2012 workforce retention metrics: company vs. market ...€¦ · market sample report 2012 edition...

WORKFORCE RETENTION METRICS:

COMPANY VS. MARKET SAMPLE REPORT

2012 EDITIONBELGIUM

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Workforce Retention Metrics:

Sample Pay Report - Belgium

© 2012 Mercer LLC.

Mercer is the global leader for trusted HR and related financial advice, products and services. In our work with clients, we make a positive impact on the world every day. We do this by enhancing the financial and retirement security, health, productivity and employment relationships of the global workforce.

Mercer has more than 19,000 employees serving clients in over 180 cities and 40 countries and territories worldwide.

As a wholly owned subsidiary of Marsh & McLennan Companies, Inc., we can also provide access to the complementary services of our sibling companies, Marsh, Guy Carpenter and Oliver Wyman.

about mercer

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© 2012 Mercer LLC.

Editor’s NotE 1

iNtroductioN 2

surVEY ProFiLE 5

sEParatioNs bY carEEr LEVEL aNd bY FuNctioN 5

separations by career level 6

percent of voluntary separations by career level 6

percent of involuntary separations by career level 8

separations by function 10

percent of voluntary separations by function 10

percent of involuntary separations by function 13

turNoVEr ratEs 18

General information on turnover rate 18

global turnover rate 18

global voluntary turnover rate 20

global involuntary turnover rate 21

turnover rate by career level 23

voluntary turnover rate by career level 23

involuntary turnover rate by career level 25

turnover rate by function 27

voluntary turnover rate by function 27

involuntary turnover rate by function 30

table of contents

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1© 2012 Mercer LLC.

We are pleased to present Mercer’s 2012 Workforce retention Metrics report-belgium. The report provides key indicators to analyse separations and turnover rates by career level and by function, giving management better insight into their human resources – and how best to allocate them.

The survey, which was conducted in the first half of 2012 via Mercer’s Total Remuneration Survey, captured data from companies located in Belgium.

We thank the participants who provided their information for this report. We remain at your disposal if you have questions regarding the data or methodology used. We welcome and value your feedback and comments.

eDitor’s note

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In today’s highly competitive business arena, proactive managers require strategic know-how and informed decision-making when deploying staff. To support the success of their operations – both current and future – an analysis of retention metrics is an essential tool. Understanding the percent of separations by career level and by function, as well as the turnover rate of the current workforce by career level and by function, provides the necessary data to detect and benchmark potential headcount gaps or stabilities in the employee population going forward.

A range of factors may influence turnover of employees in an organisation, such as:

•An organisational restructuring through mergers, acquisitions and business transformation

•A decline in employee satisfaction (the promise of more attractive career opportunities elsewhere)

•Inadequate or poor supervision and training

•Below average individual and/or team performance

For example, a retention metrics analysis enables managers to have an answer to the following questions:

•Where can we find the highest proportion of separations when career level or function is observed?

•What is the level of turnover rate by industry or by organisation size?

•In which function can we find the highest turnover rate?

•In which career level can we find the highest retention?

With Mercer’s company versus market report, managers can identify areas where their organisation’s performance significantly differs from that of relevant comparison groups. It is also helpful in monitoring ongoing performance in areas already identified as worthy of present and future attention.

NOTe“N” indicates the number of observations in each entry. This number varies from topic to topic, depending on the number of companies delivering data for each item.

ReAdING THe RepORTThis report provides two types of analysis:

•The first analysis, based on one metrics’ type (number of separated employees), focuses on percent of separations by career level and by function. Results are provided for both separation types (voluntary and involuntary).

•The second analysis, based on two metrics’ types (number of separated employees and number of employees), focuses on turnover rates by career level and by function. Results are provided for both separation types (voluntary and involuntary).

introDuction

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Your company results are indicated in each of the tables and can be systematically compared to the market. The notion of market can be considered at different levels: country, industry, revenue size and company size.

each section is always organised in the same way: The first table provides results for the entire country sample with a set of different measures (average, median, quartiles); other tables that follow allow a deeper analysis, on an average basis, by industry, by revenue size and by company size. The global turnover rate by industry, by revenue size and by company size, is given in more detail with all measures’ types (average, median, quartiles). The last table of each section provides a resume comparing your company with your country sample, as well as with your specific markets (your industry, your revenue size and your organisation size).

introDuction

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workforce retention metrics: company vs. market sample report - belgium

company vs. market sample report - belgium

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SURveY pROFILeA total of 28 organisations provided data in the Belgium Workforce Retention Metrics Survey. Companies are grouped by industry, by organisation size (according to average number of employees) and by revenue size. Your company has its primary business activity in the consumer goods industry, a revenue size between 45 and 300 million euros and a company size of 300 employees and more.

SepARATIONS BY CAReeR LeveL ANd BY FUNCTIONThis section analyses separations by career level and by function. It helps to identify the specific career levels and functions in which more employees are leaving the company. The calculation is based on two similar metrics: separations by career level or by function as a percentage of all separations. Ratios are available for both separation types (voluntary and involuntary).

