'

SHRM Survey Findings: Employee Financial Stress

Понравилась презентация – покажи это...





Слайд 0

SHRM Survey Findings: Employee Financial Stress In collaboration with and commissioned by June 25, 2014


Слайд 1

How do HR professionals rate the overall financial health of their employees? Roughly three-fifths (61%) of HR professionals consider their overall employees’ financial health to be no better than fair (50% fair, 10% poor and 1% very poor), and 38% describe it as “very good” or “good.” Organizations with greater proportions of hourly employees were more likely to indicate that their employees’ overall financial health was "fair," whereas organizations with fewer hourly workers reported better financial health among staff. What age group is most likely to experience financial stress? Fifty percent of HR professionals indicate that people in the 25-34 age range experience the most financial stress. Twenty-nine percent of HR professionals reported employees between 35 and 44 years as the age group to experience the most financial stress. How financially literate are employees? The majority (70%) of HR professionals report employees as being “somewhat financially literate.” Thirteen percent describe their employees as “very financially literate,” but 17% are considered to be “not at all financially literate.” Organizations with a smaller proportion of hourly employees were more likely have employees rated as “very financially literate,” whereas organizations with a greater proportion of hourly employees were more likely to have employees rated as “not at all financially literate.” SHRM/Elevate: Employee Financial Stress ©SHRM 2014 2 Key Findings


Слайд 2

What financial benefits do organizations offer their employees? Nineteen percent of organizations offer employees loan products from a third-party provider, and 18% of organizations offer payroll advances. What impact do financial benefits have on employees’ overall ability to manage their financial difficulties? Nearly three-quarters of HR professionals indicated that offering third-party provider loan products has a positive impact on employees’ overall ability to manage their financial difficulties, and slightly over one-half of HR professionals reported pay advances having a positive impact. What types of services are organizations offering to help employees manage their finances? The most common financial services that organizations offer employees are retirement planning and consultation (81%) and financial literacy training for investing (42%). Less prevalent financial services include financial literacy training for basic budgeting (25%) and credit score monitoring (8%). SHRM/Elevate: Employee Financial Stress ©SHRM 2014 3 Key Findings (continued)


Слайд 3

Employees’ struggling to gain control of their finances may have significant ramifications in the workplace. A combined 61% of HR professionals describe the overall financial situation of their employees as no better than fair (50% fair, 10% poor and 1% very poor), signaling that financial issues could be a growing challenge for employees in many workplaces. Anxiety related to finances could be a growing source of employee stress that has a direct impact on health care costs, absence and productivity. Thus money management strategies, including budgeting and investing, may increasingly be considered as a part of workplace stress management and wellness initiatives. Undoubtedly, one major area of discussion for organizations will involve employees’ compensation. Though wages have not grown significantly in recent years, high levels of financial stress could eventually give way to greater wage pressure, especially for jobs that are difficult to fill. In addition, increased financial stress among the rank and file could influence the debate on executive compensation. Organizations may want to reevaluate their benefits program to fit the needs of their staff. HR professionals report that a portion of Millennials are the employees most likely to experience financial stress in their organizations. Demographic differences in the financial challenges of employees could potentially be a source of intergenerational tension or conflict and could affect how financial benefits are tailored to different age groups within the workplace. SHRM/Elevate: Employee Financial Stress ©SHRM 2014 4 What do these findings mean for the HR profession?


Слайд 4

SHRM/Elevate: Employee Financial Stress ©SHRM 2014 5 The State of Employee Financial Stress


Слайд 5

Overall Employee Financial Health SHRM/Elevate: Employee Financial Stress ©SHRM 2014 6 Note: n = 383. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100% due to rounding. Organizations with greater proportions of hourly employees were more likely to indicate that their employees’ overall financial health was “fair.” Organizations with fewer hourly workers were more likely to rate their employees’ financial health as “good.”


Слайд 6

Employee Financial Health Rating: Fair and Good Ratings (by percentage of hourly employees) SHRM/Elevate: Employee Financial Stress ©SHRM 2014 7 Note: Respondents who answered “don’t know” were excluded from this analysis.


Слайд 7

Most Financially Stressed by Age SHRM/Elevate: Employee Financial Stress ©SHRM 2014 8 Note: n = 409. Respondents who answered “don’t know” were excluded from this analysis. Percentage do not equal 100% due to multiple response options.


Слайд 8

Overall Employee Financial Literacy SHRM/Elevate: Employee Financial Stress ©SHRM 2014 9 Note: n = 391. Respondents who answered “don’t know” were excluded from this analysis.


Слайд 9

Employee Financial Literacy (by percentage of hourly employees) SHRM/Elevate: Employee Financial Stress ©SHRM 2014 10 Note: n = 378 Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.


Слайд 10

SHRM/Elevate: Employee Financial Stress ©SHRM 2014 11 Financial Stress in the Workplace


Слайд 11

Financial Stress and Employee Absenteeism SHRM/Elevate: Employee Financial Stress ©SHRM 2014 12 Note: n = 352-396. Only respondents who answered “strongly agree” and “agree” are shown. Respondents who answered “don’t know” were excluded from this analysis. Only statistically significant differences are shown. 59% HR professionals agree that employees at their organization have missed work due to transportation issues in the last year. 37% HR professionals agree that employees at their organization have missed work due to a financial emergency in the last year. Larger organizations are more likely than smaller organizations to agree that their employees have missed work due to a financial emergency in the past 12 months. 500 to 2,499 employees (40%) 1 to 99 employees (17%)


Слайд 12

Employee Termination Due to Employee Financial Issues SHRM/Elevate: Employee Financial Stress ©SHRM 2014 13 Note: n = 189. Respondents who answered “”I’m not sure, but I don’t think so,” “I’m not sure, but I believe yes” or “don’t know” were excluded from this analysis.


