The Ongoing Impact of the Recession—Overall Financial Health and Hiring

SHRM Survey Findings: The Ongoing Impact of the Recession—Overall Financial Health and Hiring

March 12, 2013

The Ongoing Impact of the Recession—Overall Financial Health and Hiring ©SHRM 2013 2

• This is Part 1 of a series of SHRM survey results about the ongoing impact of the U.S. and global recession, which began in 2007. Overall results will be reported separately in three different topic areas:

Overall financial health and hiring. Recruiting and skill gaps. Global competition and hiring strategies.

• New for 2012, overall results will also be reported separately for California.

• Industry-specific results will be reported separately for each of the eight industries that were included in the sample:

Construction, oil, mining and gas. Federal government. Finance. Health. High-tech. Manufacturing. Professional services. State and local government.

Introduction


• What percentage of staff have organizations lost since the U.S. and global recession began in December 2007? Overall, three-quarters (76%) of organizations indicated they had lost 10% or fewer employees since the recession began. Twenty-nine percent of those organizations had not lost any employees.

Results were similar to 2011, although both in 2012 and 2011 organizations reported fewer job losses compared with 2010.

The health and finance industries reported the fewest layoffs, with 40% and 37%, respectively, losing no staff.

• What percentage of staff have organizations lost in the last 12 months? One-half (49%) of organizations lost no staff in the past year, and one-third (33%) reported losing up to 5% of employees.

Smaller organizations were more likely to have lost no employees compared with larger organizations.

All industries faired better than the federal government (27%) in terms of having lost no employees in the last 12 months.

• How does the financial health of organizations compare to 12 months ago? Overall financial health reported in 2012 was slightly better than it was in 2011. One-half (51%) of organizations reported a mild to significant improvement (42% in 2011), whereas one-quarter (27%) were in a mild or significant decline (34% in 2011).

Key Findings: Organizations’ Financial Health


• Are organizations currently hiring? Over three-quarters (78%) of organizations hired full-time employees in 2012, a slight increase from 73% in 2011. Fewer organizations hired part-time employees (38%) or full-time temporary/contract (37%) positions, and one-quarter (26%) hired part-time temporary/contract employees.

Larger organizations (500 to 24,999 employees) were more likely to be hiring compared with smaller organizations (1 to 499 employees).

Hiring for full-time contract/temporary employees was the highest for the federal government (51%), high-tech (51%) and manufacturing (45%) industries compared with other industries.

• For what type of positions are organizations hiring? Most organizations hired at nonmanagement levels (71% for hourly and 70% for salaried positions), and one-half (49%) hired for management positions such as directors and managers. One out of five organizations (20%) hired at the executive/upper-management (e.g., CEO, CFO) level.

These findings are very similar to what was found in 2011.

The health industry had the highest percentage of organizations hiring for nonmanagement hourly (91%) positions, and the high-tech industry was highest for nonmanagement salaried (95%) positions.

Key Findings: Hiring


• Are organizations creating new positions or replacing jobs lost? Of those organizations hiring, over one-half (57%) mainly hired direct replacements of jobs lost, whereas 31% hired for completely new positions. Eleven percent of organizations added new duties to the jobs lost.

Although there were no changes from 2011, both 2012 and 2011 showed a decrease in hiring for new positions and an increase in hiring direct replacements of jobs lost compared with 2010.

Smaller organizations (1 to 499 employees) were more likely to be hiring for completely new positions than were larger organizations (500 or more employees).

State or local governments (76%) were more likely than all other nongovernment industries to be hiring direct replacements of jobs lost.

The high-tech (53%); professional services (44%); and construction, mining, oil and gas (40%) industries had the highest percentage of organizations that were hiring for completely new positions compared with health, federal government, and state and local government industries.

Key Findings: Creating Completely New Positions


• Do completely new positions require new and different skill sets?

Compared with the skills required for the jobs lost since the recession began:

One in five organizations (19%) required completely new and different skill sets.

Over one-half (58%) of organizations required a mixture of new skills and the same type of skills for new positions.

About one-quarter (23%) required approximately the same types of skills as those required before the recession.

Compared with the skills required in existing jobs in your organization (for organizations that had not lost any jobs since the recession began):

Few organizations (5%) required completely new and different skills.

