Human Resources Statistics

Human Resources Statistics

Almost overnight it seemed like we went from a manageable amount of HR research to an absolute flood of information. Don t get me wrong, we aren t complaining, we just empathize with HR managers who may feel a bit overwhelmed by the sheer volume of data and details now available. Rather than making you wade through the piles of information, we ve taken the liberty of reviewing content from some of the most reliable sources - Gartner, PricewaterhouseCoopers, Bersin by Deloitte, etc. - and identifying key points. On the following pages you ll find highlights from that research covering topics from the Affordable Care Act to HR Technology, Benefits and even Taxes. But we didn t just pull highlights, we went ahead and grouped each by category and made the whole thing so pretty that we know you ll want to share it, use it in presentations or just pin it up in your office. And we re totally cool with that. So, go ahead, take a page (or 46) and use it to help make your year even better. PG 2

TABLE OF CONTENTS ACA Compliance...................... 4 Overall Effects..................... 5 Employer Effects................... 6 Employer Challenges................ 8 What s Next for Employers........... 9 Employee Benefits................... 10 Costs............................ 11 More Than Just Healthcare.......... 15 Human Resources.................... 16 Talent.......................... 17 Data and Analytics................. 19 Digital Disruption.................. 21 Policies......................... 23 Business Taxes & Payroll.............. 24 Taxes and Business Growth.......... 25 Payroll Overview.................. 26 Payroll Implementation Challenges.... 27 Payroll Software Satisfaction......... 28 Talent............................. 29 Employee Trust & Engagement....... 30 Hiring........................... 33 Mobile and Social.................. 35 Employee Retention............... 37 Employee Retention and Millennials... 39 Technology......................... 40 Access Overload.................. 41 Software as a Service (SaaS)......... 42 Make Way for Mobile............... 44 PG 3

ACA Compliance

OVERALL EFFECTS According to the Centers for Disease Control (CDC), 91% of the population is now covered by some form of health insurance. (Centers for Disease Control) PG 5

EMPLOYER EFFECTS 81% of companies were already in compliance with the eligibility requirements prior to 2015. And among those employers who did extend coverage to more employees, many found that few of the newly eligible chose to enroll. (Mercer/CFO) Despite the slight growth in the percentage of workers eligible for coverage, the percentage of workers covered remained unchanged. (Mercer/CFO) PG 6

EMPLOYER EFFECTS Although most (73%) reported no change in workforce strategy, some companies did choose to take measures to minimize enrollment growth, including: 2% increased headcount so more employees worked fewer hours 2% reduced overall headcount 7% reduced hours for those typically worked 30+ hours/week 12% reduced hours for those who occasionally worked 30+ hours/week 16% ensured new part-time employees stayed under 30 hours/week 10% claimed some other change in strategy (Mercer/CFO) PG 7

EMPLOYER CHALLENGES Most companies (57%) say the administrative burden posed by the healthcare reform law is their biggest issue. (Mercer/CFO) PG 8

WHAT S NEXT FOR EMPLOYERS? Section 4980H - Employer Pay or Play Mandate Employers with 50 or more full-time employees (including FTEs) must offer coverage to employees and their children or pay a penalty. Employers are vulnerable to penalties if that coverage does not provide minimum value or is not deemed affordable. (Littler) Employers are now required to offer coverage to 95% of their workforce in 2016. If any employee receives a federal subsidy through the health exchange then the employer may be assessed a penalty. (Employee Benefits News) PG 9

Employee Benefits

COSTS The average annual premium for employersponsored health insurance rose by roughly 4% to $6,251 for single coverage and $17,545 for family coverage. (The Kaiser Family Foundation) PG 11

COSTS In general, most employees were required to contribute to a share of their premiums. For single coverage, 61% were required to make a contribution of less than or equal to 1/4 of the total premium, 2% required more than 1/2 of the premium and 16% required no contribution. For family coverage, 44% were required to make a contribution of less than or equal to 1/4 of the total premium, 15% required more than 1/2 of the premium and only 6% required no contribution. (Kaiser Family Foundation) PG 12

COSTS Employers reported different strategies to structure their contributions with 45% of small employers contributing the same dollar amount for family and single coverage, 39% contributing a larger dollar amount and 18% using some other approach. (Kaiser Family Foundation) PG 13

COSTS Over the past year, the percentage of organizations offering health savings accounts has increased from 43% to50%. (SHRM 2016 Employee Benefits) PG 14

MORE THAN JUST HEALTHCARE 88% of organizations offered professional membership benefits in 2016. Compared to five years ago, more organizations are offering monetary bonus benefits such as employee referrals, spot bonus awards, sign-on bonuses for executives and nonexecutives, as well as retention bonuses for non-executives. Telecommuting benefits have seen a threefold increase over the past two decades, from 20% in 1996 to 60% in 2016. (SHRM 2016 Employee Benefits) PG 15

Human Resources

TALENT 70% of business leaders are concerned about their access to employees with key skills to grow their business....and 53% of these business leaders report that their HR department is not prepared to find, develop and source new talent. (PricewaterhouseCoopers, LLP) PG 17

TALENT The volume of people applying for jobs has risen by 33% in the past three years... but the quality of applicants has not improved at all. (CEB Global) PG 18

DATA AND ANALYTICS Only 6% of organizations rate their data and analytics skills highly. (Bersin by Deloitte) PG 19

