SHRM Survey Findings: Changing Employee Skills and Education Requirements—Education and Career AdvancementIn collaboration...
Introduction• This is the third part of a series of SHRM/Achieve survey findings titled “Changing Employee  Skills and Edu...
Key Findings•   Are employees with only a high school diploma or equivalent able to advance their careers? Yes, in    many...
Key Findings•   Overall across industries, what type of additional training do employees at various job levels need in    ...
Key Findings•   Overall across industries, what type of additional education do employees at various job levels need in   ...
Are employees that are hired with a high school diploma or equivalent—with no                    further education, postse...
Generally, at your organization, what are the career pathways                                  available for employees wit...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 training do employees at your organizat...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
For each of the employee categories below, what type of additional                 education do employees at your organiza...
SHRM Survey Findings:                 Changing Employee Skills and Education                 Requirements—Education and Ca...
SHRM Survey Findings:          Changing Employee Skills and Education RequirementsAbout SHRM Research• For more survey/pol...
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Changing Employee Skills and Education Requirements—Education and Career Advancement

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Changing Employee Skills and Education Requirements—Education and Career Advancement

  1. 1. SHRM Survey Findings: Changing Employee Skills and Education Requirements—Education and Career AdvancementIn collaboration with and commissioned by Achieve October 3, 2012
  2. 2. Introduction• This is the third part of a series of SHRM/Achieve survey findings titled “Changing Employee Skills and Education Requirements.” These results look at education and career advancement.• The following nine industries were included in the sample. Overall results are reported first, followed by industry-specific results for the following industries:  Construction, mining, oil and gas  Federal government  Finance  Health  High-tech  Manufacturing  Professional services  State and local government  Nonprofessional services SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 2
  3. 3. Key Findings• Are employees with only a high school diploma or equivalent able to advance their careers? Yes, in many cases they can advance. Overall, 87% of organizations reported that employees with a high school diplomas or equivalent are eligible for promotion at least some of the time, with 23% saying that these employees are “always” eligible for promotion.• What are the most common career pathways available for employees with only a high school diploma or equivalent and with no further education, postsecondary certification or credentials? Promotions up to an hourly supervisor/team lead position (43%) and one-step promotions (39%) are the most common career paths available for such employees across all organizations. However, 38% of organizations said that the opportunities for such employees were “endless,” depending on the aptitude and work ethic of the employee.• What are the industries in which employees with only a high school diploma or equivalent are most likely to be able to advance in their careers? Manufacturing (57%), health (50%) and state/local government (48%) were most likely to offer such employees promotions up to hourly supervisor/team lead positions. However, nonprofessional services (53%), high-tech (51%) and finance (51%) were most likely to say that the possibilities were endless for such employees with the right aptitude and work ethic. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 3