About one-half (54%) of open positions required a mixture of new skills and the same types of skills.

Two in five organizations (42%) required approximately the same types of skills.

• Is it difficult to recruit for positions requiring new and different skill sets? Three in five (63%) organizations reported it was somewhat or very difficult to recruit for completely new positions or positions with new duties added that required new and different skill sets.

Key Findings: Skills for Completely New Positions


• Staffing for replacement needs: In the coming years, HR professionals are likely to be staffing for replacement needs more than filling newly created positions. According to the U.S. Bureau of Labor Statistics’ (BLS) 2010-2020 Employment Project Report, slower population growth will lead to a decreasing overall labor force from 2010 to 2020. It projects 54.8 million total job openings in this time period with more than half—61.6 percent—resulting from “replacement needs”, i.e., the need to replace workers who retire or otherwise permanently leave an occupation. Replacement needs will exceed new job growth vacancies in 4 out of 5 occupations.

• Increasing productivity: Some industries are using fewer employees to do more with less, possibly resulting in employee burnout and turnover. The federal government in particular was most likely to have lost jobs.

• Improving financial health: HR professionals reported slightly improved financial health in 2012, and economists are expecting continuing incremental economic growth in 2013. With over one-half (51%) of organizations reporting mild to significant improvement, organizations may be more likely to add jobs in 2013 than in previous years if economic conditions continue to improve.

• Investing in training and upskilling: With a mix of new and different skill sets required for most new openings and a slower growing labor force, HR professionals and organizations may need to invest more in training and employee upskilling.

What do these results mean to the HR profession?


More than 50% of staff

21% to 50% of staff

11% to 20% of staff (2012 & 2011 data)

* 10% to 20% of staff (2010 data)

10% or fewer staff (2012 & 2011 data)*Less than 10% of staff (2010 data)

6% to 10% of staff

1% to 5% of staff

0% of staff

2%

11%

22%

65%

3%

9%

12%

77%

18%

28%

31%

2%

8%

13%

76%

18%

29%

29% 2012 (n = 3,236)

2011 (n = 2,273)

2010 (n = 2,342)

Since the U.S. and global recession began in December 2007, what percentage of regular full-time jobs at your organization has been lost (e.g., due to layoffs, attrition)?

Note: Percentages may not total 100% due to rounding. An asterisk (*) indicates that 2010 data had different categories than 2012 and 2011 data: “Less than 10% of staff” and “10% to 20% of staff.”



Note: Only statistically significant differences are shown.

Comparisons by industry

Finance (37%)

Health (40%)>

Construction, mining, oil and gas (25%)

Federal government (22%)

Manufacturing (25%)

State or local government (22%)


• The finance and health industries are more likely than the construction, mining, oil and gas; federal government; manufacturing; and state or local government industries to have lost 0% of staff since the U.S. and global recession began in December 2007.




Comparisons by organization staff size:Percentage of organizations that lost 0% of staff

1 to 99 employees (40%)

100 to 499 employees (29%)>

500 to 2,499 employees (22%)2,500 to 24,999 employees (22%)25,000 or more employees (13%)

1 to 99 employees (40%) > 100 to 499 employees (29%)

Comparisons by organization staff size

• Organizations with 1 to 499 employees are less likely than organizations with 500 or more employees to have encountered any staff losses since the U.S. and global recession began in December 2007.

• Organizations with 1 to 99 employees are less likely than organizations with 100 to 499 employees to have encountered any staff losses since the U.S. and global recession began in December 2007.


In the last 12 months, from August 1, 2011, to July 31, 2012, what percentage of regular full-time jobs at your organization has been lost (e.g., due to layoffs, attrition)?

n = 3,277

More than 50% of staff

21% to 50% of staff

11% to 20% of staff

6% to 10% of staff

1% to 5% of staff

0% of staff

1%

2%

5%

10%

33%

49%






Finance (56%)

Health (55%)

High-tech (47%)

Manufacturing (52%)

Professional services (48%)


> Federal government (27%)


• The construction, mining, oil and gas; finance; health; high-tech; manufacturing; professional services; and state or local government industries are more likely than the federal government to have lost 0% of staff in the last 12 months.





