Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Supply Chain & Logistics Executive Recruitment Business Performance Consulting Logistics & Supply Chain Recruitment
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Key findings Welcome to the 2012-2013 Supply Chain and Logistics
This year 31.10% of respondents indicated they received pay
Employment Market Survey Report, produced from
increases of more than 10%, a significant drop compared
global research undertaken in late 2012. This is our sixth
to the 40.97% in the previous survey. 44.10% of those
consecutive annual Survey Report developed for the
surveyed are expecting salary increases of 10% or more
international industry we serve, during a period of continued
in the year ahead, by comparison to 51.87% last year, who
economic uncertainty in the United States and Europe and
expected an increase of more than 10% this year.
some volatility in growth rates throughout the North, South East Asian, South Asian, Australasian and the Middle East
These results show us that while salaries and wages
and African markets, where most of our customers and
are still increasing, the rate of increase has diminished,
survey respondents are located.
mainly due to some easing in economic activity/growth rates, a slight increase in levels of unemployment and the
The survey covered a broad geographical sample with
corresponding increase in skilled labour supply feeding
14.03% of the total respondents employed in Australasia,
into various markets.
14.92% in South East Asia, 25.26% from the Middle East, 18.35% from within the Indian Subcontinent, 6.19% based
The effects on this increase in available talent is mainly
in North East Asia and China and 6.26% from the African
due to redundancies by some of the larger global logistics
continent.
players in relation to expatriate positions, with some positions being replaced by local executives, continuing the global
Outlook predictions remain strong despite slight decline
trend toward localisation throughout the supply chain and
in business confidence in some regions
logistics space, specifically across South, South East, North
64.6% of this year’s survey respondents indicated that
Asia and the Middle East.
their company’s activities/growth had increased during the previous year; this compares to the prediction in last year’s
Strong staff level growth trends continue
survey by 75% of respondents that their company would
Asked about their staff levels over the next year 56.17%
experience growth, a differential of about 10% against this
expected staff numbers to increase (compared to 57.76%
year’s results.
last year), 14.23% said they expected staff levels to decrease (13.82% last year) and 29.6% (compared to 28.42%) expected
This year’s results show that 74.46% of those surveyed
staff levels to remain the same. These figures are remarkably
expect their company activities/growth to increase, a slight
static and suggest that the economic uncertainty impacting
decrease (5%) in confidence compared to last year when
some industries such as manufacturing and retail, are not
just over 80% of those surveyed were predicting an increase
having substantive influence over staffing level expectations
in activity/growth in the year ahead. Approximately 18%
for the vast majority of those employers surveyed.
of this year’s respondents expect activity/growth rates to remain the same compared to 16.50% last year who said
Ongoing challenges recruiting required talent
they expected static growth.
This year 60.50% of those surveyed said it had been more difficult to recruit quality staff to meet business demands
Talent shortages continue to drive upward salary and
than the previous year. This is a slight decrease to last
wage pressure
year when 62.48% who said they found it had been more
Although some of the regions where most of our survey
difficult to find required talent.
respondents are employed experienced some slowing in rates of economic growth, underlying strength across key
Last year 16.27% indicated they had found it easier than
industries in these regions, Middle East/Africa (Oil/Gas/
the previous year to recruit compared to 13.76% who found
Resources), Asia (Manufacturing/Retailing), Australia
it easier last year than the year before. This coincides with
(Resources/Agriculture) remains comparatively firm, and
talent availability as unemployment levels have risen slightly
this has maintained upward pressure on wages and salaries
providing additional talent pools.
across most supply chain and logistics roles.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Key findings Education & qualifications This year 41.93% of those surveyed indicted they held
factor (compared to 90.88% last year) followed by customer
undergraduate Degrees (compared to 37.87% last year),
satisfaction (85.65% compared to 86.76% last year) and
42.93% possess postgraduate qualifications (compared
leadership development (84.44% versus 83.65% last year).
to 37.40% last year), continuing the trend of increased education attainment across our industry since we began
It is significant to note that there has been a substantial
this survey program six years ago.
