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1、德科集团( 亚洲版 )2020年后疫情时代的职场未来调研报告Normal Asia edition highlights 引言”今年, 新冠肺炎疫情的爆发造成了全球范围的经济放缓, 并给企业运营带来了巨大挑战。 当前, 随着疫情逐步受控, 越来越多国家解除封锁重启经济, 大家的生活及工作虽然逐渐走向正轨, 但我们的职场将再也无法回到疫情前的 “正常” 状态。 企业与员工需要重新建立彼此间的信任和协作机制, 企业应当把握时机改变传统职场惯例, 以重塑后疫情时代的职场常态。作为全球领先人力资源解决方案提供商, 德科集团通过调查分析8个国家8,000名职场人士的观点, 就疫情对未来职场的长短期影响进
2、行了研究。 结果显示, 疫情加速了灵活办公、 高情商管理者和技能重塑等职场新趋势的出现, 这些俨然成为企业取得成功的基础之所在。在亚洲, 我们也访问了1,495名来自中国、 新加坡、 马来西亚、 泰国、 越南、 印度和韩国等国家及地区的职场人士。 调研结果揭示, 很多传统的工作模式正在发生明显转变, 员工的期望与根深蒂固的劳动力市场进程之间的差距已显现出来。1The Adecco Group转变的挑战:未来, 谁将为创造更好的职场环境承担责任?在亚洲, 受访者认为政府、 雇主和雇员三方,对创造和确保一个更好的职场环境负有几乎同等的责任。而在全球的调研中, 有80%的受访者认为雇主应该承担起更大
3、的责任, 这一数据高于亚洲国家调研结果的68。68%53%46%66%67%59%未来, 谁将为创造更好地职场环境承担责任?雇主雇员自身政府工会或保障员工权益的机构为企业提供咨询意见的机构国际政府组织(例如G7,G20, 联合国)企业将需要新的领导思维和方法, 以应对因疫情而加速发展的职场新趋势, 尤其需要解决工作模式灵活性、 职场规范和技能重塑等问题。The Adecco Group23The Adecco Group45%4%Expected allocation of time69%4%Expected allocation of time27%5%5%13%82%66%29% 30%职
4、场将迎来 “混合工作模式 “受访者表示, 他们希望至少有一半的工作时间能够居家办公。预期VS期望: 工作地点与工作时间的分配预期的时间分配办公室自己的家中其他期望的时间分配疫情让员工更趋向选择较为灵活的工作时间与地点。 在亚洲, 只有34的受访者预计在疫情结束后100的工作时间将在办公室工作。大多数受访者认为, 新的工作模式将在疫情结束后延续。 55的受访者预期未来可以有部分的工作时间居家办公。当受访者被问及希望疫情结束后于何处工作时, 只有18的受访者希望在办公室。 大多数受访者更希望采用办公室与居家办公的混合工作模式。 超过30的受访者表示, 他们希望至少有一半的工作时间能够居家办公。未来
5、是灵活的超过The Adecco Group475%73%62%81% 81%81%74%受访者认为, 提高办公室与居家办公的灵活性, 采取 “混合工作模式” ,将使企业和员工都从中受益。提倡 “混合工作模式” 的理由工作与生活的平衡后疫情时代, 提高工作模式灵活性的重要性相较于疫情爆发前,提高工作模式的灵活性,将能使更多人从事和胜任受访者的工作与职责提高工作模式的灵活性,将利于公司发展提高工作模式的灵活性,将使员工受益74的受访者表示, 相较于疫情爆发前, 提高工作模式的灵活性, 能使更多人从事和胜任受访者的工作与职责。35的受访者, 强烈认为能在疫情爆发前保持工作与生活的平衡; 同时, 受
6、访者中,58的占比认为在疫情期间, 他们工作与生活的平衡有所改善, 有4认为变得更糟。 此外, 68的受访者认为数字和远程办公技能得到了提高, 39的受访者表示自己在工作上得到足够的信任。在疫情爆发前, 超过60的受访者每周平均工作40-49小时, 而在疫情期间下降到40。 20的受访者表示在疫情期间平均每周工作30-39小时, 这一比例比疫情爆发前增加了10%。5The Adecco Group45%48%7%24%54%22%BEFOREAFTER 70% 45%10%58%32%49%6%受访者表示可以灵活地调整自己的工作日程安排。“朝九晚五” 工时制度可能会结束疫情爆发前和疫情期间工作
