Ict work life balance final

Ict work life balance final

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  SHRM Survey Findings:Work/Life Balance Policies July 12, 2012
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  Definitions  Wireless communicationdevices: For the purposes of this survey, wireless communication devices include cell phones, smart phones (e.g., Blackberry, iPhone, Android), tablets (e.g., iPad, Archos, PlayBook) and similar communication devices.  Work/life balance policies: For the purposes of this survey, work/life balance policies include programs that encourage flexible employee work arrangements that emphasize the value of making work and life responsibilities more manageable for employees. Work/Life Balance Policies ©SHRM 2012 2
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  Key Findings  Howprevalent are work/life balance policies? Twenty-four percent of organizations have a formal work/life balance policy in place, whereas approximately one-half of organizations (52%) have an informal work/life balance policy.  What elements are included in work/life balance policies? Working during vacation time was included in almost one-half of formal work/life balance policies (47%) and in over three-fifths of informal policies (62%). Working during sick time was also included in roughly one-third of formal policies (34%) and one-half of informal policies (54%).  What are supervisors/management doing to encourage employees to take time away from work to recharge? The majority of organizations (80%) indicated that their supervisors/managers encourage a healthy work/life balance within their unit/work group. Approximately two-thirds of supervisors/managers (67%) encourage employees to ask for help when necessary, and roughly one- quarter of supervisors/managers (26%) discourage employees from answering e-mails or phone calls via their wireless communication devices during nonworking hours. Work/Life Balance Policies ©SHRM 2012 3
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  Organizations with FormalWork/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 4
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  Does your organizationhave a formal (i.e., written) work/life balance policy? Yes 24% No 76% Note: n = 327. Respondents who answered “not sure” were excluded from this analysis. Work/Life Balance Policies ©SHRM 2012 5
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  Please indicate theelements included in your formal work/life policy: Percentage Working during vacation time 47% Working over a specified number of hours per week in the office or away 43% from the office for both exempt and nonexempt employees Working during sick time 34% Flexible work arrangements* 10% Other 9% Note: n = 79. Only respondents whose organizations have formal work/life policies were asked this question. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 6
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  Organizations with InformalWork/Life Balance Policies Work/Life Balance Policies ©SHRM 2012 7
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  Does your organizationhave an informal (e.g., management practices) work/life balance policy demonstrating organizational commitment to the importance of employees taking time away from work to recharge? Yes 52% No 48% Note: n = 254. Respondents who answered “not sure” were excluded from this analysis. Only respondents whose organizations do not have formal work/life policies were asked this question. Work/Life Balance Policies ©SHRM 2012 8
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  Please indicate theelements included in your informal work/life policy: Percentage Working during vacation time 62% Working during sick time 54% Working over a specified number of hours per week in the office or away 41% from the office for both exempt and nonexempt employees Flexible work arrangements* 9% Other 8% Note: n = 133. Only respondents whose organizations have informal work/life policies were asked this question. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 9
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  Which management practicesare utilized to encourage employees to take time away from work to recharge? Percentage Supervisors/managers encourage a healthy work/life balance within their 80% unit/work group. Supervisors/managers encourage employees to ask for help when necessary (e.g., when employee finds that he/she needs to work beyond 67% specified work hours). Supervisors/managers discourage employees from answering e-mails or phone calls via their wireless communication devices during nonworking 26% hours (e.g., weekends, evenings, holidays). Supervisors/managers encourage the use of PTO/vacation and sick leave.* 7% The organization has days or time when e-mail is not used (e.g., “E-mail- 1% Free Fridays”, “No e-mail weekends”). Other 4% Note: n = 84. Only respondents whose organizations have informal work/life policies were asked this question. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates that this response option was developed from open-ended responses. Work/Life Balance Policies ©SHRM 2012 10
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  Demographics: Organization Industry Percentage Manufacturing 17% Finance and insurance 17% Health care and social assistance 12% Professional, scientific and technical services 10% Other service except public administration 9% Educational services 6% Public administration 5% Retail trade 4% Construction 3% Information, publishing industries 3% Religious, grant-making, civic professional and similar organizations 3% Transportation and warehousing 2% Note: n = 332. Percentages do not equal 100% due to multiple response options. Work/Life Balance Policies ©SHRM 2012 11
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  Demographics: Organization Industry(continued) Percentage Wholesale trade 2% Utilities 2% Accommodation and food services 2% Administrative and support and waste management and remediation services 2% Real estate, rental and leasing 2% Arts, entertainment and recreation 1% Agriculture, forestry, fishing and hunting 1% Mining 1% Repair and maintenance 1% Management of companies and enterprises 1% Personal and laundry services * Note: n = 332. Percentages do not equal 100% due to multiple response options. An asterisk (*) indicates < 1%. Work/Life Balance Policies ©SHRM 2012 12
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  Demographics: Organization Sector Privately owned for-profit organization 49% Publicly owned for-profit organization 22% Nonprofit organization 19% Government sector 7% Other 3% n = 332 Work/Life Balance Policies ©SHRM 2012 13
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  Demographics: Organization StaffSize 1 to 99 employees 26% 100 to 499 employees 31% 500 to 2,499 employees 16% 2,500 to 24,999 employees 22% 25,000 or more employees 5% n = 330 Work/Life Balance Policies ©SHRM 2012 14
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  Demographics: Other Does yourorganization have U.S.-based Is your organization a single-unit organization or a operations (business units) only, or does multi-unit organization? it operate multinationally? Single-unit organization: An organization U.S.-based operations only 74% in which the location and the 33% organization are one and the same. Multinational operations 26% n = 329 Multi-unit organization: An organization 67% that has more than one location. n = 331 What is the HR department/function for For multi-unit organizations, are HR policies and which you responded throughout this practices determined by the multi-unit survey? headquarters, by each work location or by both? Corporate (companywide) 70% Multi-unit headquarters determines HR 52% Business unit/division 14% policies and practices. Facility/location 16% Each work location determines HR 3% policies and practices. n = 230 A combination of both the work location and the multi-unit headquarters 45% determines HR policies and practices. n = 230 Work/Life Balance Policies ©SHRM 2012 15
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  SHRM Survey Findings:Work/Life Balance Policies Methodology  Response rate = 12%  Sample composed of 332 randomly selected HR professionals from SHRM’s membership  Margin of error +/-5%  Survey fielded June 9 – June 27, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research Project leader: Robert Boyd, survey research analyst, SHRM Research Project contributors: Mark Schmit, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, SHRM Research Christina Lee, SHRM Research Copy Editor: Katya Scanlan, SHRM Knowledge Center Work/Life Balance Policies ©SHRM 2012 16