increase in the importance of retaining talent with 81.11% of respondents ranking this as their most significant challenge,
Career advancement main driver in new employment
a substantial increase in ranking to last year (69.41%)
decisions
and the largest percentile change recorded of any issue
According to employers, career development remains the
surveyed this year. Increasing productivity ranked as the
most significant driver for new employees joining their
5th most important challenge (80.71%), compared with
organisation (26.73%), salary follows closely in second
76.76% last year.
at 20.29%. These percentages are almost identical to the previous year’s results and reflect similar trends since our
Thanks for your participation
first survey in 2008. Job security and company values
The 2012-13 report is designed to provide you with useful
follow respectively at 14.83% (compared to 15.32% last
information and assist you in your future business planning.
year) employer values rated next most important factor at 15.33%, almost identical to last years result). These four
This report summarises only some of the key findings from
drivers outweigh all of the other results and are the most
the survey, please don’t hesitate to contact us should you
significant factors influencing why people join organisations.
be interested in additional information relating to particular survey subject matter or results from a specific geographic
Asked to nominate the key reasons why employees left
region.
their organisation 25.97% indicated more money was the main reason (compared to 27.29% last year) followed by
Thank you to the industry executives across many countries
career development at 20.50% (compared to 21.77% the
who took the time to complete the survey, we welcome your
previous year). Some 11.57% of employers cited change of
comments and questions regarding this survey and wish
industry as the third most prevalent reason employees left
you a successful year ahead.
the company, a slight increase on last year’s (11.13%) result. Retaining talent ranks as most significant challenge year on year for Chief Executive Officers and company Directors CEO’s and Directors were asked in the survey to identify the key challenges to their business for the 12 months ahead. 87.22% ranked profitability as the most dominant
Kim Winter Chief Executive Officer Logistics Executive p: +61 2 8262 9800 e: KimW@logisticsexecutive.com
Survey methodology An on-line survey of approximately 10-15 minute duration was emailed to more than 41,000 people within the Supply Chain & Logistics Industry in Australia, Oceania, Africa, America, Asia, Europe, the Middle East and New Zealand in late 2012. 2,830 respondents completed the survey. NB: The results are purely indicative in terms of overall trends within the industry. Disclaimer: Logistics Executive has compiled this report using data from which, to the best knowledge of Logistics Executive, was accurate as at the date of the publication. Results published in this report are for the general interest of readers and the industry. All material is published with due care and in good faith, but no responsibility will be accepted for omissions, typographical, or other printing errors or situations that may have taken place after publication. Logistics Executive disclaims all responsibility for any harm or loss arising from use or otherwise of the information provided within the report. All rights reserved. No part of this publication may be reproduced without the prior permission of Logistics Executive.
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Employment market trends & predictions for 2013 SOUTH EAST & SOUTH ASIA • As Asian economies continue to expand and logistics activity increases this in turn is driving demand for trained, skilled and experienced professionals, it requires a greater pool of talent that is more skilled and better equipped to lead and manage the complexities of developing supply chains. • There are several factors driving skills shortages in developing and emerging regions in Asia. In many economies supply chain is a relatively new discipline, hence there too few seasoned practitioners and with the supply chain function being increasingly in demand this is providing a tightening of talent availability in the broader market which is having a significant impact on wages (inflation) and candidate’s expectations of incremental wage increases should they choose to more employers. Coming from a relatively low base means the growth curves are exponential. • Supply chain talent is in demand despite the Asian region’s aggressive approach to developing broader workforces and associated skills. Talent, particularly local talent continues to be urgently in need across multiple industries and verticals. • Cost of accommodation, education and employment visa challenges across Asia is impacting on the ability and viability of importing talent. This is particularly the case in mature Asia markets such as Singapore, Hong Kong, Shanghai, Japan and Taiwan. • In China in particular, the difficulty of recruiting skilled professionals is exacerbated because of the country’s sheer geographic scale. China’s expanding role in global supply chains is leading to increasing demand for skilled