Yoh 2012 Workforce Labor Planning Study

Enabling Workforce Certainty in Uncertain Times WORKFORCE PLANNING STUDY Job Title SIZE & LOCATION OF RESPONDENT ORGANIZATIONS Number of employees working for respondent organization Regional location of respondent organizations' primary office center 10% 50% 40% 40% 10% West 17% Midwest 11% Southwest 22% Southeast in Northeast 43% 1,500 to 19,999 Annual gross revenue for organizations' prior year 30% 20,000 to 49,000 VP or Director $10 billion or more 41% of those polled took in 42% $750 million to $4.9 billion I Executive "C-level" position (CIO, CFO, etc.) 27%- 50,000 or 17% $5 billion to $9.9 billion more I Chairman / President / CEO CONFIDENCE LEVEL only 26% are Very Confident they can satisfy customers 2012 FORECAST Employee Growth Expectation for 2012 How confident are you that your organization has enough employees with the skills and talents needed for 19% Less employees 46% About the same number of employees 56% Somewhat Confident strong performance in meeting customer needs? 26% Very Confident 35% More employees 15% Not Very Confident 3% Not At All Confident Potentially strongest factor discouraging the addition of personnel in 2012 61% Economic Uncertainty RAMP-UP TIMING 24% Low demand for product or services 9% Political uncertainty 6% Other Length of time to determine if a new employee is competent Average length of time for a new employee to become highly productive WORKFORCE PLANNING 23% Less than 3 Months 6% Current workforce planning approach 41% 3-5 months to determine Competency 41% 3 - 5 Months said 48% Formal process 19% 24% 6 - 9 Months 27% 24% HEvaluate when need arises or demand changes 7% 10 - 12 Months 30% Takes almost 1 Year to be Highly 30% said 21% Plan in advance Productive 5% Over 1 Year 18% 7% No workforce planning Over 12 Months Immediately If the economy improves to pre-recessionary levels, how long would it take your organization to recruit enough qualified employees and train them suffciently to satisfy customer demand? Frequency of typical audit or re-evaluation of organizational staffing needs 10 - 12 Months 11% 1 - 2 Months 3% Weekly 13% 00000 45% AUDIT QUARTERLY 18% Monthly 9% 5% 45% Quarterly 18% Annually 28% 34% 6 - 9 Months 3 - 5 Months 16% Unscheduled / Ad Hoc GREATEST CHALLENGE & CONCERN Greatest challenge in workforce planning Of all uncertainties dealt with, respondents' current greatest concern focuses on: 17% Accurately gauging organizational needs for skills and talent 56% 1. Economy 2. Changes / Trends in my industry 3. Local, State or Federal changes 4. Finding qualified talent 5. Employees' ability to achieve strategic objectives 6. Employee turnover 43% Recruiting / Hiring the right people 16% Succession planning and identifying / developing high potential employees 22% 18% 11% Onboarding and training new employees 10% o Yoh 4% 3% A Day & Zimmermann Company Study conducted by Amplitude Research in December 2011