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1、Building Agility With a Contingent Workforce Workforce Insights ReportMarch 2022ContentsExecutive Summary 3Who We Surveyed 51 How Do Companies Fill Gaps in Their Workforce?62 Current Contingent Workforce Landscape 73 Future Contingent Workforce Landscape 74 Why Companies Hire a Contingent Workforce
2、85 How Companies Source and Deploy a Contingent Workforce 96 Rewarding a Contingent Workforce 107 Contingent Workforce Skills in Demand 11Appendix 12The effects of the Covid-19 pandemic and major technological forces are reshaping business models and the nature of work across Asia Pacific.The speed
3、of these changes,alongside economic uncertainty as supply and demand fluctuates,has encouraged companies of all sizes to rethink their traditional workforce strategies and embrace fresh hiring approaches to stay competitive.A Contingent Workforce is already a critical part of workforce strategies in
4、 Asia Pacific with over 50%of all companies across the region surveyed saying they turn to it when experiencing a headcount shortage.The trend for companies adopting a Contingent Workforce as part of their future workforce strategy is accelerating.About 25%of companies across Asia Pacific who are al
5、ready using a Contingent Workforce will increase their usage over the next two years.Almost half of all companies surveyed are currently utilising a Contingent Workforce for up to 10%of their workforce,and are also planning to continue to expand their Contingent Workforce to 15%and above in the next
6、 two years.48%of the respondents engage recruitment agencies for their headcount needs and strategies,especially within the IT/Hi-Tech,Healthcare,Banking/Insurance,Government Agencies,Manufacturing,and Professional Services sectors.There is also a trend for roles with high attrition rates,such as bl
7、ue-collar workers and call centre staff,to be outsourced to agencies that know the industry and talent Executive SummaryKey findings:Definition of Contingent WorkforceA Contingent Workforce means workers within an organisation who are EITHER or ALL of the following types:Short/Fixed Term Contractual
8、 Employment Freelancer/Independent Contractors Outsourcing to Agencies2022 APAC WORKFORCE INSIGHTS|3pool landscape better.Recruitment agencies bring speed and efficiency to the talent acquisition process and free up companies Human Resources and other internal teams to focus on their core competenci
9、es.The Contingent Workforce forms a core part of the fast-growing Gig Economy that continues to reshape the world of work.Many contingent workers are now highly skilled in specialised areas,where they are increasingly seen by businesses as part of the mainstream workforce,and not secondary to full-t
10、imers.The talent crunch has prompted a changing mindset across the business landscape.Our survey reports that Asia Pacific companies are most likely to offer the same or better rewards to attract the right talent for long-term assignments.In summary,our findings clearly show that the Contingent Work
11、force will play an even more critical role for businesses in the way forward.To succeed in this fast-evolving landscape,companies need to be ready to adapt quickly and have a robust Contingent Workforce strategy in place.Asia Pacific markets that are high adopters of Contingent Workforce solutions t
12、o solve their headcount shortagesThe 4 primary reasons for adopting a Contingent Workforce in Asia Pacific:Offers flexibility to workforce planningFills roles without disrupting operationsBrings in specific skills on short-term/project basis,(from a few months to 1-2 years)Allows time for evaluation
13、 prior to hiring permanentlyIndonesia(67%)Hong Kong(66%)Singapore(60%)Malaysia(64%)2022 APAC WORKFORCE INSIGHTS|4Who We SurveyedIndustry respondents:Automotive Banking,Investment and Insurance FMCG and FMCD Government and Statutory Agency Healthcare,Life Science and Pharmaceutical IT and Technology
14、Logistics and Supply Chain Manufacturing and Engineering Professional Services,Consultancy and BPO Others(ie:Construction,Education,Retail and Trading)We surveyed a cross-section of industries in 12 markets in Asia Pacific.CHINAVIETNAMTAIWANSINGAPORENEW ZEALANDINDONESIAAUSTRALIAMALAYSIATHAILANDINDIA
15、HONG KONGSOUTH KOREA2022 APAC WORKFORCE INSIGHTS|51 How Do Companies Fill Gaps in Their Workforce?When experiencing a headcount shortage,most companies across Asia Pacific(58%)look to hire Contingent Workforce employees to help with workloads.The highest adoption of a Contingent Workforce is reporte
16、d by companies in Indonesia(67%),Hong Kong(66%),Malaysia(64%)and Singapore(60%).The second most popular strategy to fill gaps in workforce is Training and Upskilling.With 54%of companies responding that this was an option they use to help widen their workforces scope or strengthen skills to cope wit