logisticians. At the same time, the sheer size of the population gives it a larger pool of experienced workers than in other countries. • The demographic in Vietnam and Singapore is quite different. The majority of the population is young and well educated, with English widely spoken. There is a large pool of potential talent for the logistics sector, however this talent pool is comparatively inexperienced in the workforce, tend to lack many of the required soft skills in demand and there is an expectation of wage and salary levels many employers are unable to meet. • The significant majority of Vietnamese talent entering the workforce possesses unquestioned potential however tends to lack the requisite skills held by their counterparts in competitor companies or from offshore. This phenomenon underlines the continuing opportunity for experienced senior international executives in this market to play a role in fostering local professional ranks through hands on leadership, education and development. • Throughout the Indian sub-continent there is an on-going requirement for experienced supply chain and logistics professionals yet there remains a substantial gap between available opportunities and supply of talent with the required skill sets and qualification. Indian hiring organisations tend to invest disproportionately in time and resources undertaking due diligence during the candidate assessment process to ensure the appropriate individual is being selected for the role being recruited for. Indian employment tenure rates tend to be quite short by comparison to other regions, there is a tendency for candidates with skill sets in high demand to transition between roles/companies for very small increments in salary. NORTH ASIA • There are extensive shortages of experienced professionals across the central and West China regions due to the rapid development throughout the entire supply chain. China nationals being headhunted to relocate to this region are expecting significant salary increments creating a new class of employee now known as ‘National Expats’. • Manufacturing growth is back in China. After seven quarters of declining manufacturing China has just posted its first rise in manufacturing output and recent media reports indicate China expects to meet its next annual economic growth rates over 7%. • The rise of Asian Multi National Corporations (MNCs) and the increasing volume of employees choosing to work for local companies over International MNCs is largely due to the increase in redundancies seen in the past three years. Locally educated employees are choosing to develop their career in local companies where cultural values of loyalty and relationships provide greater perceived career security. • There has been a significant rise in soft skill requirements for Asian nationals professionals, extensive training and development efforts are being undertaken within organisations in this regard and preference is being given to Asian origin candidates who have studied and worked to some degree in a western mature economic environment. The critical development of leadership soft skills that employees have been exposed to, even over a relatively short timeframe in these environments, provides significant competitive value to Western MNCs operating in Asia and is highly recognised and rewarded by employers.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Employment market trends & predictions for 2013 MIDDLE EAST & AFRICA • The Middle East is constantly evolving as an employment opportunity hub for experienced supply chain and logistics professionals from across the globe. With continued financial volatility and uncertainty in Europe, there is an increased interest from candidates seeking to relocate to the region. • Expatriate packages have reduced in the recent years. Previously it was standard practice that complete expatriate packages would be provided for executive positions including housing (with utilities paid) and transport allowances (or company car) schooling, flights & medical insurance. The increasing trend is now to provide packages rolled up as a relatively lower total monthly package inclusive of all elements, with only flights and medical cover added separately. With exception to countries such as Saudi Arabia where the full expat packages still apply. • In regard to commercial roles, employing companies are stretching their budgets in order to attract the best available sales executives in the market, however this only applies to those sales professionals with a stable employment history. In-depth knowledge of the market, a solid track record of consistent revenue generation over a period of more than three or four times monthly salary is the standard. • Economic activity in the Middle East Gulf Cooperation Council (GCC) countries and specifically the United Arab Emirates (UAE) is improving with a number of major multi national organisations relocating their Middle East head offices into the UAE citing Dubai as the ideal place to be based in order to attract and retain top talent from across the region and globe. • In Iraq business activity continues to gradually increase as many companies position themselves to engage in the current and future opportunities presented by the Oil industry. • We