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Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
Changing Employee Skills and Education Requirements—Minimum Education Requirements
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Changing Employee Skills and Education Requirements—Minimum Education Requirements

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  • 1. SHRM Survey Findings:Changing Employee Skills and EducationRequirements—Minimum Education RequirementsIn collaboration with and commissioned by Achieve October 3, 2012
  • 2. Introduction• This is the first part of a series of SHRM/Achieve survey findings titled “Changing Employee Skills and Education Requirements.” These results look at the minimum education requirements for current, recently hired and future full-time equivalent (FTE) employees.• 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—Minimum Education Requirements ©SHRM 2012 2
  • 3. Key Findings• Are organizations projecting that future jobs will require even more skills, education and credentials? Yes, organizations across all industries are projecting that future jobs at all levels will require more skills, education and credentials/certifications.• Where are middle-skill job requirements changing the most? The largest differences between current levels and future requirements in skilled labor and administrative/secretarial—key areas for mid-skilled jobs—were in manufacturing. Across industries, 31% of organizations forecast the need for postsecondary certificates or credentials for future skilled labor positions compared with 26% of organizations whose current workers in those jobs hold such qualifications.• Where are the greatest changes in current levels and future education expectations for administrative/ secretarial jobs? Industries across the board show a projected increase in educational requirements for administrative/secretarial positions. For these positions, organizations are forecasting a much higher need for job candidates with associate’s degrees: 21% for future workers compared with 12% with such degrees in the current workforce. The industries with the largest difference between current and future education requirements were manufacturing, nonprofessional services, federal government, health, and state and local government.• Will there still be jobs that do not have minimum education requirements? Even lower-skilled jobs are likely to have minimum education requirements, with 71% of organizations forecasting a requirement for a high school diploma and 7% expecting a specific post-secondary certificate/credential or an associate’s degree for such jobs. SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 3
  • 4. Key Findings• Will more professional jobs require advanced degrees? Overall, the answer is no, but it depends on the industry. Organizations in most industries project future education requirements for salaried individual contributors and professional jobs to level off at the bachelor’s degree level (71%), with only 5% forecasting requirements for advanced degrees for these types of jobs. The federal government is slightly more likely than other industries to project a need for advanced degrees in these jobs (13%).• What industries are forecasting increased demand for managers with advanced degrees? Organizations are most likely to project an increased need for advanced degree holders in management jobs in the following industries: federal government (26%), health (20%), professional services (23%), and state and local government (17%).• What about minimum educational requirements for executives (e.g. ,CEO, CFO, VP)—are those expected to change? Yes, organizations across industries are projecting an increased need for advanced degree holders for their future executive positions (48% say they will have this requirement for future executives, compared with only 38% who report that current executive-level positions have advanced degree as a minimum education requirement). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 4
