The festive spirit may be in short supply for public sector workers in 2011, XpertHR benchmarking research suggests.
As we approach the end of the year in which public spending cuts have really begun to bite, many public sector employers have cancelled or severely scaled back Christmas celebrations. Public sector organisations are also significantly more likely to be partially open for business on Christmas day itself than those in the private sector.
Key findings from the survey include the following:
- Across the whole economy, employers report a planned median Christmas spend (comprising planned spending on Christmas parties, lunches, employee gifts and bonuses for 2011) of £31.50 per employee. The interquartile range is £15 to £67.50 (see chart, below).
- A sectoral breakdown of planned Christmas spending for 2011 reveals a stark contrast between the private and public sectors. The median Christmas spend per head is £37 among manufacturers, and £35 in services, but stands at nil in the public sector.
- This year, Christmas day (25 December) falls on a Sunday. Public sector organisations are more than twice as likely to be partially open on Christmas day than those in the private sector.
- Interestingly, 7.1% of retail sector respondents will be open on Christmas day. Exactly half of retailers (50%) will be open or partially open on Boxing Day (Monday 26 December 2011).
- More than four-fifths of organisations surveyed by XpertHR do not make any formal provisions for employees who do not celebrate Christmas to opt out of Christmas celebrations.
This month’s big HR benchmarking questions
Here are just a few of the key HR benchmarking questions from these newly-added datasets (XpertHR Benchmarking subscription required):
Recruiting Senior Managers:
- Which selection methods are used when recruiting senior managers?
- How long does it take to fill a senior management position?
- What is the most effective method for assessing your organisation’s relationship with its employees?
What is the minimum workplace temperature below which employees cannot be expected to work?
A small but vitally important piece of HR data, particularly at this time of year: What is the minimum workplace temperature below which employees cannot be expected to work? Click here for the answer.
Do data hold the key to strategic influence for HR?
Achieving real strategic influence is a perennial concern for many in the HR profession. Data could be the deciding factor in helping HR achieve strategic influence, according to a speech from Taleo CEO Mike Gregoire at the recent Taleo APAC 2011 event, Australia’s HR Daily reports. Gregoire said:
The board of directors don’t understand quality of hire; they don’t understand cost of hire. They really don’t want to pay attention to any regulatory issues; that’s your problem. They don’t care about office politics… but when you’re talking about cash flow; when you’re talking about gross margins; when you’re talking about market share, ears peak up, heads lean forward. All of the data you’re collecting has a direct effect on all of those metrics that are important. [...] Translating what you do into business language is something you’ve got to take the responsibility to do. And if you do the data and the analysis work, and you translate that into a language that people will understand, then you get to sit at the table.
Read the full report on the HR Daily site.
HR data blog post round-up: December 2011
Here’s our latest monthly pick of top blog posts on HR data issues from XpertHR’s blogs and other blogs:
- Question for your HR chief: Are we using our ‘people data’ to create value? “CEOs are hunting for value anywhere they can find it. The upshot: if you and your head of HR haven’t recently discussed ideas for using data to generate a talent strategy that’s more closely linked to business results, it’s time to start.” This is according to a McKinsey Quarterly article.
- Visualising data: When NOT to use pie charts It has recently been argued that data visualisation could represent a core competency for HR professionals in the future. However, just as important as the ability to visualise data is the ability to use methods of data visualisation that are appropriate to the story you wish to tell. This blog post from Junk Charts provides an excellent example of a pie chart that took a long to create, but which does not represent the best way to present the data at hand.
- Moneyball comes to Human Resources: Data Science Matters Josh Bersin argues that data can make all the difference to HR, but the profession is not at present best equipped to use data to its fullest potential. Bersin says: “Unfortunately, Human Resources teams are still ill prepared to take advantage of all the new data and tools available.”
- How employers use social media to screen applicants A fascinating infographic from the Undercover Recruiter blog.
About XpertHR’s HR data round-up
XpertHR’s round-up of HR data for December 2011 is the latest instalment in an ongoing monthly series, highlighting latest HR data releases from XpertHR and other sources, alongside links to news stories and blog posts of direct or indirect relevance to issues around using HR data.
If there are any HR-related data measures you would like to see covered in future XpertHR data round-ups, or if there are any surveys or HR data blog posts that you would like to see highlighted, please do get in touch. You can submit comments via the box below, or contact me directly via Twitter, LinkedIn or Google+.
XpertHR data round-up archive
Catch up with all the posts in XpertHR’s data archive series!
- HR data round-up November 2011: Why did you get into HR?
- HR data round-up October 2011: National minimum wage; HR data visualisation; & using HR data effectively
- HR data round-up September 2011: Benchmarking absence; social media ROI; & latest HR data blog posts
- HR data round-up July 2011: HR careers, absence & turnover
- XpertHR data round-up, June 2011: Company cars, commuting, benchmarking & labour disputes
- XpertHR data round-up, May 2011: HR benchmarking data, absence & hand-drawn charts