predict the coming years we will see an increase in the volume of executive employment across Sub Saharan Africa where the Mining and Oil industries are generating significant numbers of excellent opportunities for supply chain and logistics Professionals especially across the Logistics Service Provider landscape. AUSTRALASIA • We predict a mixed business outlook for 2013, with sales volumes, inventories, selling prices and employment rates declining slightly in New South Wales, Victoria, Tasmania and to a lesser degree in Queensland, however capital investment and profits (driven by improved alignment and competitive supply chains) nationally are now increasing and will continue to rise. • The continued influence of Australia’s globally renowned dual economy with mega project Resources/Oil and Gas exploration and production taking place is driving continued high demand for a wide range of executives across the Western and Northern Australian resource rich regions. Whilst a recent decline in global resource prices has slowed some development and resulted in the temporary shelving of some internationally significant projects, demand for talent and growth in these regions is expected to continue throughout 2013 albeit at lower rates than the double digits experienced in recent years. • Most organisations have realigned/resized their labour force requirements throughout 2012 with an increase in redundancies across the manufacturing and retailing sectors as Australia repositions for growth in developing industries such as on-line retail trade, enhanced/specialised education/learning and development, Research and Development and information technology, all integrated with today’s rapidly changing/evolving supply chains. • Employers in our space across Australia are adopting a back-to-basics approach with a focus on core commercial skills when hiring across a wide range of positions. Candidates with strong commercial/financial, technical, change management and strategic skills who can understand trends impacting business, identify cost savings and ensure their firms are well placed for business expansion at the front of the next cyclical economic upswing are in particularly high demand. • Salaries throughout the Australian supply chain and logistics sectors continue to be significantly impacted by the Mining and Resources boom which has continued to drive higher salaries in Western Australia and the Northern Territory higher. • The increased use of high-level supply chain and logistics industry professionals/contractor/interim managers to assist companies improve efficiencies and drive cost down/service up strategies is a dominant feature of the employment market. • It is of significance that the Australian government has recently demonstrated its understanding of the requirements for strategically engaging with the wider Asia region (economically, politically, culturally and socially) with the recent release of the ‘Asian Century’ white paper. This direction will have significant benefit for many businesses that have not already developed strong relationships across Asia and provisional upon appropriate policy and business activity execution, will position many more Australian business to better supply and benefit from involvement with rapidly expanding Asian economies in the years ahead. This progressive development will have a direct and positive impact for Australia and create on-going opportunities for supply chain and logistics professionals as the demand for executive talent increases throughout the region which will increasingly grow and soon dominate as the world’s economic powerhouse.
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Survey demographic In which region of the world are you employed in?
Africa
Overall findings
6.26%
Australasia
• 25.26% of the total respondents
14.03%
indicated that they are employed in
6.72%
Europe
Middle East.
Indian Subcontinent
• 18.35% of the total respondents
18.35%
Middle East
indicated that they are employed in
25.26%
North East Asia and China
the Indian Subcontinent. • 14.92% of the total respondents
6.19%
indicated that they are employed in
14.92%
South East Asia
South East Asia.
2.51%
The America’s (North, Central or South) Other
• 14.03% of the total respondents indicated that they are employed in
% 30
% 25
% 20
%
Australasia.
15
% 10
5%
0%
5.76%
Comparison to previous years The 2011-12 demographics were: • 24.36% of the total respondents indicated that they are employed in Australasia. • 20.78% of the total respondents indicated that they are employed in the Middle East. • 20.27% of the total respondents indicated that they are employed in South East Asia. • 13.34% of the total respondents indicated that they are employed in the Indian Subcontinent.
Industry type Which industry are you employed in? OVERALL FINDINGS Of the 40 industry type options in the survey, the top 4 were: • 14.95% of the total respondents are employed in the 3PL, 4PL, Logistics or Warehousing sector. • 7.36% of the total respondents are employed in the Manufacturing & Industrial sector. • 6.73% of the total respondents are employed within the Freight Forwarding and Customs sector. • 6.21% of the total respondents are employed in the Supply Chain, Sourcing and Procurement sector.
