executive monitor
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EXECUTIVE MONITORunderstanding the perception, behaviour and intention of executives in Australia
Phillip Tusing 2nd March, 2010 Melbourne
portrait of an executive
educationremuneration
job searchemployment
Well Qualified/Educated No Formal Edu, 0.5%
PHD, 2.1%
High School, 4.7%
Diploma/Certificate, 13.7%
Bachelor's, 31.6%
Master's , 47.5%
Qualification < $100K $100-150K $250-300K >$500K
PHD/Doctorate Degree 0% 3% 5% 0%
Master's Degree/Post Grad 34% 44% 59% 67%Bachelor's Degree 39% 32% 23% 20%
Diploma/Certificate 20% 15% 10% 7%
High School 8% 5% 3% 7%
No Formal Education 1% 1% 0% 0%
higher education, higher income?
education is important tofurther career
1.0%
2.5%
5.1%
6.0%
22.0%
63.5%
Lack of Support by Family
Location of Education Provider
Lack of Support by Employer
Duration of the Course
Financial Burden/Costs
Lack of Time
barriers to further study
1.1%
1.5%
1.4%
2.7%
5.9%
12.2%
22.2%
38.0%
15.0%
500,001 +
400,001 ‐ 500,000
350,001 ‐ 400,000
300,001 ‐ 350,000
250,001 ‐ 300,000
200,001 ‐ 250,000
150,001 ‐ 200,000
100,001 ‐ 150,000
< 100,000
salary range
executives are highly aware of salary/worth
Current market rate45%
Below market rate30%
Above market rate17%
Don't know8%
30.4% of executives are DISSATISFIED with their current salary
6.5%
39.5%
25.3%
22.2%
5.3%
1.3%
5.0%
28.8%
27.8%
23.4%
9.9%
5.2%
Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied
Not Applicable
Salary (Base + Super) Perk & Benefits
more dissatisfied with perks thanbase salary
Base Salary74%
Super 13%
Perks & Benefits13%
ideal salary structure
35% want 10-20%
9.8% want 20-30%
3% want 100%
FAVOURITE perks & benefits
0.3%
2.0%
2.1%
2.7%
2.7%
2.8%
3.9%
5.1%
6.1%
6.6%
6.8%
6.8%
7.0%
8.0%
8.1%
8.3%
8.5%
12.3%
Legal Services
Loans (Home & investment)
Golden Parachute Provisions
Private School Fees for …
Termination Provisions
First/Business Class Air Travel
Professional Memberships
Educational Assistance
Salary Sacrifice
Laptop / Mobile Phone
Health Benefits
Profit Sharing
Company Car
Higher Super Contribution
Flexi Time
Equity / Share Option
Additional Leave / Vacation
Annual Bonus
Every 1 yr (87%)
Every 2 yrs (7%)
Every 6 months (6%)Every 3 yrs (1%)
How often do Executives want a pay rise?
want more with new employer
19%
54%
18%
5%
2%
2%
7%
22%
29%
24%
10%
8%
0‐5
6‐10
11‐15
16‐20
21‐25
>26
New Employer Current Employer% increase
what triggers a Pay Rise?
1%
3%
9%
13%
20%
53%
Completion of Study/Training
Company Restructure
Internal Movement (Change Departments)
Internal Promotion
Changed Employer
Performance Review
salary disparity: How female/male get their pay rise
1.5%
4.4%
11.3%
12.8%
23.6%
46.4%
0.5%
3.0%
8.7%
13.5%
18.6%
55.7%
Completion of Study/Training
Company Restructure
Internal movement (change department)
Internal Promotion
Changed Employer
Performance Review
Male Female
remuneration is a strong motivator in doing my job effectively
51%
17% 17%11% 3%
Agree Neutral Strongly Agree
Disagree Strongly Disagree
salary is important in choosing employer: 79%
43%36%
20%
1% 1%
Very Important Important Somewhat Important
Not Important No Opinion
5%8%
15%19%
23%
30%
Location Considerations
(e.g. want to move overseas)
Personal and Family
Considerations (e.g. marriage, health issues)
Company Consideration (e.g. you do not like your current workplace)
Lifestyle Consideration (e.g. you want more
work/life balance)
Career Considerations (e.g. you want to change industry)
Financial Considerations (e.g. want more
pay)
what triggers a job search
2000 2010
• Generalist Job Boards
• Niche Job Boards
• Association Job boards
• Online forums
• Association newsletters
• Job Aggregators
• Internet Classifieds
• Search Engines
• Blogs
• Communities
• Social Networks
• Mailing List s
• Radio /Podcast
• Web Portals
• Recruitment Firms
• Referral Networks
• Job Boards
• Print Media
• Personal Networks
• Staffing Agencies
• Podcast
• Video Resume
• SMS
• Widgets
• RSS
• MySpace
• Flickr
• Forums
• Mobile Phones
• Website
effective channels to find a job
0.4%
0.4%
0.7%
0.8%
0.8%
1.1%
3.2%
3.9%
4.7%
7.2%
7.7%
8.0%
15.6%
22.3%
23.2%
Social Media (e.g blogs)
Headhunted (approached by …
Job/Career Fairs
Alumni & Professional Associations
Social Networking Sites (e.g. …
Cold Calling
Employer Website
Job Boards (Niche/Specialist)
Other
Print Media/Newspapers
Job Boards (Generalist)
Internal Promotion
Referrals (Someone referred you)
Personal Contacts/Network
Recruitment/Search Firms
Yes, 64%
No, 36%
ever found a job through a recruitment
firm?
