Etude SAP : Les entreprises de la région EMEA mal préparées pour intégrer leurs collaborateurs de demain

par La rédaction

D’après une étude mondiale réalisée par Oxford Economics avec l’appui de SAP SE, les entreprises de la région EMEA manquent de stratégies pour gérer la génération Y et la pénurie croissante des compétences.

 

Les salariés de demain seront différents de ceux d’aujourd’hui. Pourtant, une nouvelle étude de  SAP SE (NYSE: SAP) estime que la majorité des entreprises de la région EMEA n’est pas prête à répondre à ces changements. D’après l’étude Workforce 2020, les professionnels des Ressources Humaines reconnaissent l’importance de savoir gérer des salariés de plus en plus internationaux, diversifiés et mobiles. Cependant, il apparaît que les entreprises doivent encore développer des stratégies et des solutions pour faire face à cet enjeu. Cette annonce a été faite lors du SuccessConnect Europe 2014, qui se tient les 21 et 22 octobre à Amsterdam.

 

L’étude met en lumière trois principaux enjeux pour les Ressources Humaines :

  • La rémunération est la priorité n°1
    • Une rémunération compétitive est le critère n°1 dans le choix d’un emploi pour près de 2/3 des personnes interrogées, juste devant les bonus et les récompenses au mérite (57%), et les formations complémentaires (42%).
  • La génération Y est incomprise
    • Si 54% des dirigeants interrogés indiquent qu’intégrer la génération Y est une priorité absolue, l’étude constate une claire incompréhension entre le management et cette nouvelle génération de salariés. Ainsi, 46% des dirigeants pensent que la génération Y est frustrée par la qualité de leur management tandis que seulement 7% des jeunes collaborateurs interrogés déclarent l’être effectivement.
  • La pénurie des talents s’intensifie
    • Peu d’entreprises soutiennent leurs employés les plus jeunes : seuls 15% des salariés disent avoir suivi des formations tandis que le besoin pour des compétences tels que l’analytics et le Cloud va croître de manière substantielle au cours des trois prochaines années.

 

Pour plus d’informations sur les résultats de Workforce 2020 et sur le futur du travail, rendez-vous ici.

Suivez la conversation #Workforce2020 sur Twitter: @sapnews et SucessFactors sur @SF_EMEA.

 

 

EMEA Firms Unprepared for Workforce of the Future

Global Study from Oxford Economics Finds Companies across EMEA Lack Strategies for Managing Millennials and Widening Skills Gap

 

The workforce of the future will look different than it does today. A new study finds that most EMEA companies are unprepared to address these changes. As revealed in Workforce 2020, a global survey of more than 5,400 executives and employees in 27 countries conducted by the independent research group Oxford Economics with support from SAP SE (NYSE: SAP), most Human Resource organisations recognise the importance of managing an increasingly global, diverse and mobile workforce. But they lack the strategies and solutions to do so. The announcement was made at SuccessConnect Europe 2014, being held October 21-22 in Amsterdam.

Top Three Workforce Issues Facing EMEA Companies

The study’s findings challenge much of the prevailing wisdom and highlight the most critical issues facing HR professionals. Through interviews with more than 1,609 executives and 1,654 employees in companies, across industries in the EMEA region, the study found that:

 

  • Compensation Matters Most

According to Workforce 2020, competitive compensation was the most important attribute of a job to just under two-thirds of respondents – with bonuses and merit-based rewards (57%), and supplemental training programmes (42%) following closely behind.

If compensation is what motivates employees, what they’re most afraid of is losing money as a result of insufficient skills, knowledge and keeping up with the latest technologies. “Becoming obsolete” is the most popular concern for today’s worker, twice as concerning as being laid off.

  • Millennials are Misunderstood

Although 54 percent of executives say Millennials entering the workforce is a top business concern, there is a clear disconnect between the two – executives in EMEA are out of touch with what Millennials think. Forty-six percent of executives think Millennials are frustrated with manager quality, when actually only seven percent of Millennials say they are.

While much has been written about how Millennials are different in use of technology, social networks and attitudes toward work, Workforce 2020 shows that they are surprisingly similar to their non-Millennial coworkers when it comes to workplace priorities:

  1. Quality of life over career path is at the top for both groups, with 51 percent of Millennials and 55 percent of non-Millennials citing it as an “important” or “very important” benefit.
  2. Both Millennials and non-Millennials like to frequently collaborate with colleagues in other areas of the company (46 percent/ 43 percent).

 

  • The Talent Gap is Widening

But few companies are supporting their newest workforce. Only 15 percent of employees say they have experienced the most professional development through formal training yet the need for skills like analytics and cloud will grow sizably over the next three years. It’s expected that only 21 percent of employees expect proficiency in cloud in three years; and 46 percent expect to be proficient in analytics by then.

 

“When it comes to preparing for the future of work, knowledge is power, so companies are facing the need to re-imagine the role of learning and ensure the identification and readiness of future leaders,” said Mike Ettling, president, HR line of business at SuccessFactors, an SAP Company. “Tomorrow’s workforce will be more diverse and work differently. Companies must understand this and develop new strategies to support how this workforce learns by supporting ongoing and collaborative learning and knowledge sharing, available on any device. Everyone will need to be a learner and everyone can be enabled to be a teacher with today’s tools and technology. And in this way, companies will also address the leadership gap identified.”

 

“Companies that prepare now for the workforce of the future should deliver better business results in the years ahead than their slower-moving rivals,” said Edward Cone, technology practice lead for Oxford Economics.

To learn more about the global results of Workforce 2020 and the future of work, visit here. Follow the #Workforce2020 conversation with SAP on Twitter at @sapnews and SuccessFactors at @SF_EMEA. SAP News Center.

 

A propos de SAP

Leader des applications d’entreprise, SAP (NYSE : SAP) fournit aux entreprises de toutes tailles et de tous secteurs les moyens logiciels d’une meilleure gestion. Du back office à la direction, de l’entrepôt à la vente, quel que soit le terminal d’utilisation (ordinateur, terminal mobile), les applications SAP permettent aux collaborateurs et aux organisations de travailler plus efficacement ensemble et de s’appuyer sur des tableaux de bord personnalisés afin de conserver leur avance dans un contexte concurrentiel. Les applications et services SAP offrent à plus de 281 000 clients la possibilité d’être rentable, de s’adapter continuellement et de croître durablement. Pour plus d’informations, consultez le site SAP.

 

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