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Roles & positions Please select the function that primarily best describes what you do? Customer Services
3.89%
Support & Admin
2.09%
Distribution & Warehousing
7.55%
Transport & Logistics
23.21%
Engineering & Technical
3.70%
Executive Management (CEO, MD, GM, Director)
10.09%
Facilities Management
0.56%
Finance & Accounting
4.64%
Human Resources
3.14%
IT & Telecommunications
2.13%
Legal & Corporate Affairs
0.34%
Maintenance & Workshop
0.41%
Manufacturing & Production
2.06% 1.53%
Marketing & Communication
5.35%
Procurement & Inventory Project/Program Management
2.65%
Quality Assurance, Safety, Risk & Environment
1.27% 0.45%
Research & Development
10.88%
Sales & Business Development Supply Chain
13.13%
Training & Education
% 25
% 20
% 15
% 10
5%
0%
0.93%
Overall findings • Transport and Logistics continues to be the number one function in which people in this industry are employed in the last six surveys. • The top four functions that describe the respondents are Transport and Logistics at 23.21%, 13.13% employed in a Supply Chain role, 10.88% in Sales and Business Development and 10.09% in Executive Management (CEO, MD, GM, Director).
COMPARISON TO PREVIOUS YEARS In the 2011-2012 report 22.97% of the total respondents indicated that they were employed in a Transport and Logistics role. The results for the last four years have been comparable for all of the key roles.
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Salary and wages In your last review, by approximately what percentage did your salary increase? 0-2%
23.68%
3-5%
21.95% 9.10%
6-8% 9-10%
14.26%
11-12%
5.91%
13-14%
2.76%
15-20%
10.20%
21-25%
4.06%
26-30%
2.72%
% 25
% 20
10
15
%
5%
0%
%
5.36%
30+%
overall findings • 68.99% of the total respondents only received modest pay rises in 2012 of 10% or less which reflects the general state of the global economy in 2011. The survey showed that about 22.34% of the total respondents reported increase in the order of 15% or greater; these were mainly from areas of extreme growth or skills shortage.
In your next review by approximately what percentage do you expect your salary to increase? 11.97%
0-2% 3-5%
19.15%
6-8%
9.22%
9-10%
15.56%
11-12%
4.81%
13-14%
2.92%
15-20%
17.18%
21-25%
6.34%
26-30%
4.14%
% 20
% 15
10
5%
0%
%
8.71%
30+%
overall findings • 68.97% of the total respondents expect an increase of 6% or more, indicating many organisations will face wage pressure in 2013.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Education & qualifications What is the level of the highest qualification that you have completed? No tertiary qualification 4.41% Other tertiary qualification 11.19% Postgraduate 42.93%
Undergraduate 41.47%
OVERALL FINDINGS • 42.93% of the total respondents have a Postgraduate Degree, including a Masters or a Doctorate. • 41.47% of the total respondents have an Undergraduate Degree. • This year there is an increase in respondents who have Postgraduate Degrees.
COMPARISON TO PREVIOUS YEARS The 2011-2012 report showed an increase of Degree qualified people on past year results.
Supply Chain & Logistics 2012-2013 Employment Market Survey Report
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Skills Shortage Areas within the industry that have been difficult to recruit in? Customer Services
7.61%
Support & Admin
3.13% 7.51%
Distribution & Warehousing Transport & Logistics
12.66%
Engineering & Technical
5.87%
Facilities Management
2.30%
Finance & Accounting
4.19%
Human Resources
Overall findings
2.48%
• 12.66% of the total respondents indicated
3.31%
IT & Telecommunications
that Transport and Logistics is the most
1.94%
Legal & Corporate Affairs Maintenance & Workshop
2.80%
Manufacturing & Production
2.95%
Marketing & Communication
difficult area to recruit in. • This was followed closely by 10.68% in the Sales and Business Development area.
3.78% 4.50%
Procurement & Inventory Project/Program Management
5.43%
Quality Assurance, Safety, Risk & Environment
4.06% 3.18%
Research & Development Sales & Business Development
10.68%
Supply Chain
9.29%
Training & Education
15
%
% 10
5%
0%
2.33%
COMPARISON TO PREVIOUS YEARS In the 2011-2012 report 14.97% of the total respondents indicated that Transport and Logistics was the most difficult area to recruit in. In the 2011 results 13.35% of the total respondents indicated that it was in the area of Logistics. In five years very little has changed in the areas that suffer with a skills shortage; in fact the results point to a worsening, particularly in commercial sales functions.