  • 5. What is your organization’s minimum education level for full-time equivalent employees? All Industries Labor, low-skilled Labor, skilled No minimum 28% No minimum 8% education 25% education 7% requirements 23% requirements 6% 70% 58% High school diploma or High school diploma or 72% 59% equivalent only equivalent only 71% 50% Specific postsecondary 1% Specific postsecondary 26% certificate/ 1% certificate/ 26% credential(s) only 4% credential(s) only 31% 1% Current (n = 3,131) 5% Current (n = 3,205) Associate’s degree 1% Associate’s degree 6% Recent (n = 2,830) Recent (n = 2,939) 2% 9% Future (n = 2,911) Future (n = 3,036) 0% 2% Bachelor’s degree 1% Bachelor’s degree 3% 1% 3% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 5
  • 6. What is your organization’s minimum education level for full-time equivalent employees? All Industries Administrative/secretarial Salaried individual contributor/ professional No minimum 3% No minimum 1% education 2% education 1% requirements 2% requirements 1% 72% 8% High school diploma or High school diploma or 65% 7% equivalent only equivalent only 56% 5% Specific postsecondary 8% Specific postsecondary 8% certificate/ Current (n = 4,200) certificate/ Current (n = 4,083) 9% 7% credential(s) only 11% Recent (n = 3,755) credential(s) only 6% Recent (n = 3,778) 12% Future (n = 3,937) 14% Future (n = 3,895) Associate’s degree 14% Associate’s degree 13% 21% 12% 5% 65% Bachelor’s degree 9% Bachelor’s degree 67% 9% 71% Advanced degree 0% Advanced degree 4% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 5% .D., M.D., J.D.) 0% .D., M.D., J.D.) 5%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 6
  • 7. What is your organization’s minimum education level for full-time equivalent employees? All Industries Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 1% education 1% education 1% requirements 1% requirements 1% 9% 4% High school diploma or High school diploma or 7% 3% equivalent only equivalent only 5% 2% Specific postsecondary 3% Specific postsecondary 1% certificate/ 2% Current (n = 4,257) certificate/ 1% Current (n = 4,107) credential(s) only 2% credential(s) only 1% Recent (n = 3,764) Recent (n = 3,312) 5% Future (n = 3,990) 1% Future (n = 3,736) Associate’s degree 5% Associate’s degree 1% 5% 2% 72% 55% Bachelor’s degree 71% Bachelor’s degree 52% 72% 46% Advanced degree 9% Advanced degree 38% (e.g., masters, MBA, Ph 13% (e.g., masters, MBA, Ph 42% .D., M.D., J.D.) 15% .D., M.D., J.D.) 48%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 7
  • 8. What is your organization’s minimum education level for full-time equivalent employees? Construction, Mining, Oil and Gas Labor, low-skilled Labor, skilled No minimum 46% No minimum 19% education 42% education 19% requirements 38% requirements 17% 52% 50% High school diploma or High school diploma or 56% 51% equivalent only equivalent only 56% 44% Specific postsecondary 2% Specific postsecondary 27% certificate/ 2% certificate/ 25% credential(s) only 4% credential(s) only 32% 0% Current (n = 387) 3% Current (n = 415) Associate’s degree 0% Associate’s degree 4% Recent (n = 363) Recent (n = 387) 1% 5% Future (n = 375) Future (n = 398) 0% 1% Bachelor’s degree 0% Bachelor’s degree 2% 1% 2% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 8
  • 9. What is your organization’s minimum education level for full-time equivalent employees? Construction, Mining, Oil and Gas Administrative/secretarial Salaried individual contributor/ professional No minimum 5% No minimum 1% education 5% education 1% requirements 4% requirements 1% 74% 9% High school diploma or High school diploma or 67% 8% equivalent only equivalent only 58% 6% Specific postsecondary 9% Specific postsecondary 8% certificate/ 10% Current (n = 437) certificate/ 6% Current (n = 420) credential(s) only 13% credential(s) only 5% Recent (n = 400) Recent (n = 379) 9% Future (n = 414) 12% Future (n = 394) Associate’s degree 13% Associate’s degree 11% 18% 13% 3% 67% Bachelor’s degree 5% Bachelor’s degree 71% 7% 74% Advanced degree 0% Advanced degree 2% (e.g., masters, MBA, Ph 1% (e.g., masters, MBA, Ph 2% .D., M.D., J.D.) 0% .D., M.D., J.D.) 2%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 9