7、日程安排的灵活性水平疫情爆发前疫情期间工作日程安排完全由公司确定员工可以灵活调整自己的工作日程安排工作日程安排完全由员工决定职场中工作日程安排的自主性也发生了重大变化。 疫情爆发前, 45的受访者表示他们的工作日程安排完全由公司制定。疫情期间, 这一占比下降到32。 近70的受访者表示有一定的灵活性来调整自己的工作日程安排。尽管, 我们的全球与亚洲调研结果显示, 员工已经拥有较高的工作日程安排自主权, 但仍然期待在未来能有更多的灵活性。近The Adecco Group682%80%79%78%77%77%75%75%73%71%69%后疫情时代, 员工对企业的期待后疫情时代, 员工认为企业应
8、满足其如下期望的重要性程度为办公场所执行严格清洁和卫生安全措施提供更多工作模式上的灵活性确保员工拥有可用设备/平台进行远程办公提高远程办公IT支持增加技术投入以优化数字化工作方式制定能应对未来危机的财务支持政策(例如提高病假工资、保障就业与收入等)定期更新公司业绩和计划提供更全面的健康保险向员工清楚说明未来如何处理类似危机调整办公空间以扩大社交距离调整培训的重点当被问及在疫情结束后对雇主的期望时, 受访者表示, 执行严格的清洁和卫生安全措施至关重要。 其次, 则是允许员工在工作模式上拥有更多的灵活性, 并为员工配备必要的远程办公工具。7The Adecco Group11
9、70%75%75%76% 79%78%73%74%80%70% 70%后疫情时代, 员工认为以下事项的重要性程度后疫情时代, 员工认为对个人职业生涯具有重大意义的因素, 首先是能在工作上得到足够的信任; 其次是保持工作与生活的平衡,拥有健康的体魄以及工作稳定性。76的受访者, 认为劳动合同应更强调工作内容, 而不是工作时间。 68的受访者期望雇主重新考虑员工每周的工作时间。疫情结束后, 以下各项对个人职业生涯的重要性程度请以1到5的评分回答, 其中1表示完全不重要, 5表示非常重要。更多的远程办公可以保持工作时间的灵活性觉得个人职业发展仍然受到足够的重视觉得工作仍然稳定觉得能得到心理健康方面的
10、支持能够保持工作与生活的平衡能够保持员工健康的体魄能够与同事进行远程沟通(例如通过公司内网、聊天群等)与上级关系融洽觉得自己在工作上得到足够的信任仍然有机会与同事见面The Adecco Group882%85%82%80%75%81%83%82%79%81%很明显, 在疫情期间企业管理者的角色已然改变, 与此同时员工对企业管理者的期望也在发生变化。尽管企业管理者认为他们在疫情期间,仍然能实现业务目标, 但很多人都承认在如何能确保员工心理健康问题上面临巨大挑战。在疫情爆发期间, 49的企业管理者, 认为比较容易支持和指导团队专注于实现业务目标, 62的企业管理者, 认为比较容易为员工的职业发展
11、提供支持。但有58的企业管理者认为很难了解员工在远程办公模式中的感受, 还有53的企业管理者表示很难为员工的心理健康提供有效建议。重塑领导力给予员工谅解和支持具备协作、解决问题和应变的能力寻找有效的方法促进跨地域间的创新鼓舞和培养团队士气与氛围帮助员工了解企业价值观和文化为员工远程办公提供支持远程沟通能力给予员工完成工作的信心提供远程办公指引和建议跨地域协调能力后疫情时代, 企业管理者应具备技能或行为的重要性程度The Adecco Group10a. b. 60%70%70%40%34%60%44%56%55%41%75%受访者高度信任政府, 相信未来出现类似危机时能得到政府支持受访者高度信
12、任雇主, 相信未来出现类似危机时能得到雇主支持若将来发生类似危机时, 是否信任以下各方会提供支持? 有70受访者高度信任政府, 并相信未来出现类似危机时能得到政府支持, 远高于全球调研结果的42%。这表明亚洲各国政府, 在疫情期间采取的抗疫、 经济复苏等措施受到广泛认可。 60受访者高度信任雇主, 相信未来出现类似危机时能得到雇主支持, 这与全球调查结果一致。若将来发生类似危机时, 是否信任以下各方会提供支持?请以1到5的评分回答, 其中1表示完全不信任, 5表示完全信任。信任度政府国际政府组织(例如G7, G20,联合国)非政府组织(例如世界经济论坛)雇主提供财务相关支持的公司提供医疗保险的