DATA AND ANALYTICS 77% of organizations rate people analytics as a key priority. 8% of companies believe they are fully capable of developing predictive models, while 31% of companies felt ready or somewhat ready for analytics. (Bersin by Deloitte) PG 20

DIGITAL DISRUPTION 74% of executives identified digital HR as a top priority for this year. (Bersin by Deloitte) PG 21

DIGITAL DISRUPTION By 2017, 25% of enterprises will have an enterprise app store for managing corporate-sanctioned apps on PCs and mobile devices. (Gartner) PG 22

POLICIES 42% of companies are adapting their existing HR systems for mobile, device-delivered, just-in-time learning. 59% are developing mobile apps that integrate back-office systems for ease of use by employees. 51% are leveraging external social networks in their own internal apps for recruitment and employee profiles. (Bersin by Deloitte) PG 23

Business Taxes & Payroll

TAXES AND BUSINESS GROWTH 24% of small firms listed Federal Taxes and 12% listed State and Local Taxes as two of the most significant challenges to the future growth and survival of their business. (National Small Business Association) PG 25

PAYROLL OVERVIEW 57% of small firms increased employee compensation over the last 12 months, and 60% said they plan to increase wages in the coming 12 months. (National Small Business Association) PG 26

PAYROLL IMPLEMENTATION CHALLENGES When moving payroll services to the cloud as part of a broader HR system, 22% of respondents said the process either took longer or cost more than anticipated. (PricewaterhouseCoopers, LLC) PG 27

PAYROLL SOFTWARE SATISFACTION Payroll software continues to earn a high satisfaction rating of 47% compared to other HRIS functions, including time reporting (35%), analytics (34%) and core HR (31%). (PricewaterhouseCoopers, LLC) PG 28

Talent

EMPLOYEE TRUST & ENGAGEMENT Employee engagement programs help companies enjoy 26% greater annual increase in revenue. (Aberdeen) PG 30

EMPLOYEE TRUST & ENGAGEMENT 87% of organizations cite culture and engagement as one of their top challenges, and 50% call the problem very important. (Deloitte) PG 31

EMPLOYEE TRUST & ENGAGEMENT About 1/3 of employees say their employers aren t truthful with them. A 1/4 of employees don t trust their employers which affects their overall job satisfaction. 70% of U.S. employees are actively disengaged in their work. Only about 52% of employees say their organizations make them feel valued. (American Psychological Association s Center for Organizational Excellence) PG 32

HIRING 67% of employers believe retention rates would be higher if candidates had a clearer picture of what to expect about working at the company before taking the job. (Harris Interactive Survey for Glassdoor) PG 33

HIRING 47% of declined offers in the second half of 2015 were due to candidates accepting other jobs, up 10 points from the first half of 2015. (Recruiter Sentiment Study, MRI Network) PG 34

MOBILE & SOCIAL 64% of people said that their mobile devices make them more productive at work, and 29.2% see mobile DEVICES AS A WORKPLACE NECESSITY. 86% of people also said they own at least two devices that had the ability to connect to the internet, with 18-35 year olds making up most of that group. (Aruba Network) PG 35

MOBILE & SOCIAL There is a 50% increase in employees recommending a company s products or services when the employer encourages social sharing... 33% But only of employers encourage employees to use social media to share news and information about their work or employer. (Weber Shandwick) PG 36

EMPLOYEE RETENTION 1 in 2 employees have left their job to get away from their manager at some point in their career. (Gallup) PG 37

EMPLOYEE RETENTION 28% of companies believe that a lack of transparency and communication around internal decisions is a major factor when employees leave an organization. (Aberdeen) PG 38

EMPLOYEE RETENTION & MILLENNIALS More than two-thirds of millennials believe it is management s job to provide accelerated development opportunities to encourage them to stay. (Becoming Irresistible, Deloitte) PG 39

Technology

ACCESS OVERLOAD Employees are overwhelmed with technology, apps and a constant flood of information with people, collectively, checking their phones more than 8 billion times each day, yet productivity is barely rising. (Bersin by Deloitte) PG 41

SOFTWARE AS A SERVICE (SaaS) In 2015 23% of companies used SaaS for core HR and another 26% planned to move within three years. In 2016, 44% of companies are using SaaS for core HR and another 30% are planning to move in the next one to three years. (PricewaterhouseCoopers, LLC.) PG 42

SOFTWARE AS A SERVICE (SaaS) Many organizations are focused on consolidating their technology portfolio with 40% of companies planning to use fewer vendors. Top motivation for consolidation include: 61% - Easier vendor maintenance and product management 60% - Better support 47% - Better Integration (PricewaterhouseCoopers, LLC.) PG 43

MAKE WAY FOR MOBILE Mobile has become the channel of preference for workers. (Bersin by Deloitte) PG 44

MAKE WAY FOR MOBILE Today there are more than 7 billion mobile devices in the world, and more than 40% of all internet traffic is driven by these devices. Yet fewer than 20% of companies deploy their HR and employee productivity solutions on mobile apps. (Bersin by Deloitte) PG 45

MAKE WAY FOR MOBILE Only 7% of companies use mobile technology for coaching, 10% for performance management, 8% for time scheduling, 13% for recruiting and candidate management, and 21% for leave requests. (Bersin by Deloitte) PG 46