  4. 4. Key Findings• Overall across industries, what type of additional training do employees at various job levels need in order to advance in a career pathway? – Labor, low-skilled: Job-specific training (56%), followed by technical training, including math and science training (21%), and remedial education (20%). – Labor, skilled: Job-specific training (61%), followed by other professional development (31%) and technical training, including math and science training (30%). – Administrative/secretarial: Job-specific training (69%), followed by other professional development (58%) and technical training, including math and science training (15%). – Salaried individual contributor/professional: Other professional development (76%), followed by job-specific training (58%) and technical training, including math and science training (15%). – Management: Other professional development (81%), followed by job-specific training (50%) and technical training, including math and science training (10%). – Executive: Other professional development (63%), followed by job-specific training (31%). Only a small number (7%) said technical training would be needed for this group. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 4
  5. 5. Key Findings• Overall across industries, what type of additional education do employees at various job levels need in order to advance in a career pathway? – Labor, low-skilled: Attainment of postsecondary certification/credentials (30%), an associate’s degree (13%) and a bachelor’s degree or above (8%). – Labor, skilled: Attainment of postsecondary certification/credentials (30%), an associate’s degree (20%) and a bachelor’s degree or above (15%). – Administrative/secretarial: Attainment of a bachelor’s degree or above (30%), an associate’s degree (27%) and postsecondary certification/credentials (19%). – Salaried individual contributor/professional: Attainment of a bachelor’s degree or above (51%) followed by postsecondary certification/credentials (13%) and an associate’s degree (8%) – Management: Attainment of a bachelor’s degree or above (51%), distantly followed by postsecondary certification/credentials (9%) and an associate’s degree (5%). – Executive: Attainment of a bachelor’s degree or above (39%). Beyond that, there were few additional education requirements for this group (only 5% said attainment of postsecondary certification/credentials would be needed). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 5
  6. 6. Are employees that are hired with a high school diploma or equivalent—with no further education, postsecondary certification or credentials—eligible for promotions OR career advancement at your organization? All industries (n = 3,542) 2% 12% 37% 27% 23% Finance (n = 379) 2% 8% 30% 30% 30% Construction, mining, oil and gas (n = 0% 9% 31% 32% 28% 371) Nonprofessional Services (n = 260) 1% 7% 36% 28% 28% High-tech (n = 317) 2% 15% 32% 20% 31% Federal government (n = 199) 3% 10% 37% 27% 24% Manufacturing (n = 438) 2% 10% 40% 26% 22% State/local government (n = 599) 1% 11% 41% 29% 18% Professional services (n = 525) 4% 16% 36% 24% 19% Health (n = 454) 2% 18% 44% 22% 14% Never Rarely Some of the time Most of the time AlwaysNote: Percentages may not total 100% due to rounding. Respondents who answered “Not sure” were excluded from this analysis. Industries aresorted in descending order by the sum of the “Always” and “Most of the time” response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 6
  7. 7. Generally, at your organization, what are the career pathways available for employees with only a high school diploma or equivalent with no further education, postsecondary certification or credentials? Construction, Non- All Mining, Oil Federal Health High- professional Professional State/Local Industries and Gas Government Finance (n = Tech Manufacturing Services Services Government (n = 3,451) (n = 368) (n = 193) (n = 369) 444) (n = 306) (n = 429) (n = 256) (n = 500) (n = 586)Promotions up toan hourlysupervisor/team 43% 45% 38% 34% 50% 29% 57% 43% 34% 48%lead positionOne-steppromotions 39% 32% 44% 34% 46% 38% 45% 35% 37% 42%Endless,depends onpersons aptitude 38% 49% 41% 51% 23% 51% 31% 53% 34% 26%and work ethicLateral moves 38% 30% 41% 33% 47% 38% 39% 36% 34% 40%Promotions up toa managementlevel, but nottypically beyond 25% 29% 28% 27% 19% 18% 30% 29% 17% 30%a frontlinemanager levelOther 4% 4% 8% 4% 4% 5% 4% 2% 6% 4%Note: Percentages may not total 100% due to multiple response options. Only respondents who indicated that employees with a high school diploma orequivalent were eligible for promotions or career advancement were asked this question. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement 7 ©SHRM 2012
  8. 8. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? All Industries 20% 21% Labor, low-skilled 56% (n = 3,350) 19% 4% 29% 10% Remedial education (e.g., basic 30% math, communication skills) Labor, skilled 61% (n = 3,353) 31% Technical training, including 2% 25% math and science education 10% Job-specific training 15%Administrative/secretarial 69% (n = 3,392) 58% 4% Other professional development 5% 4% Salaried individual 15% No promotions available 58% contributor/professional 76% (n = 3,410) 2% 8% N/A; no training needed 4% 10% Management 50% (n = 3,446) 81% 3% 7% 3% 7% Executive 31% (n = 3,414) 63% 13% 18%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 8