1 to 99 employees (62%) >

100 to 499 employees (51%)500 to 2,499 employees (44%)

2,500 to 24,999 employees (39%)25,000 or more employees (29%)

100 to 499 employees (51%) >2,500 to 24,999 employees (39%)25,000 or more employees (29%)

500 to 2,499 employees (44%) > 25,000 or more employees (29%)


• Organizations with 1 to 99 employees are more likely than organizations with 100 or more employees to have lost 0% of staff in the last 12 months.

• Organizations with 100 to 499 employees are more likely than organizations with 2,500 or more employees to have lost 0% of staff in the last 12 months.

• Organizations with 500 to 2,499 employees are more likely than organizations with 25,000 or more employees to have lost 0% of staff in the last 12 months.


Compared to 12 months ago, would you say your organization’s overall financial health is improving, has not changed or is declining?

Significant decline

Mild decline

No change

Mild improvement

Significant improvement

9%

24%

25%

35%

7%

8%

26%

24%

33%

9%

7%

20%

22%

38%

13%

2012 (n = 3,362)

2011 (n = 2,277)






Finance (19%)

Health (11%)

High-tech (17%)

Manufacturing (17%)


>Federal government (3%)


Finance (19%) > Health (11%)


• The construction, mining, oil and gas; finance; health; high-tech; manufacturing; and professional services industries are more likely than the federal government and state or local government to have seen significant improvement in their organization’s financial health compared to 12 months ago.

• The finance industry is more likely than the health industry to have seen significant improvement in its organization’s financial health compared to 12 months ago.





• Organizations with 1 to 99 employees and 2,500 and more employees are more likely than organizations with 100 to 499 employees to have seen significant decline in their organization’s financial health compared to 12 months ago.


1 to 99 employees (8%)2,500 to 24,999 employees (9%)25,000 or more employees (10%)

> 100 to 499 employees (4%)


Is your organization currently hiring for any of the following types of staff?

Note: Percentages do not total 100% due to multiple response options. An asterisk (*) indicates this question was not asked in 2010 or 2011.

*Part-time contract/temporary

*Full-time contract/temporary

*Part-time staff

Full-time staff

26%

37%

38%

78%

0.62

0.73

2012 (n = 3,480-3,481)2011 (n = 2,286)2010 (n = 2,308)


Is your organization currently hiring full-time or part-time staff?



Health (85%)

High-tech (83%)> Professional services (72%)

Health (85%) > Construction, mining, oil and gas (73%)


• The health and high-tech industries are more likely than the professional services industry to be currently hiring full-time staff.

• The health industry is more likely than the construction, mining, oil and gas industry to be currently hiring full-time staff.


Health (69%) >



Finance (53%)

High-tech (17%)

Manufacturing (15%)



• The health industry is more likely than the construction, mining, oil and gas; federal government; finance; high-tech; manufacturing; professional services; and state or local government industries to be currently hiring part-time staff.


Is your organization currently hiring part-time staff? (continued)




Finance (53%)

State or local government (51%)>



High-tech (17%)

Manufacturing (15%)


Federal government (35%) >


High-tech (17%)

Manufacturing (15%)

Professional services (27%) > Manufacturing (15%)

• The finance industry and state or local governments are more likely than the construction, mining, oil and gas; federal government; high-tech; manufacturing; and professional services industries to be currently hiring part-time staff.

• The federal government is more likely than the construction, mining, oil and gas; high-tech; and manufacturing industries to be currently hiring part-time staff.

• The professional services industry is more likely than the manufacturing industry to be currently hiring part-time staff.


Is your organization currently hiring full-time contract/temporary staff?





High-tech (51%)>


Finance (26%)

Health (34%)



Manufacturing (45%) >

Finance (26%)

Health (34%)



• The federal government and high-tech industry are more likely than the construction, mining, oil and gas; finance; health; professional services; and state or local government industries to be currently hiring full-time contract/temporary staff.

• The manufacturing industry is more likely than the finance, health, professional services, and state or local government industries to be currently hiring full-time contract/temporary staff.


Is your organization currently hiring part-time contract/temporary staff?




