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Supporting International Workforce Mobility Can Improve Employee Productivity and Promote Cost Savings, Says New Research from SuccessFactors and the Human Capital Institute
The study, "Supporting Workforce Mobility as a Tool for Improving Labor Efficiency-an International Perspective," was co-conducted by HCI and SuccessFactors. Workforce mobility refers to both the movement of an organization's workers from one geographic location to another and the movement of workers from one position or role to another.
Study authors will review the findings during live Master's webcasts at www.hci.org, HCI's online community for talent management education, research and resources. To accommodate the international audience, researchers Dr. Ross Jones, Senior Researcher and Analyst at Dartmouth College, and Erik Berggren, Senior Director of Customer Results and Global Research for SuccessFactors, will present the results three times:
- 12 p.m. to 1 p.m. EST on Wednesday, April 1 for the U.S. and Canada
- 9 a.m. to 10 a.m. CET on Tuesday, March 31 for Europe, the Middle East and Asia
- 9 a.m. to 10 a.m. AEDT on Friday, April 3 for the Pacific Rim
Visit http://www.humancapitalinstitute.org/hci/events_masters_webcast.guid?_trainingID=2578 to register.
2 New, Key Metrics Created
To complete the study, which
sought to provide an overview of the current state, and potential future
directions, of global workforce mobility in North America, Western
Europe, and the Asia/Pacific region, the researchers created two new,
key metrics: the Workforce Mobility Index and the Contingent
Worker Index.
According to the Workforce Mobility Index, Swedish organizations provide a higher-than-average level of support for many aspects of workforce mobility and are significantly less likely to lose top employees due to unwanted transfers. French organizations, conversely, reported significantly lower support of employees who want to work at home, which had the greatest negative impact on their score.
The Contingent Worker Index, which measures numbers of contingent workers and the degree of flexibility in their management, scored Australian organizations highest; contingent workers are a more important, and larger, part of the workforce there than in any other country. German and Swedish organizations, which also scored high on this index, are more likely than others to manage contingent workers in the same manner as regular workers. French organizations, which scored lowest, reported a relatively low use of contingent workers and a significantly greater likelihood of managing these workers informally rather than integrating them into the talent management strategy of regular employees.
Organizations from the U.S., Canada and U.K. rated around the average mark on both indices.
"Rising labor costs in most major economies are creating pressure on businesses to remain competitive by decreasing labor costs," said Allan Schweyer, HCI's Executive Director and SVP-Research. "Workforce mobility helps ensure that the right number of employees fills every office and position, and increases individual productivity by ensuring that the best person is dong each job, in each location. Supporting workers as they move from one office (or role) to another is a business investment that can pay off with more engaged workers and a workforce that is distributed in the most effective, competitive way possible."
"Companies today need to reduce their costs and move to a more flexible cost structure to stay agile and competitive. Labor is the biggest expense post and companies that are scoring higher in workforce mobility will not only win short-term as it relates to the P&L statement, but also win the war for talent in the longer run," said Erik Berggren, senior director of customer results and global research at SuccessFactors.
For more information or to receive a copy of the study, please visit www.successfactors.com/research or www.hci.org.
ABOUT SUCCESSFACTORS
SuccessFactors is one of the fastest
growing public software companies and the leading provider of on-demand
employee performance and talent management solutions. The company
enables organizations of every size, and across every industry and
geography, to achieve high-performing workforces through goal alignment
and execution, talent development and planning, and pay-for-performance
initiatives. From 92 customers and approximately 282,000 end users in
2003 to more than 2,590 customers and 4.5 million end users today,
SuccessFactors' solutions are widely deployed across 60 industries in
over 185 countries in 31 languages. Founded in 2001 with offices around
the world, the company employs passionate people focused on
revolutionizing the future of work. For more information, visit: http://www.successfactors.com.
ABOUT THE HUMAN CAPITAL INSTITUTE
The Human Capital
Institute (HCI) is a catalyst for innovative new thinking in talent
acquisition, development, deployment and new economy leadership. Through
research and collaboration, our global network of more than 142,000
members develops and promotes creativity, best and next practices, and
actionable solutions in strategic talent management. Executives,
practitioners, and thought leaders representing organizations of all
sizes, across public, charitable and government sectors, utilize HCI
communities, education, events and research to foster talent advantages
to ensure organizational change for competitive results. In tandem with
these initiatives, HCI's Human Capital Strategist professional
certifications and designations set the bar for expertise in talent
strategy, acquisition, development and measurement. www.hci.org
SOURCE: Human Capital Institute & SuccessFactors
SuccessFactors
Dominic Paschel
Director of Public & Investor Relations
415-262-4641
dpaschel@successfactors.com
or
Human Capital Institute
Laura Polas or Aimee Diehl
866-538-1909
press@humancapitalinstitute.org
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