  • 10. What is your organization’s minimum education level for full-time equivalent employees? Construction, Mining, Oil and Gas Management Executive (e.g., CEO, CFO, VP) No minimum 2% No minimum 1% education 1% education 1% requirements 1% requirements 0% 10% 4% High school diploma or High school diploma or 10% 4% equivalent only equivalent only 5% 2% Specific postsecondary 6% Specific postsecondary 3% certificate/ 4% Current (n = 439) certificate/ 3% Current (n = 424) credential(s) only 3% credential(s) only 2% Recent (n = 382) Recent (n = 348) 9% Future (n = 409) 3% Future (n = 381) Associate’s degree 9% Associate’s degree 3% 7% 4% 69% 65% Bachelor’s degree 70% Bachelor’s degree 64% 75% 60% Advanced degree 4% Advanced degree 24% (e.g., masters, MBA, Ph 6% (e.g., masters, MBA, Ph 26% .D., M.D., J.D.) 8% .D., M.D., J.D.) 31%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 10
  • 11. What is your organization’s minimum education level for full-time equivalent employees? Federal Government Labor, low-skilled Labor, skilled No minimum 27% No minimum 11% education 24% education 8% requirements 21% requirements 6% 70% 52% High school diploma or High school diploma or 71% 54% equivalent only equivalent only 70% 52% Specific postsecondary 0% Specific postsecondary 28% certificate/ 1% certificate/ 26% credential(s) only 4% credential(s) only 27% 1% Current (n = 207) 5% Current (n = 210) Associate’s degree 2% Associate’s degree 7% Recent (n = 178) Recent (n = 183) 4% 7% Future (n = 179) Future (n = 187) 1% 3% Bachelor’s degree 1% Bachelor’s degree 6% 1% 7% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 11
  • 12. What is your organization’s minimum education level for full-time equivalent employees? Federal Government Administrative/secretarial Salaried individual contributor/ professional No minimum 10% No minimum 4% education 8% education 3% requirements 6% requirements 2% 66% 8% High school diploma or High school diploma or 61% 7% equivalent only equivalent only 52% 4% Specific postsecondary 8% Specific postsecondary 7% certificate/ 7% Current (n = 262) certificate/ 7% Current (n = 254) credential(s) only 8% credential(s) only 7% Recent (n = 223) Recent (n = 229) 11% Future (n = 229) 9% Future (n = 231) Associate’s degree 15% Associate’s degree 9% 22% 10% 5% 64% Bachelor’s degree 10% Bachelor’s degree 65% 10% 64% Advanced degree 0% Advanced degree 7% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 10% .D., M.D., J.D.) 1% .D., M.D., J.D.) 13%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 12
  • 13. What is your organization’s minimum education level for full-time equivalent employees? Federal Government Management Executive (e.g., CEO, CFO, VP) No minimum 7% No minimum 6% education 5% education 5% requirements 4% requirements 4% 14% 8% High school diploma or High school diploma or 11% 6% equivalent only equivalent only 9% 4% Specific postsecondary 3% Specific postsecondary 2% certificate/ 2% Current (n = 265) certificate/ 1% Current (n = 253) credential(s) only 3% credential(s) only 2% Recent (n = 226) Recent (n = 208) 3% Future (n = 235) 0% Future (n = 220) Associate’s degree 3% Associate’s degree 0% 3% 2% 57% 38% Bachelor’s degree 56% Bachelor’s degree 37% 55% 34% Advanced degree 16% Advanced degree 47% (e.g., masters, MBA, Ph 24% (e.g., masters, MBA, Ph 50% .D., M.D., J.D.) 26% .D., M.D., J.D.) 55%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 13
  • 14. What is your organization’s minimum education level for full-time equivalent employees? Finance Labor, low-skilled Labor, skilled No minimum 20% No minimum 9% education 15% education 6% requirements 20% requirements 8% 78% 66% High school diploma or High school diploma or 81% 68% equivalent only equivalent only 77% 57% Specific postsecondary 1% Specific postsecondary 17% certificate/ 1% certificate/ 16% credential(s) only 2% credential(s) only 22% 1% Current (n = 210) 5% Current (n = 190) Associate’s degree 2% Associate’s degree 7% Recent (n = 178) Recent (n = 169) 2% 7% Future (n = 189) Future (n = 178) 0% 3% Bachelor’s degree 1% Bachelor’s degree 4% 0% 5% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 14
  • 15. What is your organization’s minimum education level for full-time equivalent employees? Finance Administrative/secretarial Salaried individual contributor/ professional No minimum 4% No minimum 1% education 2% education 0% requirements 3% requirements 1% 76% 18% High school diploma or High school diploma or 70% 15% equivalent only equivalent only 64% 12% Specific postsecondary 4% Specific postsecondary 5% certificate/ 6% Current (n = 449) certificate/ 5% Current (n = 422) credential(s) only 7% credential(s) only 5% Recent (n = 416) Recent (n = 385) 10% Future (n = 425) 12% Future (n = 403) Associate’s degree 12% Associate’s degree 13% 17% 14% 5% 60% Bachelor’s degree 10% Bachelor’s degree 63% 10% 65% Advanced degree 0% Advanced degree 3% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 3% .D., M.D., J.D.) 0% .D., M.D., J.D.) 3%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 15