To what extent is the skills shortage affecting your business growth? Significant critical impact 6.83%
None 16.61%
Overall findings • 65.19% of businesses are affected by the ongoing skills shortage to some degree or greater.
To a high degree
• 6.83% of businesses claim that the skills
15.02% None to date
shortage is having a significant critical impact on their business.
18.20%
COMPARISON TO PREVIOUS YEARS • The 2012-2013 survey shows a slight
To some degree 43.34%
decrease in businesses affected by the skills shortage. The 2011-2012 result showed that just 73.55% of businesses were affected.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Business activities & company growth Business & Hiring Experiences over the past 12 months
It is becoming HARDER to source/hire quality staff to meet the business demands
It is becoming EASIER to source/hire quality staff to meet the business demands 16.27%
60.50%
There has been NO CHANGE in the past 12 months 23.23%
OVERALL FINDINGS • 60.50% of the total respondents are finding it harder to source and hire quality staff to meet business demand. This is a decrease of 2% on the 2011-2012 results.
What change in your company’s activities or growth this financial year did you see compared to last year? Remained the same 17.84% Overall findings • 64.60% of the total respondents indicated that they believe that their company’s growth increased in the last financial year.
Decreased 17.56% Increased 64.60%
COMPARISON TO THE 2011-2012 RESULTS • The 2012-2013 survey shows a slight decrease in the growth of company’s activities. In the 2011-2012 report 66.90% of the total respondents indicated that business activities and growth had increased. In 2010 it was 67.87%.
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Business activities & company growth What are your expectations of your company’s activities or growth next financial year compared to this year? Remained the same 15.87% Overall findings • 74.46% of the total respondents indicated
Decreased
that they believe that their company’s
9.67%
activities or growth will increase in the
Increased 74.46%
next financial year. • This shows a slight decrease in expectation of growth from this year’s survey vs. the 2011-2012 results.
COMPARISON TO PREVIOUS RESULTS • Only 80.29% of the total respondents in the 2010 survey results believed that their company activities or growth would increase. In the 2011-2012 survey 75.49% of the total respondents believed that their company activities would increase.
In the next financial year what do you forecast that the staff levels of your company will be?
Remained the same 29.60% Increased 56.17%
Decreased 14.23%
OVERALL FINDINGS • 56.17% of the total respondents forecast that their staff levels will increase in the next financial year.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Business activities & company growth What do you understand to be your company’s staff turnover by percentage? 0-5%
33.13%
6-10%
25.92%
16-20%
• 25.92% of the total respondents believe that staff turnover is as much as 10%
4.64%
• 37.78% of business leaders believe
1.73%
% 40
10
%
5.82%
organisations.
30
Unknown%
staff turnover to be too high in their
%
5.47%
%
30+%
0%
that staff turnover is less than 5%.
9.15%
20
26-30%
• 33.13% of the total respondents believe
14.14%
11-15%
21-25%
Overall findings
COMPARISON TO THE 2011-2012 RESULTS The 2012-2013 survey results were consistent with those of 2011-2012, with the vast majority of respondents indicating that staff turnover was less than 5%.
In the current financial year did the staff levels of your company increase, decrease or remain the same?
Remained the same 25.94% Increased 53.13%
Decreased 20.93%
OVERALL FINDINGS • 53.13% of the total companies indicated that their staff levels increased in the current financial year.
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Business activities & company growth In the past 12 months, do you believe your organisation increased its level of employees? No Increase
40.05%
1-10% Increase
38.11% 15.02%
11-20% Increase 4.32%
21-50% Increase
% 50
% 40
% 30
% 20
10
0%
%
2.50%
More than 50% Increase
OVERALL FINDINGS • 60% of the total respondents indicated that they expected their organisation to increase staff levels in 2013.
In the past 12 months, do you believe your organisation decreased its level of employees?
No Decrease
59.81%
1-10% Decrease
26.60% 8.11%
11-20% Decrease
3.77%
21-50% Decrease
% 60
% 50
40 %
% 30
% 20
10
0%
%
1.71%
More than 50% Decrease
OVERALL FINDINGS • 40% of the total respondents indicated that they expected their organisation to decrease staff levels in 2013.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Business activities & company growth Is your organisation currently hiring full time employees?