Слайд 13

Employees Seeking Assistance from Their Employer SHRM/Elevate: Employee Financial Stress ©SHRM 2014 14 Note: n = 349-374. Only respondents who answered “strongly agree” and “agree” are shown. Respondents who answered “don’t know” were excluded from this analysis. Only statistically significant differences are shown. 47% HR professionals agree that employees have approached a manager or supervisor for personal financial advice in the last year. 53% HR professionals agree that employees have approached a representative of the organization asking for a pay advance in the last year. Larger organizations are more likely than smaller organizations to agree that their employees have approached a representative asking for a pay advance in the past 12 months. 500 to 2,499 employees (63%) 1 to 99 employees (25%) 100 to 499 employees (34%)


Слайд 14

Organizations Providing Annual Cost-of-Living Raises to Employees to Keep Up with Inflation SHRM/Elevate: Employee Financial Stress ©SHRM 2014 15 Note: n = 416. Respondents who answered “don’t know” were excluded from this analysis.


Слайд 15

SHRM/Elevate: Employee Financial Stress ©SHRM 2014 16 Financial Benefits: Pay Advances and Third-Party Provider Loan Products


Слайд 16

Does your organization offer the following financial benefits? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 17 Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents who answered “yes” are shown. An asterisk (*) indicates that these data were taken from the SHRM 2014 Employee Benefits Report.


Слайд 17

What impact does offering financial benefits have on the overall ability of employees at your organization to manage their financial difficulties? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 18 Note: Only respondents whose organization offers loan product(s) from a third-party provider and/or pay advances as employee benefits were asked this question. Respondents who answered “don’t know” were excluded from this analysis.


Слайд 18

SHRM/Elevate: Employee Financial Stress ©SHRM 2014 19 Employee Financial Literacy and Employer-Sponsored Financial Services


Слайд 19

Does your organization currently offer the following services to its employees? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 20 Note: n = 398-405. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.


Слайд 20

Does your organization currently offer the following services to its employees? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 21 Note: Only statistically significant differences are shown. Comparisons by organization sector Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to offer their employees financial literacy training for basic budgeting.


Слайд 21

Does your organization currently offer the following services to its employees? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 22 Note: Only statistically significant differences are shown. Comparisons by organization staff size Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees to offer their employees financial literacy training for basic budgeting. Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 499 employees to offer their employees financial literacy training for basic budgeting.


Слайд 22

Does your organization currently offer the following services to its employees? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 23 Note: Only statistically significant differences are shown. Comparisons by organization staff size Organizations with 500 to 2,499 employees are more likely than organizations with 100 to 499 employees to offer their employees financial literacy training for investing.


Слайд 23

SHRM/Elevate: Employee Financial Stress ©SHRM 2014 24 Demographics


Слайд 24

Approximately what percentage of your organization’s employees are paid hourly? SHRM/Elevate: Employee Financial Stress ©SHRM 2014 25 Note: n = 395. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100% due to rounding.


Слайд 25

Demographics: Organization Industry SHRM/Elevate: Employee Financial Stress ©SHRM 2014 26 Note: n = 396. Percentages do not equal 100% due to multiple response options.


Слайд 26

Demographics: Organization Industry (continued) SHRM/Elevate: Employee Financial Stress ©SHRM 2014 27 Note: n = 396. Percentages do not equal 100% due to multiple response options.


Слайд 27

Demographics: Organization Sector SHRM/Elevate: Employee Financial Stress ©SHRM 2014 28 Note: n = 391. Percentages do not equal 100% due to rounding.


Слайд 28

Demographics: Organization Staff Size SHRM/Elevate: Employee Financial Stress ©SHRM 2014 29 Note: n = 388. Percentages do not equal 100% due to rounding.


Слайд 29

n = 408 Demographics: Other SHRM/Elevate: Employee Financial Stress ©SHRM 2014 30 Is your organization a single-unit organization or a multi-unit organization? For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? Does your organization have U.S.-based operations (business units) only, or does it operate multinationally? n = 406 n = 308 n = 309 What is the HR department/function for which you responded throughout this survey?


Слайд 30

31 SHRM Survey Findings: Employee Financial Stress Response rate = 14% 419 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey Margin of error +/-5% Survey fielded May 9-June 2, 2014 In collaboration with and commissioned by Survey Methodology SHRM/Elevate: Employee Financial Stress ©SHRM 2014


Слайд 31

For more survey/poll findings, visit shrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch Follow us on Twitter @SHRM_Research SHRM/Elevate: Employee Financial Stress ©SHRM 2014 32 About SHRM Research


Слайд 32

Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org. SHRM/Elevate: Employee Financial Stress ©SHRM 2014 33 About SHRM


Слайд 33

Elevate’s innovative online credit solutions provide immediate relief to customers today and help them build a brighter financial future. The company’s products are more responsible and transparent and cost less than the alternatives available to the millions of consumers not well served by traditional credit providers. Elevate is committed to rewarding borrowers’ good financial behavior with features like lower interest rates, free financial training and free credit monitoring.  The company’s suite of groundbreaking credit products includes RISE, Sunny and Elastic. Elevate is privately held and is backed by respected Silicon Valley venture capital firms including Sequoia Capital and Technology Crossover Ventures.  SHRM/Elevate: Employee Financial Stress ©SHRM 2014 34 About Elevate


×

HTML:





Ссылка: