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© MERCER 2017 HEALTH WEALTH CAREER FUTURE OF WORK Milan Taylor Partner, Mercer

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Page 1: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

H E A L T H W E A L T H C A R E E R

F U T U R E O F W O R K

Milan Taylor

Partner, Mercer

Page 3: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

G L O B A L T R E N D – N O T J U S T U S

What is on our

employees’ minds?

Page 4: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

W E FAV O U R O U T S P O K E N P O L I T I C I A N S

64%

79%

79%

79%

74%

72%

71%

70%

68%

66%

66%

64%

64%

64%

60%

59%

59%

58%

57%

53%

51%

49%

47%

Total

Argentina

Hungary

Israel

Spain

Peru

Poland

France

South Korea

Belgium

India

Mexico

Germany

Great Britain

United States

Australia

Italy

Sweden

Canada

Turkey

Brazil

South Africa

Japan

Strongly Agree/Tend to Agree

Q10 Politicians should be able to say what’s on their minds regardless of what anyone else thinks about their views

Page 5: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

W E W O R R Y A B O U T B R E A K I N G R U L E S

49%

80%

69%

68%

66%

66%

65%

60%

54%

51%

50%

50%

48%

42%

42%

41%

41%

40%

39%

36%

35%

23%

21%

Total

France

Israel

Italy

South Korea

Turkey

India

Poland

Belgium

Peru

Australia

Great Britain

Brazil

South Africa

Hungary

Mexico

Canada

United States

Japan

Argentina

Spain

Sweden

Germany

Strongly Agree/Tend to Agree

Q10 To fix [country], we need a strong leader willing to break the rules

Page 6: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

W H E R E I S O U R O P T I M I S M ?

Page 7: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

W H AT D O E S I T A L L M E A N ?

1

2

3

World is round Internet and MNCs are making us all more global

World is diverse Not one global village, but many local villages

World is changing We are looking for new answers

Page 8: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

A U T O M AT I O N / R O B O T I C S

G L O B A L I Z AT I O N

3 D P R I N T I N G

D I G I TA L I Z AT I O N

M A C H I N E L E A R N I N G

D I S R U P T I O N T O W O R K

Page 9: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

Source: Future of Jobs Report, World Economic Forum

G R O W T H D E C L I N E

+492

+0.70%

Business and Financial Operations

+416

+0.97% Management

+405

+3.21%

Computer and Mathematical

+339

+2.71%

Architecture and Engineering

+303

+0.46% Sales and Related

-4,759

-4.91% Office and

Administrative

-1,609 -1.63%

Manufacturing and Production

-497 -0.93%

Construction and Extraction

-151

-1.03%

Arts, Entertainment and Media

-40

-0.15% Installation and

Maintenance

Over 7.1 million jobs lost and 2 million jobs created

G L O B A L E M P L O Y M E N T O U T L O O K

(JOBS CHANGE IN THOUSANDS, 2015-2020)

D I S R U P T I O N T O W O R K

Page 10: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

Skills instability will be high for all

industries regardless of

the employment

outlook

Only 50% of skills needed today will be applicable in

2020

Current stable jobs will require

different skill sets in just a

few years

Current roles are already

hard to recruit for

I M PA C T O N S K I L L S

Page 11: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

F O U R T H I N D U S T R I A L R E V O L U T I O N

Lifelong-learning from “education for employment” to “education for employability” and from “job security” to “career security”

Learnability Learn and teach

through internships and externships

Dynamic Re-Skilling Incentivize

re-education and training among

existing workforce

Digitization Promote digital

fluency

Innovating the Education Ecosystem

Developing modern curricula

Intra- and cross industry collaboration

Page 12: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

F O U R T H I N D U S T R I A L R E V O L U T I O N

Gender-balanced, diverse, inclusive, inter-generational workforce

Deformalization of Work

Recognize diversity of work models (on-demand /

contract / seasonal work, etc.)