  • 16. What is your organization’s minimum education level for full-time equivalent employees? Finance Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 1% education 0% education 0% requirements 1% requirements 1% 17% 8% High school diploma or High school diploma or 12% 5% equivalent only equivalent only 9% 4% Specific postsecondary 3% Specific postsecondary 0% certificate/ 2% Current (n = 453) certificate/ 1% Current (n = 449) credential(s) only 1% credential(s) only 0% Recent (n = 406) Recent (n = 354) 6% Future (n = 432) 1% Future (n = 414) Associate’s degree 6% Associate’s degree 1% 7% 1% 68% 60% Bachelor’s degree 69% Bachelor’s degree 59% 73% 57% Advanced degree 5% Advanced degree 31% (e.g., masters, MBA, Ph 10% (e.g., masters, MBA, Ph 34% .D., M.D., J.D.) 9% .D., M.D., J.D.) 36%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 16
  • 17. What is your organization’s minimum education level for full-time equivalent employees? Health Labor, low-skilled Labor, skilled No minimum 20% No minimum 2% education 19% education 2% requirements 16% requirements 2% 78% 59% High school diploma or High school diploma or 78% 60% equivalent only equivalent only 79% 51% Specific postsecondary 2% Specific postsecondary 33% certificate/ 2% certificate/ 33% credential(s) only 3% credential(s) only 38% 0% Current (n = 460) 4% Current (n = 448) Associate’s degree 1% Associate’s degree 4% Recent (n = 425) Recent (n = 421) 1% 7% Future (n = 436) Future (n = 435) 0% 2% Bachelor’s degree 0% Bachelor’s degree 2% 1% 3% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 17
  • 18. What is your organization’s minimum education level for full-time equivalent employees? Health Administrative/secretarial Salaried individual contributor/ professional No minimum 1% No minimum 0% education 1% education 0% requirements 1% requirements 0% 77% 1% High school diploma or High school diploma or 71% 2% equivalent only equivalent only 59% 1% Current (n = 536) Specific postsecondary 10% Current (n = 537) Specific postsecondary 14% certificate/ 10% certificate/ 13% Recent (n = 519) credential(s) only 14% Recent (n = 503) credential(s) only 10% Future (n = 525) Future (n = 516) 10% 32% Associate’s degree 13% Associate’s degree 30% 20% 22% 2% 49% Bachelor’s degree 5% Bachelor’s degree 49% 5% 61% Advanced degree 0% Advanced degree 4% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 5% .D., M.D., J.D.) 1% .D., M.D., J.D.) 6%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 18
  • 19. What is your organization’s minimum education level for full-time equivalent employees? Health Management Executive (e.g., CEO, CFO, VP) No minimum 0% No minimum 0% education 0% education 0% requirements 0% requirements 0% 4% 1% High school diploma or High school diploma or 4% 0% equivalent only equivalent only 2% 0% Specific postsecondary 4% Specific postsecondary 1% certificate/ 2% Current (n = 539) certificate/ 1% Current (n = 536) credential(s) only 2% credential(s) only 0% Recent (n = 500) Recent (n = 451) 7% Future (n = 523) 1% Future (n = 508) Associate’s degree 8% Associate’s degree 1% 4% 0% 75% 38% Bachelor’s degree 73% Bachelor’s degree 34% 71% 29% Advanced degree 10% Advanced degree 59% (e.g., masters, MBA, Ph 14% (e.g., masters, MBA, Ph 64% .D., M.D., J.D.) 20% .D., M.D., J.D.) 69%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 19
  • 20. What is your organization’s minimum education level for full-time equivalent employees? High-tech Labor, low-skilled Labor, skilled No minimum 21% No minimum 6% education 18% education 4% requirements 15% requirements 4% 75% 51% High school diploma or High school diploma or 78% 47% equivalent only equivalent only 77% 44% Specific postsecondary 2% Specific postsecondary 20% certificate/ 3% certificate/ 22% credential(s) only 4% credential(s) only 25% 1% Current (n = 195) 17% Associate’s degree 1% Associate’s degree 18% Recent (n = 160) 3% 19% Future (n = 170) 1% 7% Current (n = 245) Bachelor’s degree 2% Bachelor’s degree 8% Recent (n = 219) 1% 8% Future (n = 222) Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 20
