Spanish
What priorities do HR leaders worldwide have? What challenges do they face? What are the key concerns of their work? Michael Page’s barometer for the last quarter of 2012 reveals the vision of over 4,300 HR managers and leaders worldwide on key issues. We will discuss these barometer results split across two articles: first one will address the areas leaders consider priority in HR management, and in the second one—to be published in two weeks’ time—we will cover the results on how these leaders interpret their job today.
As far as the priorities of HR leaders for 2013 are concerned, At the global level, 86% of the companies participating in the study have plans to hire new employees this year, and 48% surveyed declare it is difficult, or very difficult, to search for and recruit qualified personnel.
However, there are important regional differences in recruitment: a priority in emerging economies like Asia (91%) and Latin America (90%), as well as in recovering economies after the global recession, as is the case for North America (90%), whereas in Europe the economic difficulties are still being felt with a smaller percentage of companies planning to recruit new personnel (76%). In contrast, talent retention is an important priority for all companies: 93% have a strategy in place for improving employee satisfaction.
The most popular measures among those surveyed for improving talent retention are investments in training and development (55%), improving employee work-life balance (38%) and investments in compensation and benefits (47%). Moreover managers consider this last measure the most difficult one to implement; young economies like Latin America and Asia (62% and 56% respectively) are the ones with more plans to improve this aspect in addition to the others mentioned earlier. Both in Europe and USA, the most popular measure is investment in training and development (57% and 52% respectively). It is also interesting to note that the old continent gives priority to investing in corporate culture (57%) and employee appraisals (56%) over the measures for talent recruitment and retention.
Other areas of development of priority worldwide are “internal communications”, “internal mobility” and the “employer branding strategy”. The study also delves deeper into other issues like the regional idiosyncrasies in compensation and benefits management or the measures taken for achieving work-life balance.
Download the entire study here: http://www.michaelpage.com/content/390-hr-barometer.html#.UihzTxs0zfJ