17、h evolving demands.China(67%)and Vietnam(61%)where Manufacturing is the dominant industry among the companies surveyed are the most likely markets to adopt this strategy.Respondents are less reliant on government agencies or educational institutions for their workforce needs,with only 28%of responde
18、nts stating that they may opt for these options.54%of companies use Training and Upskilling to broaden their workforces scope of knowledge and skills58%of companies in Asia Pacific look to hire Contingent Workforce employees to help with headcount shortages2022 APAC WORKFORCE INSIGHTS|6The trend for
19、 companies adopting a Contingent Workforce as part of their future workforce strategy is accelerating.The trend is similar across most sectors,particularly FMCG,Logistics/Supply Chain,Government Agencies,Manufacturing and Healthcare.3Future Contingent Workforce Landscape2 Current Contingent Workforc
20、e LandscapeOur survey asked companies across Asia Pacific to tell us what proportion of their workforce have been contingent workers over the last 12 months.The results show that a Contingent Workforce is a crucial element of organisations workforce strategies.Nearly half of employers reported they
21、had hired a Contingent Workforce for up to 10%of their staffing needs in the last year.However,China shows the weakest adoption among all the markets,with the vast majority(74%)of companies having 10%or fewer employees as a Contingent Workforce.Meanwhile,nearly a quarter of all companies use a Conti
22、ngent Workforce for more than 20%of their staffing needs,with the highest adoption seen in Indonesia(32%),India(31%),Vietnam(25%)and Thailand(25%).In Indonesia,nearly half of all companies report that 20%or more of their employees are engaged under Contingent Workforce arrangements.46%of companies u
23、se contingent workers for up to 10%of their workforceIndonesia(32%)India(31%)Vietnam(25%)Thailand(25%)Markets hiring 20%+employees as a Contingent Workforce62%57%51%50%46%44%41%41%40%38%38%37%IndonesiaIndiaAustraliaVietnamHong KongMalaysiaThailandTaiwanSingaporeNew ZealandKoreaChinaCompanies expandi
24、ng their Contingent Workforce to 15%and above in the next 2 years2022 APAC WORKFORCE INSIGHTS|7The most common reason for businesses to adopt a Contingent Workforce is the flexibility that it offers for workforce planning,making it easier to upsize or downsize as required.On average 55%of companies
25、surveyed across the region stated this as their top reason.This was in particular driven by companies in Vietnam(67%)and India(63%).The second top reason to adopt a Contingent Workforce is to help fill specialised roles to ensure no disruption to operations and the business overall.On average,51%of
26、companies stated this reason,with the highest responses in Singapore(66%)and Vietnam(63%).Overall,the sectors most in favour of a Contingent Workforce are IT/Hi-Tech,Healthcare/Pharmaceutical,FMCG,Logistics/Supply Chain,Financial Institutions/Banking,Professional Services/Consultancy,Manufacturing a
27、nd Government/Statutory Agency.IT/Hi-TechFMCGFinancial Institutions/BankingManufacturingHealthcare/PharmaceuticalLogistics/Supply ChainProfessional Services/ConsultancyGovernment/Statutory AgencySectors most in favour of a Contingent Workforce4 Why Companies Hire a Contingent Workforce2022 APAC WORK
28、FORCE INSIGHTS|8It is encouraging to note that almost all respondents know where to go to when sourcing for Contingent Workforce.The majority of companies use Internal Hiring,Referrals,Job Advertisements for their primary source of candidates.We also see companies leaning towards engaging recruitmen
29、t agencies to source for Contingent Workforce,which brings speed and efficiency to help overcome hiring and sourcing challenges.It also enables specialists to do what they are good at while companies HR and other internal teams focus on their core activities.This is most pronounced in Australia,Sing
30、apore,India,Hong Kong,South Korea,Malaysia and Vietnam.Internal Hiring/Referrals/Job AdvertisementsEngaging Recruitment Agenciesto help hire Contractual WorkersOutsource to Companiesto deliver specific work scope/jobsRecruit from social media for Freelancersfor small projectsDont know where to go to
31、 source aContingent WorkforceSource and deploy your Contingent Workforce3%18%34%61%51%Australia4%20%29%49%67%NewZealand3%30%37%54%66%Singapore3%35%41%50%65%Malaysia6%63%57%31%59%China7%33%25%52%57%HongKong1%65%39%50%75%Vietnam3%37%40%53%60%India2%34%43%41%64%Indonesia0%36%52%29%69%Taiwan1%44%46%42%5