13、公司为企业提供咨询意见的公司雇员自身工会或保障员工权益的机构11The Adecco Group13%58%1%12%29%43%15%这一数据远高于全球其他国家调研结果的50, 而19的全球调研受访者则持负面态度。总体而言, 有58的受访者对疫情爆发期间的职场生活持正面态度, 只有13的受访者对自己的职场生活持负面态度。请评价疫情爆发期间, 个人职场生活所处的状态非常负面比较负面保持中立比较正面非常正面受访者对疫情爆发期间的职场生活持正面态度受访者表示, 他们对自己的职场生活持负面态度。为明天做好准备”显然, 我们的职场将再也无法回到疫情前的 “正常” 状态, 后疫情时代员工的期望与根深蒂固
14、的劳动力市场进程之间的差距已经凸显出来。 从调研结果, 我们可以清楚地看到什么才是后疫情时代职场未来的 “更好常态” 。现在, 企业应当抓住机会对传统职场惯例进行 “重塑” , 企业今天做出的决定将直接影响未来的发展。 另一方面, 企业招聘与保留人才之战将在工作模式的灵活性、 技能培训、 高情商企业管理者、 信任机制等方面分胜负。 企业需要倾听各方的声音, 即便需要打破传统的界限, 也要建立新的职场规范, 令各方都能受益。为明天做好准备德科集团 (The Adecco Group) 是全球领先人力资源解决方案提供商, 致力于创造美好的职场未来。 每天为超过350万名求职者提供有意义的职业机会,
15、 为全球60个国家和地区的企业招聘与培训合适的人才, 作为 财富 世界500强人力资源服务供应商, 为推动经济发展和建立美好社会贡献价值。 德科集团在全球约有35,000名全职员工, 拥有极具包容性、 企业家精神和团队合作的上海品茶, 多年跻身卓越职场研究所 (Great Place to Work Institute) 发布的 “世界最佳职场” 榜单。 德科集团总部位于瑞士苏黎世, 在瑞士苏黎世 (SIX Swiss Exchange)证券交易所公开上市。中国人力资源服务行业最具竞争力和品牌价值的北京外企服务集团与全球人力资源服务行业领航者德科集团于2010年在上海成立的一家中外合资人力资源
16、服务企业, 为企业及个人提供业务外包、 人事服务、 招聘猎头和员工福利等人力资源解决方案。 目前, 外企德科在浙江、 陕西、 重庆、 深圳、 苏州设立了分支机构,全国服务人数超过200万名, 服务客户超20,000家。 外企德科聚焦人才和技术,致力于成为值得信赖和尊重的人力资源解决方案提供商。外企德科德科集团As much of Asia emerges from the COVID-19 pandemic, it is becoming clear that the world of work and employment markets have been profoundly alter
17、ed. Organisations are planning their future beyond COVID-19, assessing altered workplace optimisation. Those who embrace thetransformation opportunity will position themselves ahead of the curve. To do so, organisations must navigate this unchartered territory and the new set of employee expectation
18、s that have arisen, defining the working parameters for the upcoming era of work.The Adecco Group carried out a Global study, assessing pandemic had altered their perceptions of how and where they work, the skills needed for the future, and relationship dynamics between themselves and their leaders.
