The Archer Mathieson Research Series

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The Archer Mathieson Research Series

• Changing Workplace Survey 2006

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Background

• The Archer Mathieson Changing Workplace
  Survey was designed to provide insight into some
  of the key employment trends of the future.
• Over 250 senior professionals responded to the
  e-survey from a variety of industry sectors
  including business services, technology,
  manufacturing, pharmaceuticals healthcare
• Approximately 50 of respondents were finance
  professionals and 40 HR professionals
• The survey was conducted between 6th October and
  17th October 2006 using Archer Mathiesons
  database and was managed by dg customer insight

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Respondents sector ()
Background
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Respondents department ()
Background
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Highlights

• Flexibility speciality
• A greater number of projects with increased
  complexity will see competition for professionals
  with advanced project management skills increase.
• Organisations are increasingly looking externally
  for a flexible, adaptive workforce with
  specialist skills. The demand for experienced
  interim specialists is likely to continue.
• Experience counts
• Demographic changes will see an increase in the
  working population over 60 years of age. Some,
  although not all anticipate tapping into this
  experienced resource.
• Competition for the talent of the future will be
  stiff as the number of entry level employees
  falls. Organisations will be required to provide
  increasingly attractive HR strategies to secure
  staff.

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Flexible resourcing

• Over 75 of respondents were expecting to see
  growth in the number and breadth of projects in
  the next few years.
• Organisations now recognise the need to
  compliment their internal resources with an
  injection of specialist external expertise. With
  over 80 of respondent organisations turning to
  outside specialists and contractors, outsourcing
  is clearly the norm.
• Nearly all saw an increasing need for flexible
  working arrangements to grow. There will be an
  increasing requirement for a multi skilled,
  adaptive workforce to meet this demand.

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Do you expect the number breadth of projects to
increase in your organisation over the next few
years? ()
Projects
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Do you outsource any of your employment needs to
outside specialists or contractors? ()
Outsourcing
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Do you expect the need for flexible working
arrangements to grow? ()
Flexible working
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Do you think working from home will increase or
decrease in the future? ()
Flexible working
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Demographic changes

• Population ageing will continue during the 1st
  half of this century. The number of people aged
  65 and over will continue to increase whilst the
  number of under 16s will decrease.
• Many respondents (67) are expecting to be
  employing more people over the age of 60 in line
  with this trend.
• Fewer however are prepared for a decrease in the
  number of employees available for entry level
  jobs. Only 40 of respondents anticipate a
  reduced supply in the next 20 years.
• source Office of National Statistics

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Do you believe the number of your employees over
sixty years of age will increase or decrease in
the next 20 years? ()
Demographic changes
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Do you expect the supply of employees for entry
level jobs to increase or decrease in the next 20
years? ()
Demographic changes
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Do you expect the supply of employees for entry
level jobs to increase or decrease in the next 20
years? ()
Demographic changes
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Do you believe more UK based companies will
source employment via overseas operations in the
future? ()
International resources
Most respondents believe more UK companies will
look overseas to source employment in the future
and see the need for increased cross border job
mobility.
Yes
No
Do you envisage the need for greater cross-border
job mobility in future? ()
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Engagement alignment

• Many organisations are utilising share option and
  SAYE schemes to engage and retain staff. Over 66
  of respondents confirmed that some or all
  employees below director level had an opportunity
  to earn a financial stake in their business.
• Over 90 of respondents believe their HR
  strategies to be partly or wholly aligned to
  their corporate strategy. Opinions vary however
  between finance and HR professionals
  (representing 52 and 39 of the sample
  collectively) as to the extent of this alignment.
  HR respondents are more confident about a total
  alignment than their finance colleagues.

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Do you offer your employees below director level
an opportunity to earn a financial stake in the
business? ()
Engagement alignment
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Do you offer your employees below director level
an opportunity to earn a financial stake in the
business? ()
Engagement alignment
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Are your employment and HR systems strategies
aligned to your corporate strategy? ()
Engagement alignment
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Archer Mathieson the changing workplace

• Archer Mathieson provides the highest standard of
  executive recruitment and interim management
  solutions in the specialist fields of Finance, IT
  and Human Resources. We have dedicated,
  experienced teams for both permanent and interim
  solutions ready to help you with your future
  requirements.
• Ranked in the Top 10 UK Interim Management
  Providers by The Executive Grapevine, Archer
  Mathieson provides interim managers across all
  business sectors.
• Archer Mathiesons aim is to respond to your
  needs not only quickly but in the most
  appropriate way. Speed of delivery is nothing
  without results and we aim to deliver both. Our
  track record speaks for itself.

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Archer Mathieson The Changing Workplace

• For further details please contact
• John Archer Ashton Ward
• Archer Mathieson Permanent Finance Archer
  Mathieson Interim Finance
• t 01753 754 333 t 01753 754 333
• e john.archer_at_archermat.com e
  ashton.ward_at_archermat.com
• James Aston Alastair Pascoe Archer
  Mathieson Human Resources Archer
  Mathieson IT
• t 01753 754 333 t
  01753 754 333
• e james.aston_at_archermat.com e
  alastair.pascoe_at_archermat.com