32、6%Thailand1%24%36%52%51%SouthKoreaChart shows multiple selection answer statistics.5 How Companies Source and Deploy a Contingent Workforce2022 APAC WORKFORCE INSIGHTS|96 Rewarding a Contingent WorkforceOur survey findings revealed a growing trend for businesses to reward contingent workers in the s
33、ame way that they reward their full-time staff.An average of 45%of companies across all markets indicated this especially within the sectors of FMCG,Healthcare,IT/Hi-Tech and Logistics/Supply Chain.74%of Asia Pacific companies surveyed say they are likely to reward contingent workers in the same way
34、 or better than full-time staff.This is especially so in the IT/Hi-Tech,Healthcare,Banking/Insurance and Manufacturing sectors.A primary motivation is to attract top talent for critical delivery,preventing project delays or any risk of impeding company growth.The top Asia Pacific markets which indic
35、ated that they would offer better rewards to contingent workers compared to permanent hires include Hong Kong,New Zealand,India,China,Taiwan and Vietnam where all had over 30%responding.An average of 45%of companies across all markets said they offer the SAME rewards compared to Permanent hires,with
36、 the highest number of respondents in South Korea(60%),followed by China(57%),Thailand(54%)and Australia(50%).Not all Temporary,Contractual staff are considered lower grade workforce moving forward.Faced with the talent crunch,companies seeking to attract specialised or the best talent may need to c
37、onsider offering the same or better rewards to be competitive.3%45%29%23%Offer SAME rewards scheme as Permanent employees Offer BETTER rewards scheme compared to Permanent employees to attract good talent Offer LOWER rewards scheme compared to Permanent employees OtherMost companies reward a Conting
38、ent Workforce the same as full-time staff2022 APAC WORKFORCE INSIGHTS|10Emerging technologies such as 5G,Cloud Computing,Big Data,Artificial Intelligence and the Internet of Things will dramatically reshape the digital economy.According to McKinsey,over 90%1 of executives across the world are facing
39、 digital skills gaps in their workforces.For instance,demand for Cybersecurity professionals has grown by 6.6 times2 over the last three years in Singapore.The most in-demand skills for a Contingent Workforce across the region are IT(including Data Analytics,Cybersecurity,Programming,Project Managem
40、ent),General Administration,Sales/Business Development and Marketing.For IT,the markets where these skills are most in demand are India(50%)and Vietnam(44%).When we look specifically at General Administration,these skills are most required in Hong Kong(48%)and Singapore(42%).1.McKinsey&Company,Beyon
41、d Hiring:How companies are reskilling to address talent gaps(Survey,Feb 2020).2.SkillsFuture Singapore7 Contingent Workforce Skills in Demand Top 3 skills in demandSales/Business Development 3.China(39%)Vietnam(38%)GeneralAdministration2.Hong Kong(48%)Singapore(42%)Information Technology1.India(50%)
42、Vietnam(44%)2022 APAC WORKFORCE INSIGHTS|11AppendixSurvey Respondents DemographicsAUNZSGMYCNHKVNINIDTWTHKRIT/Tech4%18%4%11%9%12%16%22%13%18%10%12%Finance3%2%5%6%3%6%5%8%10%4%6%3%FMCG0%2%3%1%7%2%5%2%5%3%7%1%Manufacturing12%12%11%18%32%12%21%24%17%29%20%25%Healthcare/Life Science/Pharmaceutical9%4%9%7
43、%4%4%11%12%2%8%5%4%Logistics/Supply Chain4%18%4%6%3%8%5%0%7%1%2%10%Professional Services/Consultancy/BPO17%10%21%11%13%25%9%7%6%12%6%12%Government/Statutory Agency11%6%10%13%6%7%8%3%10%10%7%6%Hi-tech1%2%3%3%4%0%1%0%2%3%5%4%Other*40%27%30%26%19%25%20%22%29%13%31%21%Sample size(N)6911410359
44、104778367Australia120%100%80%60%40%20%0%NewZealandSingapore MalaysiaChinaHongKongVietnamIndiaIndonesiaTaiwanThailandSouthKoreaSmall(1-9 emp)SME(10-249 emp)Large(250+emp)Business Type by LocationSectors2022 APAC WORKFORCE INSIGHTS|12AppendixTop 3 Current Headcount Strategies59%Hire Temp/Contract empl
45、oyees44%Support from Recruitment Agencies51%Training and UpskillingIndia67%Hire Temp/Contract employees41%Support from Recruitment Agencies45%Training and UpskillingIndonesia55%Training and Upskilling37%Support from Recruitment Agencies54%Hire Temp/Contract employeesAustralia53%Hire Temp/Contract em
46、ployees45%Offer incentives or hikes in remuneration/benefits to attract/retain talents49%Training and UpskillingNew Zealand64%Hire Temp/Contract employees42%Offer incentives or hikes in remuneration/benefits to attract/retain talents58%Training and UpskillingMalaysia58%Offer incentives or hikes in r
47、emuneration/benefits to attract/retain talents55%Training and Upskilling56%Hire Temp/Contract employeesTaiwan62%Offer incentives or hikes in remuneration/benefits to attract/retain talents54%Hire Temp/Contract employees61%Training and UpskillingVietnam67%Training and Upskilling48%Hire Temp/Contract