Increased Flexibility

Agile implementation of

new regulations

Adjusting Cultural Norms

Close the gender gap

Develop careers for different generations

Empowerment of the Individual

Increased Personalization

Employees treated as customers

Page 13: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

FUTURE OF JOBS FUTURE OF TALENT

R E S P O N D I N G T O T H E N E W W O R L D O R D E R

Page 14: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

ABOUT MERCER’S 2017 GLOBAL TALENT TRENDS

STUDY

37 countries

5,400+ employees

1,700+ HR professionals

400+ executives

20 industries Agriculture/Forestry

Automotive

Construction

Consumer Goods

Education

Energy

Financial Services

Healthcare

High Tech

Hospitality

Insurance/Reinsurance

Internet Based Services

Life Sciences

Logistics/Supply Chain

Manufacturing

Mining

Professional Services

Retail

Telecommunications

Utilities

Page 15: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

K E Y TA L E N T T R E N D S I N 2 0 1 7

GROWTH BY DESIGN

THE QUEST FOR INSIGHT

A SHIFT IN WHAT WE VALUE

A WORKPLACE FOR ME

A T T R A C T I N G & R E T A I N I N G

T O M O R R O W ’ S T A L E N T

B U I L D I N G F O R A N U N K N O W N F U T U R E

C U L T I V A T I N G A T H R I V I N G W O R K F O R C E

Page 16: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

G R O W T H B Y D E S I G N

A more symbiotic relationship between man and machine will

emerge

D I S R U P T I O N O N T H E H O R I Z O N

DIGITALIZATION

Business model disruption

INTERNET OF THINGS

New ways of working MACHINE LEARNING

Value creation opportunities

8%

Digital

77%

On digital journey

ORGANIZATIONS CONSIDERING THEMSELVES DIGITAL TODAY

© MERCER 2017

Page 17: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

G R O W T H B Y D E S I G N

ORG. REDESIGN BEING PROPOSED

C-suite: How are you planning to change your organization design over the next two years?

Moving support

functions to

shared services

41%

Flattening the

organization

structure

33%

Decentralizing

authority

31%

Eliminating roles,

functions,

departments

31%

WHAT IS DRIVING THIS CHANGE?

Increased

innovation

Reduced

costs

Greater

customer

intimacy

Increased

agility

Greater

efficiency

93% of executives are

planning a redesign in the next 2 years

Page 18: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

G R O W T H B Y D E S I G N

of companies plan to change their job evaluation

method this year in response to the changing workplace

50%

HOW COMPANIES ARE REDEFINING THE LANDSCAPE

1. Establishing a consistent job architecture aligned with the new structure

2. Evaluating who can do jobs (employee, contingent, robotics, algorithms)

3. Increasing differentiation in the leadership roles that exist

4. Using science to value emerging roles and define reward eligibility

5. Quantifying work in terms of experiences with jobs as anchor points

IMPLICATIONS FOR

THE FUTURE OF JOBS

HR: How do you anticipate jobs changing in the next 3 years?

High value jobs focused on design and innovation

Broader span of control for management

More focus on sales & delivery, less on management

Salaried workforce will be confined to management

Page 19: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

A SHIFT IN WHAT WE VALUE

FORCES OF CHANGE

2016 focus on learning

2017 pay and opportunity

for promotion

PAY DISCLOSURE & TRANSPARENCY

RESPONSIBLE LEADERSHIP

UNCERTAINTY AND VOLATILITY

A COMPELLING CAREER PROPOSITION

© MERCER 2017 24

Page 20: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

A SHIFT IN WHAT WE VALUE

97% of employees want to be recognized and rewarded for a wide range of contributions

of companies plan to make changes to increase transparency of executive pay 83%

W H A T W O U L D M A K E A P O S I T I V E I M P A C T O N Y O U R W O R K S I T U A T I O N ?

1. Compensation that is fair & market competitive

2. Opportunity to get promoted

3. Leaders who set clear direction

4. Working with the best & brightest

5. Transparency on pay calculations

6. Career path information

7. More flexible work options

Page 21: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

A SHIFT IN WHAT WE VALUE

W H AT ' S H A P P E N I N G W I T H P E R F O R M A N C E M A N A G E M E N T ?

