Workforce 2020

Country
Country Fact Sheet: fact sheet—Australia
India
The Looming Talent Crisis
 The workplace of the future will be the most diverse the world has ever seen. In 2020, multiple generations working
together will have different skills, experiences, habits, and motivations—and more of these workers will be freelancers and
contractors. All of this represents a major opportunity for employers and employees alike.
 Our worldwide survey of 2,718 executives and 2,872 employees shows that most companies are not prepared to capitalize
on these changes. Businesses are struggling with managing talent, cultivating leadership, encouraging learning, and
understanding their employees—and they may not be making HR a priority.
 This fact sheet outlines key survey findings about India.

India’s top 5 labor market Millennials entering the The New Face of Work
shifts affecting workforce 66% workforce.
Research shows priorities shifting as
strategy:
economies rebound globally, and
Globalization of labor Changing work models companies lag in understanding these
TK%
47% supply 46% (e.g., telecommuting, changing dynamics.
flex time)
 43% of Indian employees get ample training on
Aging workforce Difficulty recruiting
workplace technology; 21% get access to the
36% 31% employees with base-
latest technology. Companies and workers are
level skills
unprepared for the growing need for technology
skills (see “Bridging the Talent Gap”).
Executives say...
…my company has a strong
...my company has an execution  80% of Indian companies say they are
vision for the workforce it wants
plan for achieving its vision of increasingly using contingent, intermittent,
to build in three years.
workforce management. seasonal, or consultant employees; 24% say
that this requires changing HR policy. Overall,
25% executives are rethinking compensation, training,
58% and HR technology.

…workforce issues drive  23% of Indian companies use quantifiable

strategy at the board level. metrics and benchmarking for workforce
64% development; 37% know how to extract
meaningful insights from that data.

A Millennial Misunderstanding I expect more

I am
interested in
I frequently
collaborate with
feedback than quality of life colleagues in
Millennials are different, but not as different as I currently over career other areas of
companies think. receive. path. the company.

 47% of Indian executives say they rely on younger

employees or recent graduates to fill entry-level positions;
66% of executives say Millennials entering the workforce 28% 55% 45%
are impacting workforce strategy.
 Indian executives may be out of touch with what Millennials
10% 64% 44%
think—42% of executives say Millennials will consider leaving
their job due to lack of learning and development, but just 2%
of Millennials say they have done so.
1
Millennials Non-Millennials
 Workforce 2020 —India

What Matters Most at Work

What employees What executives say their Companies do not understand what their
say is important company widely offers employees really want from them.
Flexible Supplemental Access
Competitive work
Flexible
training
 54% of Indian employees are satisfied or very satisfied
schedule to social
compensation location programs media with their jobs.
 The most important benefits and incentives to Indian
employees are: competitive compensation (66%),
66% 39% 30% 39% 18% bonuses and merit-based rewards (61%), and
vacation time (46%).

30%  49% of employees say higher compensation would

18% 19% 67% 5% increase loyalty and engagement with their current job.
 Employees think the following attributes are most
important to their employer: job performance and
results (48%); substantial experience in the field
(45%); and a high level of education and/or
institutional training (34%).

What executives are saying…

“Some people become the leaders by sheer determination, enthusiasm, passion, and they really get
the rest of the people to learn. I think the majority of the learning really happens through work and not
through formal programs. Once people start to collaborate and more people join in, it builds the culture
by doing.”
—Aadesh Goyal, Global Head of Human Resources, Tata Communications

Executives say…
The Leadership Cliff Our leaders are prepared to
lead a diverse workforce. 30%
Executives and employees agree that Talent available in leadership
leadership is lacking—and companies are not positions is sufficient to drive
global growth.
19%
focused enough on developing future leaders.
 Just 17% of Indian executives say their company plans Our leadership has the skills to
for succession and continuity in key roles. 27% say
effectively manage talent. 44%
that when a senior person leaves, the company tends to
fill the role from within the organization. of employees say
of executives say
leadership ability
 38% of executives say their plans for growth are being leadership is an
is an important
hampered by lack of access to the right leaders. 11% employee 13% important
employee
 Employees agree with employers when it comes to attribute at their
attribute.
leadership—44% of employees say leadership at their company.
company is equipped to lead the company to success. of employees say
of employees say
their manager
their company is
57% delivers on 20% committed to 2
leadership
diversity.
expectations.
 Workforce 2020 —India

Bridging the Talent Gap— 46%

of employees are most
concerned about their position
The Learning Mandate changing or becoming obsolete.

Better training and education opportunities of employees say they have

would benefit employees and businesses alike. 18% experienced the most professional
development through formal training.
 The need for technology skills (e.g., analytics, cloud) will grow,
but less than one-fifth of employees expect to be proficient in
some of these areas in three years, including cloud and mobile. of executives say their

 67% of Indian executives say their company widely offers 37% company has a culture of
continuous learning.
supplemental training programs to develop new skills.
 But only 32% of employees say their company provides the right of employees say HR has a
tools to help them grow and improve job performance. 34% good understanding of their
skill sets.
 42% of employees say their company encourages continuing
education and training to further career development.

Survey demographics: India

 Executive industries: Executives come from the following industries: banking (11%); insurance (8%); retail (18%);
public sector (16%); healthcare (14%); professional services (18%); consumer goods (15%).
 Employee industries: Employees come from the following industries: banking (7%); insurance (10%); retail (13%);
public sector (12%); healthcare (16%); professional services (18%); consumer goods (26%).
 Employees by function: finance (13%); HR (12%); marketing (14%); sales (15%); operations (9%); production
(15%); service (10%); IT (15%).

 Executive titles: CEOs (0%); COOs (4%); CFOs (1%); CIOs (19%); CMO (6%); Chief Human Resources Officer
(6%); VP/Directors of HR (24%); VPs of Learning/Development (14%); VPs Compensation & Benefits (11%); VP
Recruiting or Talent (15%).
 Employee titles: front line (39%) employees; mid-level managers (41%); line-of-business managers (20%).

Annual company Executive

Employee Millennial respondents 14%
respondents (ages 18-35)
revenue:
$10 m–$49 m 28%
Non-Millennials 24% 20%
$50 m–$299 m 15%
Employee
$300 m–$499 m respondents
18%
51% 49% $500 m–$1 bn 17%
Over $1 bn 20% 17%
26%

About the project

Workforce 2020 is a large-scale global study to discover best practices and actual progress toward the creation of talent strategies for the future in the
global economy. We surveyed more than 2,700 executives and 2,700 employees, and interviewed 28 executives across the following countries:
Australia, Brazil, Canada, Chile, China, Colombia, the Czech Republic, Denmark, France, Germany, India, Japan, Kenya, Malaysia, Mexico, the
Netherlands, Poland, Russia, Saudi Arabia, South Africa, Spain, Sweden, Switzerland, Turkey, UAE, UK, US. Survey respondents came from a
variety of industries, company sizes, and age groups (49% of employee respondents are Millennials).