october 2000eurocardes steering committee / ine-ote research / presentation banking sector’s...

EUROCARDES steering committee / INE-OTE research / presentation October 2000

BANKING SECTOR’S CADRES IN GREECE

Presentation of INE-OTOE research’s main findings


Research Objectives

Determination of «cadres» in Greece description of demographic characteristics analysis of current labour situation in terms of:

• working time and conditions• Labor relations• relationship with Trade Unions• compensation level and components


Research Framework Desk research on data drawn up from

• Employment Observatory for the Banking Sector

• Eurostat• other research carried out by private

consulting companies Field research through:

• questionnaire to the Banks’ H/R Divisions• questionnaire to employees’ Unions• focus group workshops


The field research took place from October 1999 to April 2000

and participated: 13 Banks & Financial Institutions

representing more than 50% of total sector employment

16 first level Trade Unions

Research Framework


Definition of «cadres» in Greece

There is no legal definition Distinction between «white-collar» and

«blue-collar» workers Banks’ annual social reports make the

following distinction:• Directors or managerial staff• Supervisors• Specialists


A Bank Director in Greece:

Forms the 7,1% of the sector’s employment Is a man by 88% Is 45 - 55 years old (58%) Possess at least a university degree (50%) Has more than 16 years previous service

(79%)


TOTAL EMPLOYMENT TIMEthe Banks' answers

Decreasing 0%

Increasing81%

Stable13%

No clear Trend

0%

No answer6% the Unions' answers

Decreasing 0%

Increasing44%

Stable31%

No clear Trend25%

No answer0%

the employees' answersDecreasing

0%

Increasing78%

Stable4%

No clear Trend

7%

No answer11%


the Banks' answers

Personnel planning problems

14%

Carrier antagonism5%

Business needing enhansive availability

19%

Hard competition21%

Much work to be done34%

No answer5%

Other2%Incentives & target

setting0%

WHY DO THEY HAVE TO WORK MORE?


WHY DO THEY HAVE TO WORK MORE?

the Unions' answers

Incentives & target setting

12%

Other3%

No answer9%

Personnel planning problems

9%

Business needing enhansive availability

12%

Much work to be done21%

Hard competition25%

Carrier antagonism9%


Consequences of working-time lengthening

Positive for the Banks : 62% Positive for the cadres : 28% both the Banks and the Unions feel that bonuses

and additional benefits compensate for lengthened working-time (55% of the answers),

while the cadres think they don’t (39% of the answers)


012345

The Banks' answers

DirectorsSupervisors

01234567

The Unions' answers

ROLE ASSIGNED TO CADRES


According to the Banks’ opiniona successful «stelexos»:

Has worked his way up within the Bank (91%)

His experience is equivalent to Knowledge (100%)

His is qualified for the position according to existing job descriptions (64%)


However,

as TOP MANAGEMENT members,

in most of the cases (73%)

are appointed executives from outside the company


The most important challenges executives will have to face in the coming 3 year-time, are:

Deriving from Banks’ hard competition

Related to target achievement Born with mergers and acquisitions Incorporated in managerial and

operational procedures reengineering


25%

14%

6%

22%

31%

2%

21%

9%

7%

26%30%

7%

0%5%

10%15%20%25%30%35%

Banks Unions

Bank executives' required profileDirected to results

Directed to relationships

Directed to discipline

Directed to inspiration

Directed to adaptability

Directed to problemsolving


Cadres’ relationship with Trade Unions

There are no labor Unions, of any level, especially for Cadres

Cadres have different degree of participation in existing Unions

Banks think that Unions’ engagement in Cadres’ special problems solving is insufficient

While the Unions think the opposite

october 2000eurocardes steering committee / ine-ote research / presentation banking sector’s...

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