Career Frameworks Deliver Positive Return, Mercer Study Reveals
22 12월 2015 - 12:11AM
Business Wire
Unprecedented numbers of companies are seeking to ‘build from
within’ and career frameworks are heralded as a cornerstone of
success
As the marketplace for quality talent remains competitive,
employers are assessing their strategies for attracting and
retaining top-performing employees. According to Mercer’s 2015
Career Frameworks in Talent Management Survey, more than
three-quarters (76%) of organizations worldwide report their Career
Framework delivered a positive return on their investment.
Moreover, 73% of employers are planning to continue with their
current strategy of “building” talent from within their
organizations rather than “buying” talent from the external
marketplace.
“Attracting and retaining the right talent continues to be a
challenge for companies as a result of the competitive job market,
flat compensation budgets, shortage in critical skillsets, and a
constantly changing business environment,” said Kate Bravery,
Partner and Global Solutions Leader for Mercer’s Talent business.
“Employers recognize that their employees are the key to success in
today’s global economy. By focusing on developing and outlining
career paths, they can influence employees’ growth potential within
the company, improve retention efforts, and cost-effectively
develop a workforce that contributes to higher business
performance.”
Consistent with the overwhelmingly positive response to the
benefits of Career Frameworks, an outcome which other HR processes
often struggle to achieve, just 3% of employers plan to shift from
their current approach of building talent to buying it in the
upcoming year. The priority business challenges related to talent –
that impact career frameworks – are increasing employee mobility,
engagement, and retention (56%); benchmarking rewards and
compensation (56%); and accelerating talent strategies to execute
business objectives (53%). While these challenges are prevalent
worldwide, the prominence varies by region based on career
philosophy, talent needs, and effective use of career toolkits and
training.
“As companies seek to align employee expectations for career
experiences with organizational needs to build the talent pipeline,
we are witnessing an increase in discussions around the ‘science of
structure’ and how to align expectations around career
transparency, velocity and control,” said Ms. Bravery.
In North America, just more than one-third (35%) of
organizations have a career framework in place and less than half
define the rate at which employees should advance within the
organization, resulting in different expectations between the
employer and employee. “There is tremendous opportunity to close
this gap. With today’s multi-generational workforce, the key to
employee engagement is demonstrating career paths and journeys tied
to experiences and capabilities,” said Ilene Siscovick, Partner and
Global Careers Leader for Mercer. “Portals, mobile apps, and
interactive communication tools are the most effective platforms
for connecting with employees.”
While one in two organizations in Europe has a career framework
in place, an additional 41% have plans to implement one. However,
organizations in this region are the least likely to have
transparency with employees as to what is needed to progress within
the organization.
Although most organizations in Asia with career frameworks do
not have complete ones, strategic workforce planning is one of the
main uses for a career framework in this region.
Among the survey’s other findings:
- Half (50%) of organizations worldwide
currently use career frameworks and an additional 37% plan to
implement a career framework.
- The top talent programs driven by the
career framework are training and development (73%), performance
management (62%), career pathing (61%), and succession planning
(61%).
- More than three-quarters (76%) of
organizations globally using career frameworks believe their
investment has paid off in terms of ROI.
“Undoubtedly, career frameworks are essential for effective
workforce planning and talent management worldwide,” said Ms.
Bravery. “Not only do they result in higher employee engagement
levels and mitigated loss of talent, they provide a structure on
which to base rewards, performance management, and development
actions – enabling the individual and the organization to thrive
and deliver business value.”
The 2015 Career Frameworks in Talent Management Survey was
conducted in partnership with Human Capital Media Advisory Group,
the research arm of Talent Management and Workforce magazines. The
survey, which includes responses from 1,785 HR professionals from
more than 100 countries across more than 19 industries, examined
organizations’ current practices and future plans around career
frameworks.
About Mercer
Mercer is a global consulting leader in talent, health,
retirement and investments. Mercer helps clients around the world
advance the health, wealth and performance of their most vital
asset – their people. Mercer’s more than 20,000 employees are based
in 43 countries and the firm operates in over 140 countries. Mercer
is a wholly owned subsidiary of Marsh & McLennan Companies
(NYSE: MMC), a global professional services firm offering clients
advice and solutions in the areas of risk, strategy and people.
With 57,000 employees worldwide and annual revenue exceeding $13
billion, Marsh & McLennan Companies is also the parent company
of Marsh, a leader in insurance broking and risk management; Guy
Carpenter, a leader in providing risk and reinsurance intermediary
services; and Oliver Wyman, a leader in management consulting. For
more information, visit www.mercer.com. Follow Mercer on Twitter
@Mercer.
About Human Capital Media
The Human Capital Media Research and Advisory Group is the
research division of Human Capital Media, publisher of Chief
Learning Officer, Talent Management and Workforce magazines. The
Research and Advisory Group specializes in partnered research
solutions – customizable and proprietary deliverables that
integrate seamlessly with existing sales and marketing programs.
Leveraging our access to senior-level decision-makers and proven HR
industry expertise, we undertake market and thought leadership
research in the human resources industry. Creating custom content
and presenting thought leadership research are all part of the
Research and Advisory Group’s focus.
View source
version on businesswire.com: http://www.businesswire.com/news/home/20151221005754/en/
MercerStacy Bronstein, +
1-215-982-8025Stacy.Bronstein@mercer.com
Marsh and McLennan Compa... (NYSE:MMC)
과거 데이터 주식 차트
부터 6월(6) 2024 으로 7월(7) 2024
Marsh and McLennan Compa... (NYSE:MMC)
과거 데이터 주식 차트
부터 7월(7) 2023 으로 7월(7) 2024