State or local government (39%) >


Finance (17%)

High-tech (24%)

Manufacturing (17%)



Health (33%)>


Finance (17%)

Manufacturing (17%)

Professional services (25%) Construction, mining, oil and gas (14%)

• State or local governments are more likely than the construction, mining, oil and gas; finance; high-tech; manufacturing; and professional services industries to be currently hiring part-time contract/temporary staff.

• The federal government and health industries are more likely than the construction, mining, oil and gas; finance; and manufacturing industries to be currently hiring part-time contract/temporary staff.

• The professional services industry is more likely than the construction, mining, oil and gas industry to be currently hiring part-time contract/temporary staff.


Is your organization currently hiring full-time or part-time staff?



• Organizations with 500 to 24,999 employees are more likely than organizations with 1 to 499 employees to be currently hiring full-time staff.

• Organizations with 100 to 499 employees and 25,000 or more employees are more likely than organizations with 1 to 99 employees to be currently hiring full-time staff.


500 to 2,499 employees (90%)2,500 to 24,999 employees (91%) >

1 to 99 employees (56%)100 to 499 employees (81%)

100 to 499 employees (81%)25,000 or more employees (88%) > 1 to 99 employees (56%)

• Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to be currently hiring part-time staff.

• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring part-time staff.



>1 to 99 employees (18%)




Is your organization currently hiring full-time contract/temporary staff?



• Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to be currently hiring full-time contract/temporary staff.

• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 499 employees to be currently hiring full-time contract/temporary staff.

• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring full-time contract/temporary staff.


2,500 to 24,999 employees (59%)25,000 or more employees (64%) >


500 to 2,499 employees (47%)

500 to 2,499 employees (47%) >1 to 99 employees (16%)




Is your organization currently hiring part-time contract/temporary staff?



• Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to be currently hiring part-time contract/temporary staff.

• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 499 employees to be currently hiring part-time contract/temporary staff.

• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring part-time contract/temporary staff.


2,500 to 24,999 employees (41%)25,000 or more employees (45%) >


500 to 2,499 employees (33%)





At what level(s) is your organization hiring full-time regular staff?

Note: Percentages do not total 100% due to multiple-response options. Only respondents whose organizations were currently hiring full-time regular staff were asked this question.

Executive/upper management(e.g., CEO, CFO)

Management(e.g., directors, managers)

Nonmanagementsalaried employees

Nonmanagementhourly employees

22%

54%

71%

72%

20%

49%

70%

71%

2012 (n = 2,722)2011 (n = 1,660)


Is your organization hiring nonmanagement, hourly employees?




Health (91%) >



Finance (77%)

High-tech (42%)

Manufacturing (77%)




Finance (77%)

Manufacturing (77%)


>


High-tech (42%)


• The health industry is more likely than the construction, mining, oil and gas; federal government; finance; high-tech; manufacturing; professional services; and state or local government industries to be hiring nonmanagement, hourly employees.

• The construction, mining, oil and gas; finance; manufacturing; and state or local government industries are more likely than the federal government, high-tech and professional services industries to be hiring nonmanagement, hourly employees.


Is your organization hiring nonmanagement, salaried employees?




High-tech (95%) >



Finance (68%)

Health (59%)

Manufacturing (66%)




Professional services (81%)>


Finance (68%)

Health (59%)

Manufacturing (66%)


• The high-tech industry is more likely than the construction, mining, oil and gas; federal government; finance; health; manufacturing; professional services; and state or local government industries to be hiring nonmanagement, salaried employees.

• The federal government and the professional services industry are more likely than the construction, mining, oil and gas; finance; health; manufacturing; and state or local government industries to be hiring nonmanagement, salaried employees.


Is your organization hiring executive/upper management employees?






Manufacturing (14%)



High-tech (26%)>

Manufacturing (14%)


Health (23%) > Manufacturing (14%)

• State or local governments are more likely than the construction, mining, oil and gas; manufacturing; and professional services industries to be hiring executive/upper management employees.

• The federal government and the high-tech industry are more likely than the manufacturing and professional services industries to be hiring executive/upper management employees.

• The health industry is more likely than the manufacturing industry to be hiring executive/upper management employees.