  • 21. What is your organization’s minimum education level for full-time equivalent employees? High-tech Administrative/secretarial Salaried individual contributor/ professional No minimum 3% No minimum 2% education 2% education 1% requirements 2% requirements 2% 65% 7% High school diploma or High school diploma or 56% 5% equivalent only equivalent only 50% 4% Specific postsecondary 5% Specific postsecondary 5% certificate/ Current (n = 384) certificate/ Current (n = 389) 7% 4% credential(s) only 7% Recent (n = 322) credential(s) only 3% Recent (n = 376) 16% Future (n = 362) 5% Future (n = 380) Associate’s degree 17% Associate’s degree 9% 25% 7% 10% 79% Bachelor’s degree 18% Bachelor’s degree 77% 17% 81% Advanced degree 0% Advanced degree 2% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 4% .D., M.D., J.D.) 0% .D., M.D., J.D.) 3%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 21
  • 22. What is your organization’s minimum education level for full-time equivalent employees? High-tech Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 2% education 1% education 1% requirements 2% requirements 2% 5% 2% High school diploma or High school diploma or 2% 2% equivalent only equivalent only 2% 2% Specific postsecondary 2% Specific postsecondary 1% certificate/ 1% Current (n = 398) certificate/ 1% Current (n = 393) credential(s) only 1% credential(s) only 1% Recent (n = 357) Recent (n = 312) 2% Future (n = 376) 1% Future (n = 359) Associate’s degree 3% Associate’s degree 1% 3% 2% 80% 63% Bachelor’s degree 76% Bachelor’s degree 55% 77% 52% Advanced degree 11% Advanced degree 32% (e.g., masters, MBA, Ph 17% (e.g., masters, MBA, Ph 40% .D., M.D., J.D.) 14% .D., M.D., J.D.) 42%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 22
  • 23. What is your organization’s minimum education level for full-time equivalent employees? Manufacturing Labor, low-skilled Labor, skilled No minimum 26% No minimum 7% education 22% education 5% requirements 18% requirements 5% 73% 58% High school diploma or High school diploma or 76% 57% equivalent only equivalent only 78% 47% Specific postsecondary 1% Specific postsecondary 28% certificate/ 1% certificate/ 29% credential(s) only 3% credential(s) only 35% 0% Current (n = 482) 6% Current (n = 494) Associate’s degree 0% Associate’s degree 7% Recent (n = 455) Recent (n = 461) 1% 11% Future (n = 460) Future (n = 466) 0% 0% Bachelor’s degree 0% Bachelor’s degree 2% 0% 2% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 23
  • 24. What is your organization’s minimum education level for full-time equivalent employees? Manufacturing Administrative/secretarial Salaried individual contributor/ professional No minimum 2% No minimum 0% education 1% education 0% requirements 2% requirements 0% 74% 9% High school diploma or High school diploma or 63% 7% equivalent only equivalent only 53% 4% Specific postsecondary 7% Specific postsecondary 5% certificate/ Current (n = 498) certificate/ Current (n = 497) 11% 7% credential(s) only 12% Recent (n = 434) credential(s) only 5% Recent (n = 453) 14% Future (n = 464) 15% Future (n = 467) Associate’s degree 17% Associate’s degree 12% 25% 11% 3% 70% Bachelor’s degree 8% Bachelor’s degree 73% 8% 77% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 1% .D., M.D., J.D.) 0% .D., M.D., J.D.) 2%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 24
  • 25. What is your organization’s minimum education level for full-time equivalent employees? Manufacturing Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 0% education 1% education 1% requirements 1% requirements 1% 9% 4% High school diploma or High school diploma or 6% 3% equivalent only equivalent only 4% 2% Specific postsecondary 4% Specific postsecondary 1% certificate/ 3% Current (n = 501) certificate/ 2% Current (n = 476) credential(s) only 3% credential(s) only 2% Recent (n = 443) Recent (n = 371) 8% Future (n = 468) 2% Future (n = 418) Associate’s degree 7% Associate’s degree 2% 5% 1% 73% 59% Bachelor’s degree 74% Bachelor’s degree 55% 75% 49% Advanced degree 6% Advanced degree 34% (e.g., masters, MBA, Ph 9% (e.g., masters, MBA, Ph 38% .D., M.D., J.D.) 13% .D., M.D., J.D.) 46%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 25