Consumer goods, 24.1%

High-tech, 6.9%

Finance/banking/

insurance, 20.7%

Non-durable, 10.3%

Durable, 6.9%

Other, 31.0%

Country sample distribution by industry

Under 45 million euros,

32.1%

300 million euros and

more, 32.1%

Between 45 and 300 million

euros, 35.7%

Country sample distribution by revenue size

Under 100 employees,

32.1%

300 employees and more,

32.1%

Between 100 and 300

employees, 35.7%

Country sample distribution by company size

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SepARATIONS BY CAReeR LeveL

peRCeNT OF vOLUNTARY SepARATIONS BY CAReeR LeveLThe percent of voluntary separations by career level is calculated with the division of the number of voluntary separations per career level by the total number of voluntary separations (for example, voluntary executives’ separations as a percentage of all voluntary separations). This measure analyses the breakdown of employees per career level against the sample of all employees who voluntarily left the company.

At the entire country sample level, the highest proportions of employees who voluntarily left their company are found in the following career levels: professional non-sales (24.12%) and professional sales (21.89%).

percent of voluntary separations by career level for the entire country sample

Your average First third career level company (breakdown) Median quartile quartile N

executives 1.00% 2.39% 1.70% 0.10% 2.98% 28

Management 4.00% 15.95% 12.95% 5.00% 13.50% 28

professional sales 22.00% 21.89% 20.00% 10.00% 22.00% 28

professional non-sales 10.00% 24.12% 16.15% 5.00% 18.00% 28

White collar 25.00% 17.20% 15.00% 10.00% 18.00% 28

Blue collar 38.00% 18.46% 15.00% 10.00% 16.00% 28

Breakdown of voluntary separations by career level and by industry

Profes- Profes- Manage sional sional White blue industry/career level Executives ment sales non-sales collar collar total

Your company 1.00% 4.00% 22.00% 10.00% 25.00% 38.00% 100.00%

Consumer goods 1.50% 6.50% 11.50% 27.00% 25.50% 28.00% 100.00%

High-tech 2.00% 5.70% 6.30% 30.70% 24.00% 31.30% 100.00%

Finance/banking/insurance 4.50% 3.50% 13.50% 37.00% 41.50% 0.00% 100.00%

Non-durable 2.50% 5.50% 16.50% 23.50% 27.00% 25.00% 100.00%

durable 3.70% 4.20% 19.50% 13.50% 25.00% 34.10% 100.00%

Other 3.90% 5.80% 18.50% 25.00% 27.80% 19.00% 100.00%

N 28 28 28 28 28 28 168

Breakdown of voluntary separations by career level and by revenue size

Profes- Profes- Manage sional sional White blue revenue size/career level Executives ment sales non-sales collar collar total

Your company 1.00% 4.00% 22.00% 10.00% 25.00% 38.00% 100.00%

Under 45 million euros 5.00% 5.00% 14.00% 24.00% 25.00% 27.00% 100.00%

Between 45 and 300 million euros 3.00% 5.00% 16.00% 26.00% 25.00% 25.00% 100.00%

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workforce retention metrics: company vs. market sample report - belgiumBreakdown of voluntary separations by career level and by revenue size, continued

Profes- Profes- Manage sional sional White blue revenue size/career level Executives ment sales non-sales collar collar total

300 million euros and more 6.00% 3.00% 13.00% 34.00% 24.00% 20.00% 100.00%

N 28 28 28 28 28 28 168

Breakdown of voluntary separations by career level and by company size

Profes- Profes- Manage sional sional White blue company size/career level Executives ment sales non-sales collar collar total

Your company 1.00% 4.00% 22.00% 10.00% 25.00% 38.00% 100.00%

Under 100 employees 4.00% 6.00% 13.00% 25.00% 25.00% 27.00% 100.00%

Between 100 and 300 employees 2.00% 5.00% 15.00% 25.00% 27.00% 26.00% 100.00%

300 employees and more 7.00% 4.00% 13.00% 34.00% 22.00% 20.00% 100.00%

N 28 28 28 28 28 28 168

Breakdown of voluntary separations by career level, your company versus your country and your specific markets

Profes- Profes- Manage sional sional White blue benchmarking type/career level Executives ment sales non-sales collar collar total

Your company 1.00% 4.00% 22.00% 10.00% 25.00% 38.00% 100.00%

Your country Belgium 2.39% 15.95% 21.89% 24.12% 17.20% 18.46% 100.00%

Your industry Consumer goods 1.50% 6.50% 11.50% 27.00% 25.50% 28.00% 100.00%

Between 45 and Your revenue size 300 million euros 3.00% 5.00% 16.00% 26.00% 25.00% 25.00% 100.00%

300 employees Your company size and more 7.00% 4.00% 13.00% 34.00% 22.00% 20.00% 100.00%

Breakdown of voluntary separations by career level, your company versus your country, and your specific markets

0%

10%

20%

30%

40%

50%

Yourcompany

Your country

Your industry

(Consumer goods)

Your revenue

size (Between

45 and 300 million euros)

Your company size (300

employees and more)

Executives

Management

Professional sales

Professional non-sales

White collar

Blue collar

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Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

Finland

France

Germany

Hong Kong

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

Norway

Peru

Philippines

Poland

Portugal

Saudi Arabia

Singapore

South Korea

Spain

Sweden

Switzerland

Taiwan

Thailand

Turkey

United Arab Emirates

United Kingdom

United States

Venezuela

For further information, please contact your local Mercer office or visit our website at:www.mercer.com

12-WMRpM-pUCopyright 2012 Mercer LLC. All rights reserved.

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2012 workforce retention metrics: company vs. market ...€¦ · market sample report 2012 edition...

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