Leveraging benefits-to-retain

2,756 views
2,672 views

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,756
On SlideShare
0
From Embeds
0
Number of Embeds
2,153
Actions
Shares
0
Downloads
14
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Leveraging benefits-to-retain

  1. 1. SHRM Survey Findings: State of Employee Benefits inthe Workplace—Leveraging Benefits to RetainEmployees January 10, 2013
  2. 2. Introduction• This is part four of a series of SHRM surveys examining the state of employee benefits in the workplace.• The following topics are included in this six-part series: 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 State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 2
  3. 3. Key FindingsLeveraging Benefits to Retain Employees at All Levels of the Organization• Do organizations leverage their benefits program to retain employees at all levels of the organization? One in five (20%) organizations reported leveraging their benefits program to retain employees.• What benefits offerings have been leveraged to retain employees at all levels of the organization? Organizations reported health care (72%) and retirement savings and planning (58%) were the benefits most frequently leveraged to retain employees.• In the next three to five years, what benefits offerings will increase in importance to help organizations retain all employees? Organizations indicated that retirement savings and planning and health care are the benefits that will increase in importance with respect to retaining employees. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 3
  4. 4. Key FindingsLeveraging Benefits to Retain Highly Skilled Employees• Are organizations leveraging their benefits program to retain highly skilled employees? About two out of 10 (19%) organizations reported leveraging their benefits program to retain highly skilled employees.• What benefits offerings have been leveraged to retain highly skilled employees? Health care (69%), professional and career development (54%), and retirement savings and planning (46%) were the benefits most frequently leveraged to retain these employees.• In the next three to five years, what benefits offerings will increase in importance to help organizations retain highly skilled employees? Organizations indicated that 1) retirement savings and planning and 2) flexible working benefits are the benefits that will increase in importance with respect to retaining highly skilled employees. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 4
  5. 5. Key FindingsLeveraging Employee Benefits to Retain High-Performing Employees• Do organizations leverage their benefits program to retain high-performing employees? One in five (20%) organizations reported leveraging their benefits program to retain high- performing employees.• What benefits offerings have been leveraged to retain high-performing employees? HR professionals reported health care (58%), professional and career development benefits (55%), flexible working benefits (48%), and retirement savings and planning benefits (47%) as the most frequently leveraged to retain these employees.• In the next three to five years, what benefits offerings will increase in importance to help organizations retain high-performing employees? Organizations indicated that 1) retirement savings and planning, 2) health care, and 3) professional and career development are the benefits that will increase in importance with respect to retaining high-performing employees. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 5
  6. 6. Leveraging Benefits to Retain Employees at All Levels of the Organization
  7. 7. Over the past 12 months, has your organization had difficulty retaining employees at all levels of the organization?Yes 25%No 75%Note: n = 389. Respondents who answered “not sure” were excluded for this analysis . State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 7
  8. 8. Over the past 12 months, has your organization leveraged your benefits program to retain employees at all levels of the organization?Yes 20%No 80%Note: n = 379. Respondents who answered “not sure” were excluded from this analysis . State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 8
  9. 9. Which of the following benefits has your organization leveraged to retain employees at all levels within your organization? Health care 72%Retirement savings and planning 58%Professional and career development benefits 39% Leave benefits 37%Flexible working benefits 35% Preventive health and 30% wellness Family-friendly benefits 27%Housing and relocation 20% benefits Note: n = 74. Respondents who answered “not sure” and those whose organizations did not leverage their benefits program to retain employees at all levels within the organization were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 9
  10. 10. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organization’s efforts to retain all levels of employees?Retirement savings and 70% 30% 0% planning Health care 70% 26% 4% Preventive health and 65% 32% 3% wellnessProfessional and career 64% 33% 3% development benefitsFlexible working benefits 63% 36% 1% Leave benefits 51% 46% 3% Family-friendly benefits 50% 49% 1%Housing and relocation 24% 62% 14% benefits Increase in importance Remain the same Decrease in importance Note: n = 58-74. Respondents who answered “not sure” and whose organization did not leverage their benefits program to retain employees at all levels within the organization were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 10
  11. 11. Leveraging Benefits to Retain Highly Skilled Employees
  12. 12. Definition• For the purpose of this survey, a highly skilled employee is defined as any employee with skills that are critical to the short- and long-term success of their operating unit or the organization. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 12
  13. 13. Over the past 12 months, has your organization had difficulty retaining highly skilled employees?Yes 27%No 73% Note: n = 389. Respondents who answered “not sure” were excluded for this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 13
  14. 14. Over the past 12 months, has your organization had difficulty retaining highly skilled employees?Comparisons by organization staff size• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to have haddifficulty retaining highly skilled employees over the past 12 months. Comparisons by organization staff size 1 to 99 employees (21%) 2,500 to 24,999 employees (42%) > 100 to 499 employees (20%) 500 to 2,499 employees (21%)Note: Only statistically significant differences are shown. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 14
  15. 15. Over the past 12 months, has your organization leveraged your benefits program to retain highly skilled employees?Yes 19%No 81% Note: n = 371. Respondents who answered “not sure” were excluded for this analysis . State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 15