  9. 9. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Construction, Mining, Oil and Gas 29% 28% Labor, low-skilled 73% (n = 344) 18% 3% 11% 17% Remedial education (e.g., basic 41% math, communication skills) Labor, skilled 82% (n = 347) 36% Technical training, including 1% 6% math and science education 17% 21% Job-specific trainingAdministrative/secretarial 72% (n = 346) 60% 4% 3% Other professional development 6% Salaried individual 17% 57% No promotions available contributor/professional 76% (n = 343) 3% 9% N/A; no training needed 8% 12% Management 53% (n = 349) 83% 3% 7% 5% 8% Executive 33% (n = 347) 62% 14% 20%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 9
  10. 10. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Federal Government 17% 26% Labor, low-skilled 56% (n = 191) 20% 4% 29% Remedial education (e.g., basic 8% math, communication skills) 29% Labor, skilled 67% (n = 190) 34% Technical training, including 2% math and science education 21% 9% Job-specific training 19%Administrative/secretarial 67% (n = 192) 56% 3% Other professional development 6% 1% Salaried individual 15% No promotions available 56% contributor/professional 74% (n = 189) 2% 9% N/A; no training needed 2% 9% Management 49% (n = 191) 84% 2% 4% 0% 6% Executive 29% (n = 192) 63% 11% 17%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 10
  11. 11. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Finance 9% 7% Labor, low-skilled 30% (n = 339) 11% 5% 58% 6% Remedial education (e.g., basic 12% Labor, skilled 34% math, communication skills) (n = 335) 17% 4% Technical training, including 56% math and science education 13% 12% Job-specific trainingAdministrative/secretarial 77% (n = 362) 50% 3% 5% Other professional development 6% Salaried individual 14% 66% No promotions available contributor/professional 70% (n = 363) 2% 7% N/A; no training needed 6% 12% Management 62% (n = 368) 81% 1% 5% 5% 8% Executive 46% (n = 359) 75% 7% 10%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 11
  12. 12. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Health 23% 25% Labor, low-skilled 60% (n = 429) 22% 4% 21% 8% Remedial education (e.g., basic 30% math, communication skills) Labor, skilled 64% (n = 428) 31% Technical training, including 4% 20% math and science education 8% Job-specific training 16%Administrative/secretarial 68% (n = 430) 61% 3% Other professional development 3% 2% Salaried individual 12% No promotions available 53% contributor/professional 83% (n = 435) 2% 4% N/A; no training needed 3% 6% Management 43% (n = 442) 85% 2% 5% 1% 4% Executive 23% (n = 438) 61% 17% 18%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 12
  13. 13. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? High-tech 10% 14% Labor, low-skilled 38% (n = 312) 18% 6% 52% Remedial education (e.g., basic 7% math, communication skills) 25% Labor, skilled 51% (n = 316) 26% Technical training, including 4% math and science education 38% 8% Job-specific training 13%Administrative/secretarial 69% (n = 322) 58% 4% Other professional development 8% 2% Salaried individual 22% No promotions available 68% contributor/professional 76% (n = 329) 0% 8% N/A; no training needed 3% 12% Management 54% (n = 327) 82% 1% 9% 2% 9% Executive 34% (n = 327) 69% 8% 18%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 13
  14. 14. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Manufacturing 36% 35% Labor, low-skilled 80% (n = 420) 22% 0% 6% Remedial education (e.g., basic 16% math, communication skills) 50% Labor, skilled 80% (n = 423) 45% Technical training, including 0% math and science education 3% 10% Job-specific training 16%Administrative/secretarial 62% (n = 413) 63% 3% Other professional development 5% 5% Salaried individual 19% No promotions available 56% contributor/professional 81% (n = 418) 2% N/A; no training needed 6% 5% 13% Management 48% (n = 422) 81% 3% 7% 3% 8% Executive 29% (n = 417) 62% 15% 18%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 14
