Performance Pay Gaining Support Among U.S. Employees, According to Global Survey by Kelly Services(R)
24 Giugno 2013 - 1:30PM
Marketwired
There is widespread support for performance-based pay among
employees in the United States, with nearly a third of respondents
to an annual survey indicating their employment is compensated
through a variable pay arrangement, and many others saying they
would become more productive if they were.
According to the latest findings from the Kelly Global Workforce
Index (KGWI), a total of 32 percent of U.S. respondents have their
pay connected to some form of performance or productivity targets.
The annual survey, conducted by Kelly Services, analyzed responses
from more than 120,000 respondents in 31 countries, including
nearly 12,000 in the United States.
Among those not on performance-based pay, 40 percent say they
would be more productive if they had their earnings linked to
performance/productivity outcomes.
Steve Armstrong, Senior Vice President and General Manager of
U.S. Operations for Kelly Services, said the trend reflects
widespread recognition that organizations and individuals are most
productive when their interests, including incentive-based pay, are
aligned.
"There are many employees who are clearly confident in their
ability to perform their jobs well, and they want the opportunity
to be compensated according to their performance," Armstrong
said.
Results of the survey in the U.S also show:
- When asked to choose between pay for overtime worked, or
pay-for-performance, respondents are almost evenly split, with 45
percent preferring pay-for-performance, and 49 percent choosing
paid overtime.
- Less than half (39 percent) of those surveyed agree that their
current pay is equitable.
- Among professional and technical employees, the highest rates
of performance-based pay are in sales (68 percent), and marketing
(44 percent). The lowest are in education (21 percent) and science
(28 percent).
Performance-based pay includes any arrangement where an element
of the total remuneration is tied to meeting performance targets,
including profit sharing, performance bonuses and sales
commissions.
"Performance-based incentive plans can be a win-win situation.
Employees can benefit from the opportunity to work smarter and
raise their earnings capacity, while employers benefit from
increased productivity and a more engaged workforce," Armstrong
said.
Complete findings are published in a new report, Paying for
Performance. For more information about the Kelly Global Workforce
Index and key regional and generational findings, please visit the
Kelly® Press Room or kellyservices.com.
About the Kelly Global Workforce
Index™
The Kelly Global Workforce Index is an annual survey revealing
opinions about work and the workplace from a generational
viewpoint. Approximately 122,000 people from the Americas, APAC and
EMEA participated in the survey. Results will be published
throughout 2013 on a variety of topics such as employee retention,
social media and technology, and the changing workplace. Visit
kellyservices.com to review findings on the current topic.
About Kelly Services®
Kelly Services, Inc. (NASDAQ: KELYA) (NASDAQ: KELYB) is a leader
in providing workforce solutions. Kelly offers a comprehensive
array of outsourcing and consulting services as well as world-class
staffing on a temporary, temporary-to-hire, and direct-hire basis.
Serving clients around the globe, Kelly provides employment to more
than 550,000 employees annually. Revenue in 2012 was $5.6 billion.
Visit www.kellyservices.com and connect with us on Facebook,
LinkedIn, and Twitter. Download The Talent Project, a free iPad®
app by Kelly Services.
iPad is a trademark of Apple Inc., registered in the U.S. and
other countries. App Store is a service mark of Apple Inc.
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Media contact: Jane Stehney Kelly Services, Inc.
248-244-5630 stehnja@kellyservices.com
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