  16. 16. Over the past 12 months, has your organization leveraged your benefits program to retain highly skilled employees?Comparisons by organization sector• Nonprofit organizations are more likely than publicly owned for-profit organizations to leverage their benefitsprogram to retain highly skilled employees. Comparisons by organization sector Nonprofit (23%) > Publicly owned for-profit (8%)Note: Only statistically significant differences are shown. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 16
  17. 17. Which of the following benefits has your organization leveraged to retain highly skilled employees? Health care 69%Professional and career development benefits 54%Retirement savings and planning 46%Flexible working benefits 44% Family-friendly benefits 35% Leave benefits 31% Preventive health and 27% wellnessHousing and relocation 11% benefits Note: n = 71. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to retain highly skilled employees were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 17
  18. 18. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organization’s efforts to retain highly skilled employees?Retirement savings and 70% 30% 0% planningFlexible working benefits 67% 31% 2% Health care 66% 31% 3%Professional and career 66% 31% 3% development benefits Preventive health and 59% 38% 3% wellness Family-friendly benefits 53% 44% 3% Leave benefits 49% 48% 3%Housing and relocation 27% 65% 8% benefits Increase in importance Remain the same Decrease in importance Note: n = 52-68. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to retain highly skilled employees were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 18
  19. 19. Leveraging Employee Benefits to Retain High- Performing Employees
  20. 20. Definition• For the purpose of this survey, a high-performing employee is defined as any employee ranked among the top 10% in the organization’s last performance review cycle. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 20
  21. 21. Over the past 12 months, has your organization had difficulty retaining high-performing employees?Yes 23%No 77% Note: n = 386. Respondents who answered “not sure” were excluded for this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 21
  22. 22. Over the past 12 months, has your organization leveraged your benefits program to retain high-performing employees?Yes 20%No 80% Note: n = 370. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 22
  23. 23. Which of the following benefits has your organization leveraged to retain high-performing employees? Health care 58%Professional and career development benefits 55%Flexible working benefits 48%Retirement savings and planning 47% Leave benefits 29% Family-friendly benefits 27% Preventive health and 26% wellnessHousing and relocation 21% benefits Note: n = 73. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to retain high-performing employees were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 23
  24. 24. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organization’s efforts to retain high performing employees?Retirement savings and 70% 30% 0% planning Health care 69% 28% 3%Professional and career 68% 29% 3% development benefitsFlexible working benefits 65% 33% 1% Preventive health and 57% 41% 1% wellness Family-friendly benefits 51% 46% 3% Leave benefits 49% 46% 4%Housing and relocation 23% 70% 7% benefits Increase in importance Remain the same Decrease in importance Note: n = 56-71. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to retain high-performing employees were excluded from this analysis. Percentages may not total 100% due to rounding. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 24
  25. 25. Organization Demographics State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 25
  26. 26. Demographics: Organization Staff Size 1 - 99 23% employees 100 - 499 employees 39% 500 - 2,499 22% employees 2,500 - 24,999 employees 13%25,000 or more employees 3% n = 447 State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 26
  27. 27. Demographics: Organization Sector Privately owned for- 51% profit Nonprofitorganization 22% Publicly owned for- 19% profitGovernment sector 8% n = 440 State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 27
  28. 28. Demographics: Organization Industry PercentageHealth care and social assistance 19%Manufacturing 19%Professional, scientific and technical services 17%Finance and insurance 11%Government agencies 9%Educational services 7%Retail trade 5%Accommodation and food services 4%Construction 4%Information 4%Religious, grantmaking, civic, professional and similar organizations 4%Transportation and warehousing 4%Whole trade 4%Administrative and support and waste management and remediation services 3%Arts, entertainment and recreation 3%Repair and maintenance 3%Agriculture, forestry, fishing and hunting 2%Mining 2%Real estate and rental and leasing 2%Utilities 2%Personal and laundry services 1%Note: n = 447. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 28
  29. 29. Demographics: OtherDoes your organization have U.S.-based Is your organization a single-unit organization or a multi-operations (business units) only, or does it unit organization?operate multinationally? Single-unit organization: An organization in which the location and the organization are 39% U.S.-based operations only 77% one and the same. Multi-unit organization: An organization that Multinational operations 23% 61% has more than one location. n = 447 n = 447 For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work What is the HR department/function for location or by both? which you responded throughout this survey? Multi-unit headquarters determines HR policies 62% Corporate (company-wide) 75% and practices Business unit/division 13% Each work location determines HR policies 5% and practices Facility/location 12% n = 286 A combination of both the work location and the multi-unit headquarters determines HR 34% policies and practices Note: n = 286. Percentages do not equal 100% due to rounding. State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 29
  30. 30. SHRM Survey Findings: State of Employee Benefits in the Workplace—Leveraging Benefits to Retain EmployeesSurvey Methodology• Response rate = 12%• 447 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey• Margin of error +/- 4%• Survey fielded March 1-April 6, 2012 State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012 30
  31. 31. About SHRM Research• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch• Follow us on Twitter @SHRM_ResearchProject leaders: Shawn Fegley, SPHR, survey research analyst, SHRM Research Christina Lee, intern, SHRM ResearchProject contributors: Mark Schmit, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, Survey Research Center, SHRM ResearchCopy editor: Katya Scanlan, SHRM Knowledge Center 31 State of Employee Benefits in the Workplace—Leveraging Benefits to Retain Employees ©SHRM 2012

×