  15. 15. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Nonprofessional Services 27% 14% Labor, low-skilled 68% (n = 245) 23% 1% 19% 11% Remedial education (e.g., basic 23% math, communication skills) Labor, skilled 62% (n = 243) 28% Technical training, including 1% 26% math and science education 10% Job-specific training 11%Administrative/secretarial 70% (n = 245) 53% 2% Other professional development 8% 8% Salaried individual 11% No promotions available 57% contributor/professional 67% (n = 244) 1% N/A; no training needed 15% 8% 10% Management 55% (n = 249) 76% 4% 8% 6% 8% Executive 34% (n = 244) 57% 14% 21%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 15
  16. 16. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Professional Services 11% 14% Labor, low-skilled 36% (n = 512) 14% 5% 51% Remedial education (e.g., basic 5% math, communication skills) 17% Labor, skilled 42% Technical training, including (n = 511) 23% 4% math and science education 45% Job-specific training 7% 11%Administrative/secretarial 69% (n = 521) 56% Other professional development 5% 7% 3% No promotions available Salaried individual 16% 58% contributor/professional 74% N/A; no training needed (n = 528) 4% 6% 3% 11% Management 49% (n = 531) 79% 6% 7% 2% 6% Executive 32% (n = 532) 64% 13% 17%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 16
  17. 17. For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? State/Local Government 22% 26% Labor, low-skilled 63% (n = 558) 22% 5% 20% 10% Remedial education (e.g., basic 35% math, communication skills) Labor, skilled 69% (n = 560) 39% Technical training, including 2% 14% math and science education 9% Job-specific training 16%Administrative/secretarial 68% (n = 561) 61% 3% Other professional development 5% 4% Salaried individual 13% No promotions available 54% contributor/professional 76% (n = 561) 4% 7% N/A; no training needed 3% 8% Management 45% (n = 567) 80% 5% 7% 2% 6% Executive 26% (n = 558) 56% 16% 22%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 17
  18. 18. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? All Industries 30% 13% Labor, low-skilled 0% (n = 3,282) 5% 56% 30% 20% Attainment of postsecondary Labor, skilled 15% (n = 3,286) certification/credential(s) 3% 48% Attainment of an associate’s 19% degree 27%Administrative/secretarial 30% Attainment of a bachelor’s (n = 3,307) 5% degree or above 38% 13% No promotions available Salaried individual 8% contributor/professional 51% (n = 3,332) 4% N/A; no education needed 34% 9% 5% Management 51% (n = 3,347) 5% 37% 5% 1% Executive 39% (n = 3,303) 14% 43%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 18
  19. 19. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Construction, Mining, Oil and Gas 37% 7% Labor, low-skilled 6% (n = 337) 5% 54% 38% 16% Attainment of postsecondary Labor, skilled 11% (n = 339) certification/credential(s) 2% 47% Attainment of an associate’s 23% degree 27%Administrative/secretarial 22% Attainment of a bachelor’s (n = 338) 5% degree or above 42% 14% No promotions available Salaried individual 9% contributor/professional 46% (n = 341) 4% N/A; no education needed 39% 12% 6% Management 44% (n = 340) 4% 42% 7% 2% Executive 32% (n = 339) 14% 50%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 19
  20. 20. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Federal Government 30% 18% Labor, low-skilled 11% (n = 185) 4% 51% 34% 20% Attainment of postsecondary Labor, skilled certification/credential(s) 19% (n = 183) 3% 41% Attainment of an associate’s 18% degree 28%Administrative/secretarial Attainment of a bachelor’s 30% (n = 186) 4% degree or above 37% No promotions available 11% Salaried individual 7% contributor/professional 51% N/A; no education needed (n = 184) 4% 35% 9% 3% Management 48% (n = 187) 7% 38% 6% 1% Executive 40% (n = 185) 11% 45%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 20
  21. 21. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Finance 11% 6% Labor, low-skilled 4% (n = 337) 4% 79% 13% 9% Attainment of postsecondary Labor, skilled 6% (n = 333) certification/credential(s) 3% 74% Attainment of an associate’s 14% degree 21%Administrative/secretarial 24% Attainment of a bachelor’s (n = 344) 3% degree or above 51% 14% No promotions available Salaried individual 10% contributor/professional 42% (n = 356) 2% N/A; no education needed 41% 11% 7% Management 48% (n = 359) 3% 39% 8% 2% Executive 47% (n = 353) 9% 38%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 21
