changing employee skills and education requirements—education and career advancement
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TRANSCRIPT
SHRM Survey Findings: Changing Employee Skills and Education Requirements—Education and Career Advancement
October 3, 2012
In collaboration with and commissioned by Achieve
2
• This is the third part of a series of SHRM/Achieve survey findings titled “Changing Employee Skills and Education Requirements.” These results look at education and career advancement.
• The following nine industries were included in the sample. Overall results are reported first, followed by industry-specific results for the following industries:
Construction, mining, oil and gas
Federal government
Finance
Health
High-tech
Manufacturing
Professional services
State and local government
Nonprofessional services
Introduction
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
3
• Are employees with only a high school diploma or equivalent able to advance their careers? Yes, in many cases they can advance. Overall, 87% of organizations reported that employees with a high school diplomas or equivalent are eligible for promotion at least some of the time, with 23% saying that these employees are “always” eligible for promotion.
• What are the most common career pathways available for employees with only a high school diploma or equivalent and with no further education, postsecondary certification or credentials? Promotions up to an hourly supervisor/team lead position (43%) and one-step promotions (39%) are the most common career paths available for such employees across all organizations. However, 38% of organizations said that the opportunities for such employees were “endless,” depending on the aptitude and work ethic of the employee.
• What are the industries in which employees with only a high school diploma or equivalent are most likely to be able to advance in their careers? Manufacturing (57%), health (50%) and state/local government (48%) were most likely to offer such employees promotions up to hourly supervisor/team lead positions. However, nonprofessional services (53%), high-tech (51%) and finance (51%) were most likely to say that the possibilities were endless for such employees with the right aptitude and work ethic.
Key Findings
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
4
• Overall across industries, what type of additional training do employees at various job levels need in order to advance in a career pathway?
– Labor, low-skilled: Job-specific training (56%), followed by technical training, including math and science training (21%), and remedial education (20%).
– Labor, skilled: Job-specific training (61%), followed by other professional development (31%) and technical training, including math and science training (30%).
– Administrative/secretarial: Job-specific training (69%), followed by other professional development (58%) and technical training, including math and science training (15%).
– Salaried individual contributor/professional: Other professional development (76%), followed by job-specific training (58%) and technical training, including math and science training (15%).
– Management: Other professional development (81%), followed by job-specific training (50%) and technical training, including math and science training (10%).
– Executive: Other professional development (63%), followed by job-specific training (31%). Only a small number (7%) said technical training would be needed for this group.
Key Findings
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
5
• Overall across industries, what type of additional education do employees at various job levels need in order to advance in a career pathway?
– Labor, low-skilled: Attainment of postsecondary certification/credentials (30%), an associate’s degree (13%) and a bachelor’s degree or above (8%).
– Labor, skilled: Attainment of postsecondary certification/credentials (30%), an associate’s degree (20%) and a bachelor’s degree or above (15%).
– Administrative/secretarial: Attainment of a bachelor’s degree or above (30%), an associate’s degree (27%) and postsecondary certification/credentials (19%).
– Salaried individual contributor/professional: Attainment of a bachelor’s degree or above (51%) followed by postsecondary certification/credentials (13%) and an associate’s degree (8%)
– Management: Attainment of a bachelor’s degree or above (51%), distantly followed by postsecondary certification/credentials (9%) and an associate’s degree (5%).
– Executive: Attainment of a bachelor’s degree or above (39%). Beyond that, there were few additional education requirements for this group (only 5% said attainment of postsecondary certification/credentials would be needed).
Key Findings
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
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Note: Percentages may not total 100% due to rounding. Respondents who answered “Not sure” were excluded from this analysis. Industries are sorted in descending order by the sum of the “Always” and “Most of the time” response options.
Are employees that are hired with a high school diploma or equivalent—with no further education, postsecondary certification or credentials—eligible for promotions OR career advancement at your organization?
