the HR department/function for which you responded throughout this survey? 2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015

14 14 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 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015 Survey Methodology

15 15 About SHRM Research For more survey/poll findings, visit shrm.org/surveysshrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch shrm.org/customizedresearch Follow us on Twitter 2014 Strategic Benefits Survey—Flexible Work Arrangements ©SHRM 2015 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

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


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