  22. 22. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Health 45% 20% Labor, low-skilled 13% (n = 422) 5% 39% 39% 30% Attainment of postsecondary Labor, skilled certification/credential(s) 21% (n = 423) 3% 33% Attainment of an associate’s degree 22% 36% Attainment of a bachelor’sAdministrative/secretarial 37% (n = 422) 5% degree or above 25% No promotions available 10% Salaried individual 9% contributor/professional 65% N/A; no education needed (n = 431) 5% 20% 8% 4% Management 60% (n = 426) 5% 29% 4% 1% Executive 36% (n = 424) 18% 43%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 22
  23. 23. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? High-tech 18% 12% Labor, low-skilled 6% (n = 311) 6% 66% 22% 18% Labor, skilled Attainment of postsecondary 17% (n = 316) 4% certification/credential(s) 53% Attainment of an associate’s 19% degree 25%Administrative/secretarial 30% Attainment of a bachelor’s (n = 315) 5% 39% degree or above 12% No promotions available Salaried individual 6% contributor/professional 52% (n = 315) 1% N/A; no education needed 37% 8% 3% Management 53% (n = 320) 3% 39% 5% 1% Executive 44% (n = 317) 9% 43%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 23
  24. 24. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Manufacturing 37% 17% Labor, low-skilled 12% (n = 402) 4% 49% 38% Labor, skilled 28% Attainment of postsecondary 23% certification/credential(s) (n = 409) 3% 32% Attainment of an associate’s 17% degree 32%Administrative/secretarial Attainment of a bachelor’s 34% (n = 404) 3% degree or above 35% No promotions available 10% Salaried individual 11% contributor/professional 58% N/A; no education needed (n = 404) 3% 30% 5% 6% Management 59% (n = 408) 3% 35% 4% 2% Executive 43% (n = 400) 15% 40%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 24
  25. 25. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Nonprofessional Services 25% 9% Labor, low-skilled 7% (n = 243) 2% 66% 24% 12% Labor, skilled 10% (n = 242) 1% Attainment of postsecondary 61% certification/credential(s) 12% 21% Attainment of an associate’sAdministrative/secretarial degree 20% (n = 242) 4% Attainment of a bachelor’s 54% degree or above 10% Salaried individual 9% No promotions available contributor/professional 39% (n = 240) 3% 46% N/A; no education needed 7% 6% Management 43% (n = 245) 4% 45% 3% 1% Executive 38% (n = 237) 15% 46%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 25
  26. 26. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Professional Services 18% 10% Labor, low-skilled 8% (n = 501) 7% 66% 17% 13% Labor, skilled 15% (n = 499) 5% Attainment of postsecondary 59% certification/credential(s) 19% Attainment of an associate’s 20% degreeAdministrative/secretarial 32% (n = 517) 8% Attainment of a bachelor’s 37% degree or above 17% No promotions available Salaried individual 5% contributor/professional 43% (n = 515) 7% N/A; no education needed 38% 10% 3% Management 45% (n = 516) 8% 40% 7% 1% Executive 35% (n = 509) 14% 46%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 26
  27. 27. For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? State/Local Government 40% 15% Labor, low-skilled 8% (n = 544) 6% 45% 39% 26% Labor, skilled 15% (n = 542) 3% 38% Attainment of postsecondary certification/credential(s) 23%Administrative/secretarial 29% Attainment of an associate’s 32% degree (n = 539) 4% 33% Attainment of a bachelor’s 13% degree or above Salaried individual 9% No promotions available contributor/professional 54% (n = 546) 5% 31% N/A; no education needed 8% 5% Management 54% (n = 546) 6% 33% 4% 1% Executive 38% (n = 539) 18% 41%Note: Percentages do not total 100% due to multiple response options. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 27
  28. 28. SHRM Survey Findings: Changing Employee Skills and Education Requirements—Education and Career Advancement In collaboration with and commissioned by AchieveSurvey Methodology• Response rate = 18%• 4,695 HR professional respondents from a randomly selected sample of nine different industries in SHRM’s membership  Construction, mining, oil and gas = 491  Manufacturing = 526  Federal government = 356  Professional services = 492  Finance = 530  State and local government = 848  Health = 526  Nonprofessional services = 479  High-tech = 447• Margin of error +/-1%• Survey fielded March 28-April 30, 2012 SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 28
  29. 29. SHRM Survey Findings: Changing Employee Skills and Education RequirementsAbout 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_Research SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012 29
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