All industries (n = 3,542)
Finance (n = 379)
Construction, mining, oil and gas (n = 371)
Nonprofessional Services (n = 260)
High-tech (n = 317)
Federal government (n = 199)
Manufacturing (n = 438)
State/local government (n = 599)
Professional services (n = 525)
Health (n = 454)
2%
2%
0%
1%
2%
3%
2%
1%
4%
2%
12%
8%
9%
7%
15%
10%
10%
11%
16%
18%
37%
30%
31%
36%
32%
37%
40%
41%
36%
44%
27%
30%
32%
28%
20%
27%
26%
29%
24%
22%
23%
30%
28%
28%
31%
24%
22%
18%
19%
14%
Never Rarely Some of the time Most of the time Always
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
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All Industri
es(n =
3,451)
Construction, Mining, Oil and Gas(n = 368)
Federal Governme
nt(n = 193)
Finance(n = 369)
Health(n = 444)
High-Tech(n = 306)
Manufacturing
(n = 429)
Non-profession
al Services(n = 256)
Professional
Services(n = 500)
State/Local
Government
(n = 586)
Promotions up to an hourly supervisor/team lead position
43% 45% 38% 34% 50% 29% 57% 43% 34% 48%
One-step promotions 39% 32% 44% 34% 46% 38% 45% 35% 37% 42%
Endless, depends on person's aptitude and work ethic
38% 49% 41% 51% 23% 51% 31% 53% 34% 26%
Lateral moves 38% 30% 41% 33% 47% 38% 39% 36% 34% 40%
Promotions up to a management level, but not typically beyond a frontline manager level
25% 29% 28% 27% 19% 18% 30% 29% 17% 30%
Other 4% 4% 8% 4% 4% 5% 4% 2% 6% 4%
Generally, at your organization, what are the career pathways available for employees with only a high school diploma or equivalent with no further education, postsecondary certification or credentials?
Note: Percentages may not total 100% due to multiple response options. Only respondents who indicated that employees with a high school diploma or equivalent were eligible for promotions or career advancement were asked this question.
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
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For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? All Industries
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 3,350)
Labor, skilled(n = 3,353)
Administrative/secretarial(n = 3,392)
Salaried individual contributor/professional
(n = 3,410)
Management(n = 3,446)
Executive(n = 3,414)
20%
10%
10%
4%
4%
3%
21%
30%
15%
15%
10%
7%
56%
61%
69%
58%
50%
31%
19%
31%
58%
76%
81%
63%
4%
2%
4%
2%
3%
13%
29%
25%
5%
8%
7%
18%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
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For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Construction, Mining, Oil and Gas
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 344)
Labor, skilled(n = 347)
Administrative/secretarial(n = 346)
Salaried individual contributor/professional
(n = 343)
Management(n = 349)
Executive(n = 347)
29%
17%
17%
6%
8%
5%
28%
41%
21%
17%
12%
8%
73%
82%
72%
57%
53%
33%
18%
36%
60%
76%
83%
62%
3%
1%
4%
3%
3%
14%
11%
6%
3%
9%
7%
20%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
10
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Federal Government
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 191)
Labor, skilled(n = 190)
Administrative/secretarial(n = 192)
Salaried individual contributor/professional
(n = 189)
Management(n = 191)
Executive(n = 192)
17%
8%
9%
1%
2%
0%
26%
29%
19%
15%
9%
6%
56%
67%
67%
56%
49%
29%
20%
34%
56%
74%
84%
63%
4%
2%
3%
2%
2%
11%
29%
21%
6%
9%
4%
17%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
11
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Finance
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 339)
Labor, skilled(n = 335)
Administrative/secretarial(n = 362)
Salaried individual contributor/professional
(n = 363)
Management(n = 368)
Executive(n = 359)
9%
6%
13%
6%
6%
5%
7%
12%
12%
14%
12%
8%
30%
34%
77%
66%
62%
46%
11%
17%
50%
70%
81%
75%
5%
4%
3%
2%
1%
7%
58%
56%
5%
7%
5%
10%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
12
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Health
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 429)
Labor, skilled(n = 428)
Administrative/secretarial(n = 430)
Salaried individual contributor/professional
(n = 435)
Management(n = 442)
Executive(n = 438)
23%
8%
8%
2%
3%
1%
25%
30%
16%
12%
6%
4%
60%
64%
68%
53%
43%
23%
22%
31%
61%
83%
85%
61%
4%
4%
3%
2%
2%
17%
21%
20%
3%
4%
5%
18%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