Is your organization currently hiring nonmanagement, hourly or salaried employees?



• Organizations with 500 to 24,999 employees are more likely than organizations with 1 to 499 employees to be currently hiring nonmanagement, hourly employees.

• Organizations with 100 to 499 employees and 25,000 or more employees are more likely than organizations with 1 to 99 employees to be currently hiring nonmanagement, hourly employees.


500 to 2,499 employees (79%)2,500 to 24,999 employees (78%) >


100 to 499 employees (71%)25,000 or more employees (76%) > 1 to 99 employees (54%)

• Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to be currently hiring nonmanagement, salaried employees.



>1 to 99 employees (60%)



Is your organization currently hiring other management (e.g., directors, managers) employees?



• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to be currently hiring other management employees.

• Organizations with 500 to 2,499 employees and 25,000 or more employees are more likely than organizations with 1 to 499 employees to be currently hiring other management employees.

• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring other management employees.


2,500 to 24,999 employees (73%) >


500 to 2,499 employees (57%)

500 to 2,499 employees (57%)25,000 or more employees (69%) >




Is your organization currently hiring executive/upper management employees?



• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to be currently hiring executive/upper management employees.

• Organizations with 500 to 2,499 employees and 25,000 or more employees are more likely than organizations with 1 to 499 employees to be currently hiring executive/upper management employees.

• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring executive/upper management employees.


2,500 to 24,999 employees (33%) >


500 to 2,499 employees (24%)





Which of the following best describes, in general, the nature of full-time, regular positions your organization is currently hiring?

Note: Percentages may not total 100% due to rounding. Only respondents whose organizations were currently hiring full-time, regular staff were asked this question.

New duties added to jobs lost (e.g., due to layoffs, attrition) since the

recession began

Completely new positions

Direct replacements of jobs lost (e.g., due to layoffs, attrition) since

the recession began

12%

47%

41%

12%

30%

58%

11%

31%

57%

2012 (n = 2,665)

2011 (n = 1,640)

2010 (n = 1,378)


Which of the following best describes, in general, the nature of full-time, regular positions your organization is currently hiring for jobs lost (e.g., due to layoffs, attrition) since the recession began?






Finance (55%)

Health (64%)

High-tech (34%)

Manufacturing (53%)


Health (64%) >


High-tech (34%)

Manufacturing (53%)


Finance (55%)

Manufacturing (53%)> High-tech (34%)

• State or local governments are more likely than the construction, mining, oil and gas; finance; health; high-tech; manufacturing; and professional services industries to be hiring direct replacements of jobs lost.

• The health industry is more likely than the construction, mining, oil and gas; high-tech; manufacturing; and professional services industries to be hiring direct replacements of jobs lost.

• The finance and manufacturing industries are more likely than the high-tech industry to be hiring direct replacements of jobs lost.






High-tech (53%) >


Finance (36%)

Health (27%)

Manufacturing (32%)



Professional services (44%)>


Health (27%)


Finance (36%) >Federal government (21%)


Health (27%)

Manufacturing (32%)> State or local government (14%)

• The high-tech industry is more likely than the federal government; finance; health; manufacturing; and state or local government industries to be hiring completely new positions.

• The construction, mining, oil and gas industry and the professional services industry are more likely than the federal government, health, and state or local government industries to be hiring completely new positions.

• The finance industry is more likely than the federal and state or local governments to be hiring completely new positions.





• Organizations with 500 to 2,499 employees and 25,000 or more employees are more likely than organizations with 1 to 499 employees to be hiring direct replacements of jobs lost.

• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees be hiring direct replacements of jobs lost.




2,500 to 24,999 employees (62%) > 1 to 99 employees (49%)

• Organizations with 1 to 499 employees are more likely than organizations with 500 or more employees to be hiring completely new positions.


1 to 99 employees (42%)100 to 499 employees (36%) >



Compared with the skills required for jobs lost (e.g., due to layoffs, attrition) since the recession began in December 2007, do these completely new full-time, regular positions require:

Note: Only respondents whose organizations had lost jobs since the recession began in December 2007 and were hiring full-time staff for “completely new positions” were asked this question.