48、employees64%Offer incentives or hikes in remuneration/benefits to attract/retain talentsChina58%Hire Temp/Contract employees48%Training and Upskilling52%Offer incentives or hikes in remuneration/benefits to attract/retain talentsThailand66%Hire Temp/Contract employees47%Offer incentives or hikes in
49、remuneration/benefits to attract/retain talents54%Training and UpskillingHong Kong45%Support from Recruitment Agencies42%Offer incentives or hikes in remuneration/benefits to attract/retain talents45%Hire Temp/Contract employeesSouth Korea60%Hire Temp/Contract employees39%Support from Recruitment Ag
50、encies56%Training and UpskillingSingapore2022 APAC WORKFORCE INSIGHTS|13AppendixTreatment and Strategy of Contingent WorkforceTaiwan47%Offer SAME rewards scheme as Permanent employees32%Offer BETTER rewards scheme than Permanent employees18%Offer LOWER rewards scheme than Permanent employees3%OtherT
51、hailand53%Offer SAME rewards scheme as Permanent employees23%Offer BETTER rewards scheme than Permanent employees22%Offer LOWER rewards scheme than Permanent employees2%OtherSouth Korea60%Offer SAME rewards scheme as Permanent employees16%Offer BETTER rewards scheme than Permanent employees22%Offer
52、LOWER rewards scheme than Permanent employees1%OtherVietnam42%Offer SAME rewards scheme as Permanent employees33%Offer BETTER rewards scheme than Permanent employees23%Offer LOWER rewards scheme than Permanent employees2%OtherIndia46%Offer SAME rewards scheme as Permanent employees34%Offer BETTER re
53、wards scheme than Permanent employees19%Offer LOWER rewards scheme than Permanent employees2%OtherIndonesia47%Offer SAME rewards scheme as Permanent employees21%Offer BETTER rewards scheme than Permanent employees27%Offer LOWER rewards scheme than Permanent employees5%OtherMalaysia39%Offer SAME rewa
54、rds scheme as Permanent employees30%Offer BETTER rewards scheme than Permanent employees27%Offer LOWER rewards scheme than Permanent employees4%OtherChina58%Offer SAME rewards scheme as Permanent employees35%Offer BETTER rewards scheme than Permanent employees7%Offer LOWER rewards scheme than Perman
55、ent employees0%OtherHong Kong40%Offer SAME rewards scheme as Permanent employees37%Offer BETTER rewards scheme than Permanent employees22%Offer LOWER rewards scheme than Permanent employees1%OtherAustralia50%Offer SAME rewards scheme as Permanent employees28%Offer BETTER rewards scheme than Permanen
56、t employees19%Offer LOWER rewards scheme than Permanent employees4%OtherNew Zealand47%Offer SAME rewards scheme as Permanent employees37%Offer BETTER rewards scheme than Permanent employees10%Offer LOWER rewards scheme than Permanent employees6%OtherSingapore35%Offer SAME rewards scheme as Permanent
57、 employees23%Offer BETTER rewards scheme than Permanent employees39%Offer LOWER rewards scheme than Permanent employees3%Other2022 APAC WORKFORCE INSIGHTS|14AppendixTop 3 In-demand Skills for Contingent WorkforceIT(including Data Analytics,Cybersecurity,Programming,Project Management)Marketing(inclu
58、ding Design,Digital,Product Marketing)Engineering(including Oil and Gas,Facilities,Manufacturing)50%Information Technology37%Marketing37%Sales/Business DevelopmentIndia39%General Administration37%Marketing37%Information TechnologyIndonesia44%Information Technology37%Accounting/Finance 38%Sales/Busin
59、ess DevelopmentVietnam25%General Administration22%Sales/Business Development22%Information TechnologyTaiwan31%Information Technology25%Marketing30%General AdministrationThailand30%General Administration21%Sales/Business Development27%Information TechnologySouth Korea36%Information Technology31%Marke
60、ting31%General AdministrationMalaysia39%Sales/Business Development36%Marketing36%Information TechnologyChina48%General Administration29%Sales/Business Development33%Information TechnologyHong Kong35%General Administration21%Engineering34%Information TechnologyAustralia37%Information Technology27%Sal
61、es/Business Development27%General AdministrationNew Zealand42%General Administration30%Accounting/Finance 33%Information TechnologySingapore2022 APAC WORKFORCE INSIGHTS|15Asia Pacific markets remain remarkably resilient with transformational trends set to unleash the regions next wave of growth oppo
62、rtunities.Winning in this landscape means achieving the best possible workforce quickly and efficiently to maximise post-pandemic opportunities.PERSOLKELLY provides Regional Talent Solutions to support our clients in rethinking their Permanent and Contingent Workforce management strategies in 13 markets across Asia Pacific.Together,well help you achieve more.How We Can HELPContact our friendly team today 2022PERSOLKELLY Pte LtdAll Rights Reserved.2022 WorkforceInsights Report