13
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? High-tech
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 312)
Labor, skilled(n = 316)
Administrative/secretarial(n = 322)
Salaried individual contributor/professional
(n = 329)
Management(n = 327)
Executive(n = 327)
10%
7%
8%
2%
3%
2%
14%
25%
13%
22%
12%
9%
38%
51%
69%
68%
54%
34%
18%
26%
58%
76%
82%
69%
6%
4%
4%
0%
1%
8%
52%
38%
8%
8%
9%
18%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
14
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Manufacturing
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 420)
Labor, skilled(n = 423)
Administrative/secretarial(n = 413)
Salaried individual contributor/professional
(n = 418)
Management(n = 422)
Executive(n = 417)
36%
16%
10%
5%
5%
3%
35%
50%
16%
19%
13%
8%
80%
80%
62%
56%
48%
29%
22%
45%
63%
81%
81%
62%
0%
0%
3%
2%
3%
15%
6%
3%
5%
6%
7%
18%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
15
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Nonprofessional Services
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 245)
Labor, skilled(n = 243)
Administrative/secretarial(n = 245)
Salaried individual contributor/professional
(n = 244)
Management(n = 249)
Executive(n = 244)
27%
11%
10%
8%
8%
6%
14%
23%
11%
11%
10%
8%
68%
62%
70%
57%
55%
34%
23%
28%
53%
67%
76%
57%
1%
1%
2%
1%
4%
14%
19%
26%
8%
15%
8%
21%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
16
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? Professional Services
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 512)
Labor, skilled(n = 511)
Administrative/secretarial(n = 521)
Salaried individual contributor/professional
(n = 528)
Management(n = 531)
Executive(n = 532)
11%
5%
7%
3%
3%
2%
14%
17%
11%
16%
11%
6%
36%
42%
69%
58%
49%
32%
14%
23%
56%
74%
79%
64%
5%
4%
5%
4%
6%
13%
51%
45%
7%
6%
7%
17%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
17
For each of the employee categories below, what type of additional training do employees at your organization need in order to advance in a career pathway? State/Local Government
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 558)
Labor, skilled(n = 560)
Administrative/secretarial(n = 561)
Salaried individual contributor/professional
(n = 561)
Management(n = 567)
Executive(n = 558)
22%
10%
9%
4%
3%
2%
26%
35%
16%
13%
8%
6%
63%
69%
68%
54%
45%
26%
22%
39%
61%
76%
80%
56%
5%
2%
3%
4%
5%
16%
20%
14%
5%
7%
7%
22%
N/A; no training needed
No promotions available
Other professional devel-opment
Job-specific training
Technical training, including math and science education
Remedial education (e.g., basic math, communication skills)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
18
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? All Industries
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 3,282)
Labor, skilled(n = 3,286)
Administrative/secretarial(n = 3,307)
Salaried individual contributor/professional
(n = 3,332)
Management(n = 3,347)
Executive(n = 3,303)
30%
30%
19%
13%
9%
5%
13%
20%
27%
8%
5%
1%
0%
15%
30%
51%
51%
39%
5%
3%
5%
4%
5%
14%
56%
48%
38%
34%
37%
43%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
19
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Construction, Mining, Oil and Gas
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 337)
Labor, skilled(n = 339)
Administrative/secretarial(n = 338)
Salaried individual contributor/professional
(n = 341)
Management(n = 340)
Executive(n = 339)
37%
38%
23%
14%
12%
7%
7%
16%
27%
9%
6%
2%
6%
11%
22%
46%
44%
32%
5%
2%
5%
4%
4%
14%
54%
47%
42%
39%
42%
50%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
20
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Federal Government
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 185)
Labor, skilled(n = 183)
Administrative/secretarial(n = 186)
Salaried individual contributor/professional
(n = 184)
Management(n = 187)
Executive(n = 185)
30%
34%
18%
11%
9%
6%
18%
20%
28%
7%
3%
1%
11%
19%
30%
51%
48%
40%
4%
3%
4%
4%
7%
11%
51%
41%
37%
35%
38%
45%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
21
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Finance
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 337)
Labor, skilled(n = 333)
Administrative/secretarial(n = 344)
Salaried individual contributor/professional