  • 26. What is your organization’s minimum education level for full-time equivalent employees? Non-professional Services Labor, low-skilled Labor, skilled No minimum 48% No minimum 11% education 46% education 9% requirements 42% requirements 9% 50% 59% High school diploma or High school diploma or 52% 64% equivalent only equivalent only 54% 54% Specific postsecondary 1% Specific postsecondary 25% certificate/ 1% certificate/ 21% credential(s) only 2% credential(s) only 28% 0% Current (n = 274) 2% Current (n = 244) Associate’s degree 0% Associate’s degree 4% Recent (n = 254) Recent (n = 225) 1% 7% Future (n = 256) Future (n = 235) 1% 2% Bachelor’s degree 0% Bachelor’s degree 3% 0% 2% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 26
  • 27. What is your organization’s minimum education level for full-time equivalent employees? Non-professional Services Administrative/secretarial Salaried individual contributor/ professional No minimum 3% No minimum 1% education 2% education 2% requirements 1% requirements 2% 72% 17% High school diploma or High school diploma or 67% 15% equivalent only equivalent only 53% 13% Specific postsecondary 8% Specific postsecondary 12% certificate/ Current (n = 315) certificate/ Current (n = 276) 9% 10% credential(s) only 14% Recent (n = 277) credential(s) only 8% Recent (n = 247) 12% Future (n = 290) 16% Future (n = 264) Associate’s degree 15% Associate’s degree 14% 21% 13% 4% 53% Bachelor’s degree 7% Bachelor’s degree 58% 11% 62% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 2% .D., M.D., J.D.) 0% .D., M.D., J.D.) 2%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 27
  • 28. What is your organization’s minimum education level for full-time equivalent employees? Non-professional Services Management Executive (e.g., CEO, CFO, VP) No minimum 2% No minimum 1% education 1% education 1% requirements 1% requirements 1% 17% 8% High school diploma or High school diploma or 15% 7% equivalent only equivalent only 13% 5% Specific postsecondary 4% Specific postsecondary 3% certificate/ 4% Current (n = 323) certificate/ 3% Current (n = 303) credential(s) only 3% credential(s) only 2% Recent (n = 288) Recent (n = 243) 8% Future (n = 302) 2% Future (n = 276) Associate’s degree 7% Associate’s degree 2% 5% 3% 65% 59% Bachelor’s degree 69% Bachelor’s degree 62% 72% 51% Advanced degree 4% Advanced degree 28% (e.g., masters, MBA, Ph 5% (e.g., masters, MBA, Ph 26% .D., M.D., J.D.) 6% .D., M.D., J.D.) 38%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 28
  • 29. What is your organization’s minimum education level for full-time equivalent employees? Professional Services Labor, low-skilled Labor, skilled No minimum 18% No minimum 5% education 16% education 4% requirements 13% requirements 4% 77% 55% High school diploma or High school diploma or 80% 54% equivalent only equivalent only 78% 49% Specific postsecondary 2% Specific postsecondary 25% certificate/ 3% certificate/ 27% credential(s) only 4% credential(s) only 27% 2% Current (n = 298) 8% Current (n = 318) Associate’s degree 0% Associate’s degree 7% Recent (n = 256) Recent (n = 287) 4% 12% Future (n = 273) Future (n = 312) 1% 6% Bachelor’s degree 1% Bachelor’s degree 8% 1% 8% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 29
  • 30. What is your organization’s minimum education level for full-time equivalent employees? Professional Services Administrative/secretarial Salaried individual contributor/ professional No minimum 4% No minimum 1% education 2% education 0% requirements 3% requirements 0% 67% 6% High school diploma or High school diploma or 58% 4% equivalent only equivalent only 53% 2% Specific postsecondary 6% Specific postsecondary 7% certificate/ Current (n = 587) certificate/ Current (n = 586) 7% 5% credential(s) only 9% Recent (n = 521) credential(s) only 5% Recent (n = 550) 15% Future (n = 550) 6% Future (n = 562) Associate’s degree 17% Associate’s degree 6% 21% 6% 9% 72% Bachelor’s degree 17% Bachelor’s degree 75% 14% 77% Advanced degree 0% Advanced degree 9% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 10% .D., M.D., J.D.) 0% .D., M.D., J.D.) 10%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 30