Changes to goal cascade or calibration

83%

Introduction of continuous feedback

81%

Shift of focus to careers and future contribution

81%

T O R AT E O R N O T T O R AT E

28% of companies eliminated ratings last year

About 30% added or removed forced rankings in 2016, but

39% of those are planning to reverse their decision in 2017

Just 14% have disconnected base salary adjustments with

performance metrics

W H AT E M P L O Y E E S W A N T

Page 22: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

W O R K P L A C E F O R M E VOICE OF

THE EMPLOYEE: “Help me invest in myself”

Technology enables individualized choice without adding an undue administrative burden for HR

Me, Inc. BALANCING MY WORK/LIFE

56% want their company to offer more flexible work options

CARING FOR MY HEALTH

53% of employees want their company to focus more on their health and wellness

STEERING MY CAREER

1 in 3 employees do not feel empowered to create their own career success at work

MANAGING MY MONEY

Mercer research shows that employees spend 13 hours per month worrying about money matters at work

© MERCER 2017 27

Page 23: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

W O R K P L A C E F O R M E

E M P L O Y E E P R I O R I T I E S

HEALTH

61%

WEALTH

23%

CAREER

16%

No.1 asks from employees

“Offer more flexible work options” Canada, Japan, USA

“Enable quick decision making” Australia and Germany

“Understand my unique interests & skills” India, Italy, South Africa, UK

“Actively support innovation” China and Mexico

“Focus on my health and wellness” Brazil, France, Hong Kong, Singapore

People who felt that they could not achieve their own career success at work want their

organization to take more time to get to know their skill sets

Employees are seeking ways to “make work work”

for their individual circumstances

Page 24: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

Q U E S T F O R I N S I G H T

27% executives report that HR delivers actionable analytics for business leader decision making

HR

Analytics used

EXEC

Most valuable

Key drivers

of engagement

Reasons to

leave/stay

Why

Join

Risk of

burnout

Effective

training

Team

performance

Who is likely

to leave

MORE LESS STRATEGIC VALUE

Not used

Reporting

Correlation

Cause and effect

Predictive

© MERCER 2017 29

Page 25: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

Q U E S T F O R I N S I G H T

INNOVATIONS Games and tools to source

qualified talent or speed up the sifting

Network Analysis

Social Data

Cluster Analysis

TALENT DATA

Over 60% use innovative learning methods

Culture fit

82%

Personality Cognitive

ability

86% 86%

Games

66%

VAC

73%

Page 26: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

A F R I C A H A S I T S O W N C H A L L E N G E S

Source: Human Capital Index 2013

North America

Europe And

Central Asia

Asia And

Pacific

Latin America

and Caribbean

Middle East and

North Africa

Sub-Saharan Africa

HUMAN CAPITAL INDEX • Education • Health and Wellness • Workforce and Employment • Enabling Environment

Page 27: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

V I E W S F R O M S U B - S A H A R A

• Leadership but not the hero

• Source and develop talent locally

• People strategy for new markets

• Performance management work is changing

• Reward in diverse and changing markets

• Digitize HR to deliver to the individual

Preserve brand and culture

1

2

3

4

5

6

Page 28: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

50%

40%

28%

14%

10%

9%

35%

6%

11%

38%

33%

25%

22%

13%

9%

33%

30%

16%

0% 10% 20% 30% 40% 50% 60%

Culture

Brand Recognition

Business Model

Pay/Rewards

Benefits

Diversity & Inclusion

Executives

HR

Employees

B E W A R E , A R E W E A L I G N E D ?

Page 29: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017

C U LT I VAT E A T H R I V I N G W O R K F O R C E

T H R I V I N G W O R K F O R C E

Diverse and Energized

Inclusive and Growth Focused

Committed to Health & Wellness T H R I V I N G O R G A N I Z AT I O N

Business Success

Resilient and Adaptive

Positive Social Impact

T H R I V I N G E M P L O Y E E

Growing and Contributing

Empowered and Connected

Healthy and Energized

Page 30: Partner Mercer · 79%Israel 74% 72% 71% 70% 68%South Korea 66%Belgium 66%India 64% 64% 64%Great Britain 60% 59% 59% 58% 57%Canada 53%Turkey 51%Brazil 49% 47% Total Spain Peru Poland

© MERCER 2017