No 30.38%
Yes 69.62%
OVERALL FINDINGS • 69.62% of the total respondents believe that their organisation is hiring full time employees.
At what level(s) is your organisation hiring? Senior Management (e.g. CEO, CFO) 9.52%%
Non Management Employees 47.82% Middle Management 42.66%
OVERALL FINDINGS 47.82% of the total respondents believe that their organisation is hiring Non Management level employees. 42.66% of the total respondents believe that their organisation will be hiring middle management in 2013.
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Factors contributing to recruitment decisions What are the factors contributing to people joining your current organisation? More money
20.29%
Career advancement
26.73% 8.34%
Cultural fit
Overall findings
6.06%
Change of industry
• 26.73% of the total respondents indicated that career advancement is the major factor contributing to people joining their organisation. • This was followed by 20.29% of the total respondents believing that more money is also an important factor.
2.95%
Redundancy/retrenchment
0.62%
Maternity leave Moved interstate
1.14%
Went travelling
1.07%
Moved overseas
2.64%
Job Security
14.83%
% 30
% 25
20
%
10
15
%
5%
0%
%
15.33%
Employer Values
COMPARISON TO THE 2011-2012 RESULTS In 2011-2012, 26.89% of the total respondents indicated that career advancement was the major factor.
As an employer, what are the major factors contributing to people leaving your organisation? More money
25.97%
Career advancement
20.50%
Cultural fit
7.19%
Change of industry
11.54%
Redundancy/retrenchment
Overall findings
5.92%
Maternity leave
• 25.97% of the total respondents indicated that more money was the key reason people left their organisation. • 20.50% of the total respondents indicated that people left for career advancement reasons.
2.36%
Moved interstate
3.71%
Went travelling
30 %
25 %
10
%
6.77%
20
Employer Values
15
6.80%
%
Job Security
5%
6.31%
0%
Moved overseas
%
2.93%
COMPARISON TO THE 2011-2012 RESULTS In the 2011-2012 report 27.29% indicated that higher remuneration was the main reason people left their organisation.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
Challenges for the next year As a CEO/Director, what are the challenges facing your business in the next year? Overall findings • Chief Executive Officers/Directors were asked to identify the key issues and areas that would challenge their business in the next twelve months. • 87.22% of the total respondents indicated that profitability was the main challenge. • This was followed closely by 85.56% believing that talent attraction would be a challenge and 84.44% highlighted leadership development as critical. Also rating highly was retaining talent at 81.11% and increasing productivity at 80.71%.
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Supply Chain & Logistics 2012-2013 Employment Market Survey Report
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SYDNEY Phone: +61 2 8262 9800 Level 29 Chifley Tower 2 Chifley Square Sydney New South Wales 2000 Australia MELBOURNE Phone: +61 3 9607 8263 Level 40 140 William Street Melbourne VIC 3000 SINGAPORE Phone: +65 6692 9202 Suite 32, Level 25 Samsung Hub Building 3 Church Street Singapore 049483 INDIA Phone: +91 22 4090 7053 Level 8 Vibgyor Towers G Block C62 Bandra Kurla Complex Mumbai India 400051 CHINA Phone: +86 21 6103 7078 Level 29 Shanghai Kerry Centre No.1515 Nanjing West Road Shanghai China 200040 HONG KONG Phone +852 3125 7654 Suite 901, Level 9 Hong Kong Club Building 3A Chater Road Central Hong Kong China DUBAI Phone: +971 4361 6275 Block 17 Knowledge Village PO Box 500755 Dubai United Arab Emirates
Supply Chain & Logistics Executive Recruitment Business Performance Consulting Logistics & Supply Chain Recruitment
www.logisticsexecutive.com COPYRIGHT
SYDNEY
MELBOURNE
Š 2012 By
SINGAPORE
Logistics Executive Group
MUMBAI
SHANGHAI
HONG KONG
DUBAI