19、A similar study has been carried out in Asia to determine the particular opinions of Asian workers. 1,495 workers across China, Singapore, Malaysia, Thailand, Vietnam, India and South Korea were surveyed.With this summary being an Asian addendum to the global report, it should be read in parallel.ge
20、nerations and a clear gap between the expectancy of workers and the capabilities of organisations in rising to meet them.IntroductionAcross Asia, it is interesting to see that workers believe that government, employers and individuals hold almost The wider global survey found that respondents put mo
21、re emphasis on the responsibility of their employers held responsibility compared to only 68% across Asia.The challenge to change - whose responsibility is it to ensure a better working world after the pandemic?1The Adecco GroupThis expectation of employers to deliver on this will require a new bree
22、d of leaders and a new approach that can and will prioritise the emerging trends that have been accelerated by the pandemic specifically around flexibility, workplace policies and addressing skills gaps.68%53%46%66%67%59%Your employerCompanies advising business on good working practiceYourselfIntern
23、ational governmental organisations (e.g G7, G20, the UN)Your countrys governmentUnions / Organisations representing employee rightspandemicThe Adecco Group2The pandemic has certainly accelerated the trend towards more flexible working arrangements and only 34% of respondents across Asia expect to sp
24、end 100% time working in their companys office in the post-pandemic world.Most believe that the new ways of work will continue in the post pandemic world, with 55% believing that a proportion of their working time will be spent working from home. When the respondents were asked where they would want
25、 to work in the post-pandemic world, only 18% claimed that they want to spend their entire working hours at the company office. The majority prefer a hybrid working arrangement between home and work, with over 30% of respondents claiming that they would like to spend at least half of their working h
26、ours working remotely from home.The world is ready for hybrid working 57%45%4%Expected allocation of time69%27%4%Expected allocation of timeFrom your companys office(s)From your own homeOther% of working week expected vs. wanted to spend in the following locationsExpected allocation of timeIdeal all
27、ocation of time27%51%5%5%13%82%66%29%over 30%of respondents claimed that they would like to spend at least half of their working hours working remotely from home.3The Adecco Group75%73%62%Employees will benefit from having increasedflexibilityBusiness will generally benefit from allowingincreased fl
28、exibilityIncreased flexibility in working patterns will makejobs accessible to more peoplejobs in my profession accessible to more people compared to before the pandemicThe Adecco Group674% of respondents claimed that they agree that the their profession accessible to more people compared to before
29、the pandemic.35% of respondents strongly agreed that they were able to maintain a work/ life balance before the pandemic but 58% of respondents felt that their work life balance got it got worse. Additionally, 68% of respondents felt an improvement in their digital and remote working skills, and 39%
30、 of respondents claimed that they felt more trusted to get their job done.Before the pandemic, over 60% of respondents worked an average of 40-49 hours per week, whereas this number dropped to 40% during the pandemic. 20% of respondents claimed that they worked an average of 30-39 hours per week dur
31、ing the pandemic, which is an increase from 10% during the pre-pandemic period. The case for increased flexibilityWork life balance81% of respondents agreed that both individuals and businesses will benefit from allowing increased flexibility 81%81%74%The Adecco Group4BEFORE45%48%7%My working schedu
32、le was completely set by the company I had some flexibility to adjust my own working scheduleMy working schedule was completely set by me Level of flexibility regarding working schedule before vs. during the Covid-19 pandemic24%54%22%AFTERDURINGAutonomy over work schedules has also seen a significan
33、t Before the pandemic, 45% of respondents said that their working schedule was completely set by the company. During the pandemic however, this number dropped to 32% and nearly 70% of respondents claimed that they had some flexibility to adjust their own working schedules.and employees will come to
34、expect higher levels of flexibility moving forward.The end of the 9 to 5 nearly 70% of respondents claimed that they had some flexibility to adjust their own working schedules.45%10%58%32%49%6%5The Adecco GroupImplementing strict cleaning and hygiene policies at workImproving IT working remotelyProv