No Opinion1% Very Favourable
4% Mainly Unfavourable
14%
Very Unfavourable
19%
Neutral30%
Mainly Favourable
32%
view on recruitment firms
will use JOB BOARDS in the next 12 months for finding jobs?
46%
21% 20%
8% 4%
Agree Strongly Agree Neutral Disagree Strongly Disagree
Use social media?
No, 37%
Yes, 35%
Maybe, 28%
View on Social Media.
Neutral, 39%
Mainly Favourable,
29%
Unfavourable, 15%
Mainly Unfavourable,
7%
Very Favourable,
6%
No Opinion, 5%
executive work tenure shorter than national average
9%
15%17%
14%11%
12%
22%
2%5%
13%16% 17%
23%25%
20+ yrs 10‐20 yrs 5‐10 yrs 2‐3 yrs 3‐5 yrs 1‐2 yrs 0‐1 yrs
Executive MonitorABS National
8 employers
on average executives worked for 8 employers since joining the workforce
38%
24%
17%13%
7%
Satisfied Neutral Dissatisfied Very Satisfied Very Dissatisfied
satisfaction with current employer
40% 37%
15%5% 4%
Agree Strongly Agree Neutral Strongly Disagree Disagree
77% Ready to Leave?
2%
3%
8%
8%
17%
17%
21%
25%
Company Benefits
Bonuses & Perks
Learning & Development
Recognition
Generous Base Salary
Career Path
Company Culture & Reputation
Work‐Life Balance
what do you value in an employer?
6%
8%
27%
44%
16%
Not confident
Twelve months
Six months
Three months
One month
confident to jump and find a job within
majority willing to relocate
Yes , 48%
No, 21%
Maybe, 30% Yes , 43%
No, 22%
Maybe, 36%
overseas locally
thinks ‘personal branding’ is important
brand me
because executives are vigilant
be vigilant about changing behaviour of executives
download the complete report @
www.ExecutiveMonitor.com.au
EXECUTIVE MONITOR SUPPORTERS
Image Credit Slide 2: http://www.flickr.com/photos/stephenpoff/2968643074/sizes/l/ Slide 3: http://www.flickr.com/photos/cryptic_star/3443110610/sizes/l/ Slide 5: http://www.flickr.com/photos/troyholden/4114564467/sizes/l/ Slide 6: http://www.flickr.com/photos/moriza/96724309/sizes/o/Slide 19: http://flickr.com/photos/practicalowl/314989744/sizes/l/ Slide 21: http://www.flickr.com/photos/nevenka/2771333038/sizes/l/ Slide 23: http://www.flickr.com/photos/danzen/432388521/sizes/o/ Slide 27: http://www.flickr.com/photos/eschipul/3569072694/ Slide 28 : http://www.flickr.com/photos/eddus/102239677/sizes/l/in/set‐72057594105107468/ Slide 29: http://www.flickr.com/photos/danielgreene/523681672/ Slide 30: Slide 31: http://www.flickr.com/photos/yinto/3213182939/sizes/l/ Slide 34: http://www.flickr.com/photos/stephenpoff/2968643074/sizes/l/
www: destinationtalent.com.auemail: phillip(dot)tusing@destinationtalent.com.auphone: 0402 416 767 or 9212 0702
blog: destinationtalent.com.au/blog skype: phillip.tusing twitter: philliptusing ©
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