  • 31. What is your organization’s minimum education level for full-time equivalent employees? Professional Services Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 1% education 1% education 1% requirements 1% requirements 0% 6% 2% High school diploma or High school diploma or 4% 1% equivalent only equivalent only 2% 1% Specific postsecondary 2% Specific postsecondary 1% certificate/ 2% Current (n = 600) certificate/ 1% Current (n = 577) credential(s) only 1% credential(s) only 1% Recent (n = 513) Recent (n = 453) 2% Future (n = 559) 1% Future (n = 524) Associate’s degree 2% Associate’s degree 1% 2% 0% 76% 56% Bachelor’s degree 73% Bachelor’s degree 55% 71% 47% Advanced degree 13% Advanced degree 40% (e.g., masters, MBA, Ph 19% (e.g., masters, MBA, Ph 42% .D., M.D., J.D.) 23% .D., M.D., J.D.) 50%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 31
  • 32. What is your organization’s minimum education level for full-time equivalent employees? State/Local Government Labor, low-skilled Labor, skilled No minimum 25% No minimum 4% education 23% education 4% requirements 23% requirements 3% 74% 66% High school diploma or High school diploma or 75% 68% equivalent only equivalent only 71% 57% Specific postsecondary 0% Specific postsecondary 26% certificate/ 1% certificate/ 25% credential(s) only 5% credential(s) only 33% 0% Current (n = 618) 3% Current (n = 641) Associate’s degree 1% Associate’s degree 3% Recent (n = 561) Recent (n = 587) 1% 6% Future (n = 573) Future (n = 603) 0% 0% Bachelor’s degree 0% Bachelor’s degree 1% 0% 1% Advanced degree 0% Advanced degree 0% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 0% .D., M.D., J.D.) 0% .D., M.D., J.D.) 0%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 32
  • 33. What is your organization’s minimum education level for full-time equivalent employees? State/Local Government Administrative/secretarial Salaried individual contributor/ professional No minimum 2% No minimum 0% education 1% education 0% requirements 2% requirements 0% 76% 7% High school diploma or High school diploma or 70% 5% equivalent only equivalent only 58% 4% Specific postsecondary 10% Specific postsecondary 8% certificate/ Current (n = 731) certificate/ Current (n = 703) 10% 8% credential(s) only 13% Recent (n = 659) credential(s) only 6% Recent (n = 640) 10% Future (n = 687) 12% Future (n = 669) Associate’s degree 13% Associate’s degree 13% 22% 13% 2% 68% Bachelor’s degree 5% Bachelor’s degree 69% 5% 72% Advanced degree 0% Advanced degree 4% (e.g., masters, MBA, Ph 0% (e.g., masters, MBA, Ph 6% .D., M.D., J.D.) 0% .D., M.D., J.D.) 5%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 33
  • 34. What is your organization’s minimum education level for full-time equivalent employees? State/Local Government Management Executive (e.g., CEO, CFO, VP) No minimum 1% No minimum 2% education 0% education 1% requirements 1% requirements 1% 8% 3% High school diploma or High school diploma or 5% 2% equivalent only equivalent only 4% 2% Specific postsecondary 2% Specific postsecondary 1% certificate/ 1% Current (n = 739) certificate/ 1% Current (n = 696) credential(s) only 1% credential(s) only 0% Recent (n = 649) Recent (n = 572) 5% Future (n = 686) 1% Future (n = 636) Associate’s degree 5% Associate’s degree 2% 4% 2% 75% 52% Bachelor’s degree 73% Bachelor’s degree 50% 73% 43% Advanced degree 9% Advanced degree 41% (e.g., masters, MBA, Ph 14% (e.g., masters, MBA, Ph 45% .D., M.D., J.D.) 17% .D., M.D., J.D.) 52%Note: Percentages may not total 100% due to rounding. Respondents who answered "Not applicable, no jobs in this category" were excluded fromthis analysis. “Current” refers to current full-time equivalent employees; “Recent” refers to recently hired full-time equivalent employees; and“Future” refers to forecasted needs for future workforce (next 3-5 years). SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Minimum Education Requirements ©SHRM 2012 34
  • 35. SHRM Survey Findings: Changing Employee Skills and Education Requirements 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  Non-professional 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—Minimum Education Requirements ©SHRM 2012 35
  • 36. 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—Minimum Education Requirements ©SHRM 2012 36

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