35、iding quality health insuranceImplementing how and where Investing in technology to facilitate better digital ways of workingProviding clarity on how the company will deal with similar crises in futurehave the right equipment / platforms for remote workingRegular updates on company performance and p
36、lansImplementing policies for future crises (e.g. enhanced sick pay, job protection, income protection, etc.) spaces to enable social distancingUpdating the focus areas of company trainingWhen asked about what employees expect from an employer in the post pandemic world of work, respondents said tha
37、t ensuring a strict cleaning and hygiene policy was of most importance. This was followed by allowing staff to have more flexibility in where and % of respondents who say the following it is important that an employer provides the following in the post pandemic world of work.What will be important t
38、o employees in the post pandemic world?82%80%79%78%77%77%75%75%73%71%69%how they work and ensuring staff are equipped with the right tools to work remotely.The Adecco Group6Working remotely more than I did before the pandemic1that my job is secure4Having the right opportunities to maintain my physic
39、al health / 7Retaining / having working hours / schedule2Feeling I have the right support available for my mental well-being5Being able to socialise remotely with colleagues (e.g. via company intranet, team chats, activities, etc.)8Feeling that my career development is still given enough attention3B
40、eing able to maintain a good work / life balance6Maintaining a good relationship with my manager9Feeling trusted to get the job done10Having the opportunity to still see my colleagues face-to-face11In the post pandemic world of work, employees rated trust from their employer to get the job done as t
41、he most important element to their working life, followed by maintaining a good work life balance, the ability to maintain physical health and fitness and job security.Please answer on a scale of 1 to 5 where 1 means you were Not at all important and 5 means Very important.76% of respondents agree t
42、hat employee contracts should focus more on meeting the needs of the role and less on number of hours worked, and 68% agree that employers should revisit the length of the working week and the hours that employees are expected to work.70%75%75%76% 79%78%73%74%80%70% 70% of respondents who say the fo
43、llowing it is important that an employer provides the following in the post pandemic world of work.7The Adecco GroupA leadership style focused on empathy and a supportive attitudePromoting and nurturing strong team morale and cultureStrong skills in communicating A leadership style focused on collab
44、oration, problem solving and adaptabilityengaged with company values and culturePlacing trust in doneFinding to collaborate on new ideas / creativity across locationsSupporting my working needsProviding guidance and advice on workingorganisation and coordination of team members locationsthe pandemic
45、 but so too have the expectations from employees of our leaders. Thinking about the role of how important the following skills and behaviours would be:Reinventing leadershipWhile managers felt they navigated the pandemic well finding it more challenging to ensure the mental health and wellbeing of t
46、heir staff.49% of managers found it quite easy supporting and guiding their team to focus on achieving business goals and 62% agreed that it was easy supporting the career development of their staff during the pandemic. However 58% of managers found it quite difficult keeping aware of how their staf
47、f are feeling during the remote working arrangements, and 53% claimed that they found it quite difficult providing effective advice to staff on their mental well-being.82%85%82%80%75%81%83%82%79%81%The Adecco Group8Support training related to digital / remote working skillsSupport training on time m
48、anagementSupport training on company platforms / systemsTrainingin remote working environmentsTraining resources on soft skills (e.g. teamwork, people skills, problem solving etc.)Accessto resources / support on mental healthAccess to resources / classes on physical well-Skills training on creative
49、thinkingTrainingresources to improve my knowledge of clients / the industry I work inNew skills for a new era When asked about the importance of training, resources and support that a company should provide in the post-pandemic world, Asia certainly has a bigger appetite for upskilling and reskillin
50、g than their global counterparts. The majority of respondents (over 70%) said that the following are of high importance:over 70%said that the following are of high importance:SupportTrainingAccessSkills training related to digital / remote working skills training on time management training on compa