Completely new anddifferent skills

Approximately thesame types of skills

A mixture of new skills andthe same types of skills

15%

28%

57%

19%

23%

58%

2012 (n = 391)

2011 (n = 467)


Compared with the skills required for jobs lost (e.g., due to layoffs, attrition) since the recession began in December 2007, do these completely new full-time, regular positions require:



• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees and 2,500 to 24,999 employees to be requiring approximately the same types of skills as those required in the jobs lost since the recession began.



2,500 to 24,999 employees (15%)

• Organizations with 1 to 99 employees are more likely than organizations with 500 to 24,999 employees to be requiring completely new and different skills compared to the skills required in the jobs lost since the recession began.


1 to 99 employees (35%) >500 to 2,499 employees (12%)

2,500 to 24,999 employees (11%)


Compared with the skills required in existing jobs in your organization, do these completely new full-time, regular positions require:

Note: n = 437. Percentages do not total 100% due to rounding. Only respondents whose organizations had not lost jobs since the recession began in December 2007 and were hiring full-time staff for “completely new positions” were asked this question.

Completely new anddifferent skills

Approximately thesame types of skills

A mixture of new skills andthe same types of skills

5%

42%

54%


For the new full-time, regular positions being created by your organization that require new and different skill sets, how easy or difficult do you think it will be or has it been thus far to find qualified individuals for those positions?

Note: Only respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or “completely new positions” that required either “a mixture of new skills and the same types of skills” or “completely new and different skills” were asked this question.

Very difficult

Somewhat difficult

Somewhat easy

Very easy

3%

36%

45%

16%

7%

56%

32%

5%

10%

53%

33%

4%

2012 (n = 852)

2011 (n = 528)

2010 (n = 749)


For the new full-time, regular positions being created by your organization that require new and different skill sets, how easy or difficult do you think it will be or has been thus far to find qualified individuals for those positions?




Health (54%) >


High-tech (23%)

Manufacturing (20%)


State or local government (40%) > Manufacturing (20%)

• The health industry is more likely than the construction, mining, oil and gas; high-tech; manufacturing; and professional services industries to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.

• State or local governments are more likely than the manufacturing industry to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.


Manufacturing (63%) > Health (40%)

• The manufacturing industry is more likely than the health industry to indicate it will be or has been somewhat difficult to find qualified individuals for new full-time positions.


Demographics


Demographics: Organization Industry

Note: n = 3,481. Percentages do not total 100% due to rounding.

State or local government

Manufacturing

Professional services

Health

Finance

Construction, mining, oil and gas

High-tech

Federal government

Other

20%

14%

13%

13%

11%

10%

7%

7%

6%


Demographics: Organization Sector

n = 3,294

Privately owned for-profit

Government

Publicly owned for-profit

Nonprofit

Other

43%

25%

17%

12%

3%


Demographics: Organization Staff Size

n = 3,208

1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 24,999 employees

25,000 or more employees

26%

33%

19%

16%

6%


n = 3,311

Demographics: Other

U.S.-based operations only 76%

Multinational operations 24%

Single-unit organization: An organization in which the location and the organization are one and the same.

36%

Multi-unit organization: An organization that has more than one location.

64%

Multi-unit headquarters determines HR policies and practices

50%

Each work location determines HR policies and practices

3%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

47%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 3,325

n = 2,204

Corporate (companywide) 68%

Business unit/division 19%

Facility/location 13%

n = 2,206

What is the HR department/function for which you responded throughout this survey?


• Response rate = 15%

• 3,481 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey

• Margin of error +/-2%

• Survey fielded August 28, 2012 – September 14, 2012

SHRM Survey Findings: The Ongoing Impact of the Recession—Overall Financial Health and Hiring

Survey Methodology


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About SHRM Research

Project leader:Tanya Mulvey, survey research analyst, SHRM Research

Project contributors:Alexander Alonso, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, Survey Research Center, SHRM ResearchJennifer Schramm, GPHR, manager, Workplace Trends and Forecasting, SHRM

Research

Copy editor:Katya Scanlan, SHRM Knowledge Center

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The Ongoing Impact of the Recession—Overall Financial Health and Hiring

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Transcript of The Ongoing Impact of the Recession—Overall Financial Health and Hiring