Benchmarks for International HR - Kienbaum

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22 Offerings in excess of statutory requirements (in %) Maternity leave 17 Pension schemes 15 Paternity leave 14 Parental leave 14 Education/training break 14 Private health care schemes 13 Career break schemes 7 Childcare allowances 3 Workplace childcare 3 Offerings in excess of statutory requirements by cluster – top 3 (in %) Anglo Anglo Confucian Asia Eastern Europe Germanic Europe Latin Europe Nordic Europe Workplace childcare Childcare allowances Rank 1 Rank 2 Rank 3 Career break schemes Maternity leave 18.6 16.3 17.7 16.3 15.0 15.4 For the whole sample, career break schemes (7 %), childcare allowances (3 %), and workplace childcare (3 %) are the least common offerings exceeding the statutory requirements. By contrast, maternity leave is used in 17 % of cases. Other offerings, such as pension schemes (15 %) or paternity or parental leave (14 % each), show similar results. Paternity leave 15.8 16.9 Parental leave 14.3 15.2 Pension schemes 16.1 17.1 16.6 17.4 Education/ training break 18.0 19.2 14.9 Private health care schemes 19.6 Concerning the clusters, significantly more differences can be found: While Eastern Europe and Germanic Europe predominantly seem to offer education/training breaks (18 % and 19.2 % respectively), respondents from the Anglo cluster report more use of maternity leave (18.6 %). At the same time, Confucian Asia seems to focus more on paternity leave (16.9 %), whereas respondents from Nordic Europe and Latin Europe primarily report pension schemes (17.4 %) and private health care schemes (19.6 %).
3.4 Talent Management Methods used for career development (in %) Project team work 10 Special tasks/projects 9 Cross-organisational/disciplinary tasks 9 Coaching 8 Mentoring 8 Networking 8 Experience schemes 7 Succession plans 7 Formal career plans 7 Planned job rotation 7 E-learning 6 High flyer schemes 5 Secondments to other organisations 5 Development centres 4 Other 0 Methods used for career development by cluster – top 3 (in %) Anglo Anglo Confucian Asia Eastern Europe Germanic Europe Latin Europe Nordic Europe Special tasks/ projects 9.6 8.5 9.4 8.9 8.4 9.5 Cross-organisational/ disciplinary tasks 8.5 8.2 9.3 9.8 Project team work 9.7 9.6 9.9 9.1 10.3 Rank 1 Rank 2 Rank 3 Networking Formal career plans Development centres Succession plans The methods used for career development show similar proportions and thus an even distribution for both the international sample as a whole and the specific regional clusters. In general, project team work (10 %), the assignment to special tasks/projects (9 %), and cross-organisational/disciplinary tasks (9 %) in particular are used mostly for career development. Correspondingly, all clusters mirror these results and report that project team work is most common, excluding Confucian Asia, whose respondents describe planned job rotation as the predominant method. Planned job rotation 9.8 High flyer schemes Experience schemes Secondments to other organisations Coaching Mentoring E-learning 9.6 Other 23
Page 1 and 2: » Benchmarks for International HR
Page 4 and 5: Content 1. Introduction ...........
Page 7 and 8: Basic Workforce Data 2.1 HR Ratio 2
Page 9 and 10: Nordic Europe Anglo Latin Europe Ge
Page 11 and 12: 2.4 Age Structure Regarding the age
Page 14 and 15: 14 2.6 Education Level & Management
Page 17 and 18: HR Core Processes 3.1 Source & Sele
Page 19 and 20: Selection methods (in %) One-to-one
Page 21: 3.3 Compensation & Benefits Bonus b
Page 25: Systematic evaluation of training e
Page 28 and 29: 28 4.1 HR Strategy Representation o
Page 30 and 31: 30 4.2 HR Controlling Extent of the
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Benchmarks for International HR - Kienbaum

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