Ict work life balance final

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Ict work life balance final

  1. 1. SHRM Survey Findings: Work/Life BalancePolicies July 12, 2012
  2. 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. 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. 4. Organizations with Formal Work/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 4
  5. 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. 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. 7. Organizations with Informal Work/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 7
  8. 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. 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. 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. 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. 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. 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. 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. 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. 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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