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Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
Ict   work life balance final
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Ict work life balance final

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  • 1. SHRM Survey Findings: Work/Life BalancePolicies July 12, 2012
  • 2. Definitions Wireless communication devices: For the purposes of this survey, wireless communication devices include cell phones, smart phones (e.g., Blackberry, iPhone, Android), tablets (e.g., iPad, Archos, PlayBook) and similar communication devices. Work/life balance policies: For the purposes of this survey, work/life balance policies include programs that encourage flexible employee work arrangements that emphasize the value of making work and life responsibilities more manageable for employees. Work/Life Balance Policies ©SHRM 2012 2
  • 3. Key Findings How prevalent are work/life balance policies? Twenty-four percent of organizations have a formal work/life balance policy in place, whereas approximately one-half of organizations (52%) have an informal work/life balance policy. What elements are included in work/life balance policies? Working during vacation time was included in almost one-half of formal work/life balance policies (47%) and in over three-fifths of informal policies (62%). Working during sick time was also included in roughly one-third of formal policies (34%) and one-half of informal policies (54%). What are supervisors/management doing to encourage employees to take time away from work to recharge? The majority of organizations (80%) indicated that their supervisors/managers encourage a healthy work/life balance within their unit/work group. Approximately two-thirds of supervisors/managers (67%) encourage employees to ask for help when necessary, and roughly one- quarter of supervisors/managers (26%) discourage employees from answering e-mails or phone calls via their wireless communication devices during nonworking hours. Work/Life Balance Policies ©SHRM 2012 3
  • 4. Organizations with Formal Work/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 4
  • 5. Does your organization have a formal (i.e., written) work/life balance policy? Yes 24% No 76% Note: n = 327. Respondents who answered “not sure” were excluded from this analysis. Work/Life Balance Policies ©SHRM 2012 5
  • 6. Please indicate the elements included in your formal work/life policy: PercentageWorking during vacation time 47%Working over a specified number of hours per week in the office or away 43%from the office for both exempt and nonexempt employeesWorking during sick time 34%Flexible work arrangements* 10%Other 9%Note: n = 79. Only respondents whose organizations have formal work/life policies were asked this question. Percentages do not equal100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 6
  • 7. Organizations with Informal Work/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 7
  • 8. Does your organization have an informal (e.g., management practices) work/lifebalance policy demonstrating organizational commitment to the importance ofemployees taking time away from work to recharge? Yes 52% No 48% Note: n = 254. Respondents who answered “not sure” were excluded from this analysis. Only respondents whose organizations do not have formal work/life policies were asked this question. Work/Life Balance Policies ©SHRM 2012 8
  • 9. Please indicate the elements included in your informal work/life policy: PercentageWorking during vacation time 62%Working during sick time 54%Working over a specified number of hours per week in the office or away 41%from the office for both exempt and nonexempt employeesFlexible work arrangements* 9%Other 8%Note: n = 133. Only respondents whose organizations have informal work/life policies were asked this question. Percentages do not equal100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 9
  • 10. Which management practices are utilized to encourage employees to take timeaway from work to recharge? PercentageSupervisors/managers encourage a healthy work/life balance within their 80%unit/work group.Supervisors/managers encourage employees to ask for help whennecessary (e.g., when employee finds that he/she needs to work beyond 67%specified work hours).Supervisors/managers discourage employees from answering e-mails orphone calls via their wireless communication devices during nonworking 26%hours (e.g., weekends, evenings, holidays).Supervisors/managers encourage the use of PTO/vacation and sick leave.* 7%The organization has days or time when e-mail is not used (e.g., “E-mail- 1%Free Fridays”, “No e-mail weekends”).Other 4%Note: n = 84. Only respondents whose organizations have informal work/life policies were asked this question. Percentages do not equal100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 10
  • 11. Demographics: Organization Industry PercentageManufacturing 17%Finance and insurance 17%Health care and social assistance 12%Professional, scientific and technical services 10%Other service except public administration 9%Educational services 6%Public administration 5%Retail trade 4%Construction 3%Information, publishing industries 3%Religious, grant-making, civic professional and similar organizations 3%Transportation and warehousing 2%Note: n = 332. Percentages do not equal 100% due to multiple response options. Work/Life Balance Policies ©SHRM 2012 11
  • 12. Demographics: Organization Industry (continued) PercentageWholesale trade 2%Utilities 2%Accommodation and food services 2%Administrative and support and waste management and remediation services 2%Real estate, rental and leasing 2%Arts, entertainment and recreation 1%Agriculture, forestry, fishing and hunting 1%Mining 1%Repair and maintenance 1%Management of companies and enterprises 1%Personal and laundry services *Note: n = 332. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates < 1%. Work/Life Balance Policies ©SHRM 2012 12
  • 13. Demographics: Organization Sector Privately owned for-profit organization 49% Publicly owned for-profit organization 22% Nonprofit organization 19% Government sector 7% Other 3% n = 332 Work/Life Balance Policies ©SHRM 2012 13
  • 14. Demographics: Organization Staff Size 1 to 99 employees 26% 100 to 499 employees 31% 500 to 2,499 employees 16% 2,500 to 24,999 employees 22% 25,000 or more employees 5% n = 330 Work/Life Balance Policies ©SHRM 2012 14
  • 15. Demographics: OtherDoes your organization have U.S.-based Is your organization a single-unit organization or aoperations (business units) only, or does multi-unit organization?it operate multinationally? Single-unit organization: An organizationU.S.-based operations only 74% in which the location and the 33% organization are one and the same.Multinational operations 26%n = 329 Multi-unit organization: An organization 67% that has more than one location. n = 331What is the HR department/function for For multi-unit organizations, are HR policies andwhich you responded throughout this practices determined by the multi-unitsurvey? headquarters, by each work location or by both?Corporate (companywide) 70% Multi-unit headquarters determines HR 52%Business unit/division 14% policies and practices.Facility/location 16% Each work location determines HR 3% policies and practices.n = 230 A combination of both the work location and the multi-unit headquarters 45% determines HR policies and practices. n = 230 Work/Life Balance Policies ©SHRM 2012 15
  • 16. SHRM Survey Findings: Work/Life Balance Policies Methodology  Response rate = 12%  Sample composed of 332 randomly selected HR professionals from SHRM’s membership  Margin of error +/-5%  Survey fielded June 9 – June 27, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_ResearchProject leader:Robert Boyd, survey research analyst, SHRM ResearchProject contributors:Mark Schmit, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, SHRM ResearchChristina Lee, SHRM ResearchCopy Editor:Katya Scanlan, SHRM Knowledge Center Work/Life Balance Policies ©SHRM 2012 16

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