(n = 356)
Management(n = 359)
Executive(n = 353)
11%
13%
14%
14%
11%
8%
6%
9%
21%
10%
7%
2%
4%
6%
24%
42%
48%
47%
4%
3%
3%
2%
3%
9%
79%
74%
51%
41%
39%
38%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
22
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Health
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 422)
Labor, skilled(n = 423)
Administrative/secretarial(n = 422)
Salaried individual contributor/professional
(n = 431)
Management(n = 426)
Executive(n = 424)
45%
39%
22%
10%
8%
4%
20%
30%
36%
9%
4%
1%
13%
21%
37%
65%
60%
36%
5%
3%
5%
5%
5%
18%
39%
33%
25%
20%
29%
43%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
23
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? High-tech
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 311)
Labor, skilled(n = 316)
Administrative/secretarial(n = 315)
Salaried individual contributor/professional
(n = 315)
Management(n = 320)
Executive(n = 317)
18%
22%
19%
12%
8%
5%
12%
18%
25%
6%
3%
1%
6%
17%
30%
52%
53%
44%
6%
4%
5%
1%
3%
9%
66%
53%
39%
37%
39%
43%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
24
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Manufacturing
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 402)
Labor, skilled(n = 409)
Administrative/secretarial(n = 404)
Salaried individual contributor/professional
(n = 404)
Management(n = 408)
Executive(n = 400)
37%
38%
17%
10%
5%
4%
17%
28%
32%
11%
6%
2%
12%
23%
34%
58%
59%
43%
4%
3%
3%
3%
3%
15%
49%
32%
35%
30%
35%
40%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
25
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Nonprofessional Services
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 243)
Labor, skilled(n = 242)
Administrative/secretarial(n = 242)
Salaried individual contributor/professional
(n = 240)
Management(n = 245)
Executive(n = 237)
25%
24%
12%
10%
7%
3%
9%
12%
21%
9%
6%
1%
7%
10%
20%
39%
43%
38%
2%
1%
4%
3%
4%
15%
66%
61%
54%
46%
45%
46%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
26
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? Professional Services
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 501)
Labor, skilled(n = 499)
Administrative/secretarial(n = 517)
Salaried individual contributor/professional
(n = 515)
Management(n = 516)
Executive(n = 509)
18%
17%
19%
17%
10%
7%
10%
13%
20%
5%
3%
1%
8%
15%
32%
43%
45%
35%
7%
5%
8%
7%
8%
14%
66%
59%
37%
38%
40%
46%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
27
For each of the employee categories below, what type of additional education do employees at your organization need in order to advance in a career pathway? State/Local Government
Note: Percentages do not total 100% due to multiple response options.
Labor, low-skilled(n = 544)
Labor, skilled(n = 542)
Administrative/secretarial(n = 539)
Salaried individual contributor/professional
(n = 546)
Management(n = 546)
Executive(n = 539)
40%
39%
23%
13%
8%
4%
15%
26%
29%
9%
5%
1%
8%
15%
32%
54%
54%
38%
6%
3%
4%
5%
6%
18%
45%
38%
33%
31%
33%
41%
N/A; no education needed
No promotions available
Attainment of a bachelor’s degree or above
Attainment of an associate’s degree
Attainment of postsecondary certification/credential(s)
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012
Survey Methodology
SHRM Survey Findings: Changing Employee Skills and Education Requirements—Education and Career Advancement
In collaboration with and commissioned by Achieve
• Response rate = 18%
• 4,695 HR professional respondents from a randomly selected sample of nine different industries in SHRM’s membership
Construction, mining, oil and gas = 491
Federal government = 356
Finance = 530
Health = 526
High-tech = 447
• Margin of error +/-1%
• Survey fielded March 28-April 30, 2012
Manufacturing = 526
Professional services = 492
State and local government = 848
Nonprofessional services = 479
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SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement ©SHRM 2012
29
SHRM Survey Findings: Changing Employee Skills and Education Requirements
• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch
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About SHRM Research
SHRM/Achieve Survey: Changing Employee Skills and Education Requirements—Education and Career Advancement©SHRM 2012