Recession poll 2011 manufacturing final

SHRM Poll: The Ongoing Impact of the
Recession—Manufacturing Industry

April 4, 2012

The Ongoing Impact of the Recession:
Manufacturing Industry

Introduction
Key Findings
Organizations’ Financial Health
Hiring
Recruiting Challenges
Demographics
Methodology

SHRM Poll: The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2012
2

Introduction

 Overall results have been released in three different topic areas:
 Recruiting and skill gaps. (Released November 7, 2011)
 Overall financial health and hiring. (Released November 22, 2011)
 Global competition and hiring strategies. (Released December 14, 2011)

 Industry-specific results are reported separately for each of the eight industries
included in the sample. These findings cover the results for the manufacturing
industry. The following industries were also included in the sample:
 Construction, mining, oil and gas. (Released March 9, 2012)
 Federal government.
 Finance.
 Health.
 State and local government.
 Services—professional.
 High-tech.

3

Key Findings: Organizational Financial Health

 What percentage of staff have organizations laid off since the U.S. and global
recession began in December 2007? Overall, the majority (66%) of respondents
from the manufacturing industry indicated they had lost 10% of employees or less in
2011, whereas in 2010, 43% of these organizations reported losing less than 10% of
employees.

 How does organizations’ financial health compare to 12 months ago? The
manufacturing industry reported improved organizational financial health
compared with a year ago. The percentage of manufacturing organizations that
were in a significant recovery increased from 6% in 2010 to 19% in 2011.

4

Key Findings: Hiring

 Are organizations currently hiring? Three-quarters (75%) of respondents from the
manufacturing industry are currently hiring, which is an increase from 51% in 2010.

 Are organizations creating new positions or replacing jobs lost? In 2011, more than
half (54%) of organizations in the manufacturing industry are hiring direct
replacements of jobs lost since the recession began, an increase of 12 percentage
points compared with 2010 (42%). Fewer organizations are hiring for completely
new positions in 2011 (32%) than they were in 2010 (48%).

5

Key Findings: Recruiting Challenges

 Is recruiting for specific jobs difficult in the current labor market? Among
organizations that are currently hiring full-time staff, more than two-thirds (68%) of
respondents from the manufacturing industry indicated that their organizations are
having a difficult time recruiting for specific open jobs. When recruiting for jobs that
require new and different skill sets in the manufacturing industry, more
organizations are finding it difficult to find qualified individuals for these positions in
2011 (72%) compared with 2010 (43%).

 What types of jobs are the most difficult to fill? The top five most difficult positions
to fill for the manufacturing industry are high-skilled technical positions
(e.g., technicians and programmers) (89%), engineers (88%), skilled trades
(e.g., electricians, carpenters) (83%), managers and executives (80%), and sales
representatives (74%).

6


Organizations’ Financial Health

7

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? Manufacturing Industry

Not applicable—did not lay off any 21% 2011 (n = 357)
staff
2010 (n = 341)
25% 66%
1% to 5% of staff

20%
6% to 10% of staff

10% or less (2011 data) 66%
*Less than 10% (2010 data) 43%

11% to 20% of staff (2011 data) 17%
* 10% to 20% (2010 data) 32%

14%
21% to 50% of staff
22%

2%
More than 50% of staff
3%

Note: Percentages may not total 100% due to rounding. An asterisk (*) indicates 2010 data had different categories than 2011 data: “Less than 10% of staff”
and “10% to 20% of staff.”
8

Thus far, what percentage of full-time jobs have been lost at your
organization since the U.S. and global recession began in December
2007? Manufacturing Industry

Comparisons by industry

The federal government and the finance industry are more likely to have had no layoffs compared with the construction, mining, oil
and gas; manufacturing; state and local government; professional services; and high-tech industries.

Construction, mining, oil and gas (20%)
…are more likely to Manufacturing (21%)
Federal government (46%)
have had NO layoffs State and local government (31%)
Finance (45%)
than... Services—professional (30%)
High-tech (29%)

The construction, mining, oil and gas industry is more likely to have lost more than 50% of staff compared with the federal
government, finance, manufacturing and professional services industries.

…is more likely to
Finance (0%)
Construction, mining, oil and gas (10%) have lost more than 50% of staff
Manufacturing (2%)
than...
Services—professional (2%)

9

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?

19% 2011 (n = 359)
In a significant recovery
6% 2010 (n = 339)

40%
In a mild recovery
53%

17%
No change compared with 12 months ago
22%

19%
In a mild decline
14%

4%
In a significant decline
5%

Note: Percentages may not total 100% due to rounding.

10

In relation to the U.S. and global recession, would you say your
organization's overall financial health is declining or recovering
compared with 12 months ago?


The construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries are more likely to be in
a significant recovery compared with the federal government and state and local governments.

Finance (11%) …are more likely to
Manufacturing (19%) be in a significant recovery
State and local government (1%)
Services—professional (11%) than...
High-tech (14%)

11


Hiring

12

Is your organization currently hiring full-time staff?

75%
Yes
51%

2011 (n = 360)
2010 (n = 335)

25%
No
49%

13

At what level(s) is your organization hiring?

Nonmanagement hourly employees 85%

Nonmanagement salaried employees 64%

Other management (e.g., directors, managers) 54%

Executive/upper management (e.g., CEO, CFO) 20%

Note: n = 268. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were currently hiring full-time staff
were asked this question.
14

At what level(s) is your organization hiring?

The health industry is more likely to be hiring executive/upper management employees compared with the
construction, mining, oil and gas; finance; manufacturing; professional services; and high-tech industries.

Finance (20%)
be hiring executive/upper
Health (40%) Manufacturing (20%)
management staff
than...
High-tech (16%)

The high-tech industry is more likely to be hiring nonmanagement salaried employees compared with the construction, mining, oil
and gas; federal government; finance; health; manufacturing; state and local government; and professional services industries.

Finance (68%)
be hiring nonmanagement salaried
High-tech (91%) Health (60%)
employees
Manufacturing (64%)
than...

15

At what level(s) is your organization hiring? (continued)


The finance, health, manufacturing, and state and local government industries are more likely to be hiring nonmanagement hourly
employees compared with the federal government, professional services and high-tech industries.

Finance (77%) …are more likely to
Health (90%) be hiring nonmanagement hourly
Manufacturing (85%) employees
High-tech (51%)
State and local government (79%) than...

16

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?

32%
Completely new positions
48%

14%
New duties added to jobs lost (e.g., due to 2011 (n = 263)
layoffs, attrition) since the recession began 2010 (n = 168)
10%

54%
Direct replacements of jobs lost (e.g., due to
layoffs, attrition) since the recession began
42%

Note: Only respondents whose organizations were currently hiring full-time staff were asked this question.

17

Which of the following best describes, in general, the nature of full-time
positions your organization is currently hiring?

The state and local governments are more likely to be hiring direct replacements of jobs lost since the recession began compared
with the construction, mining, oil and gas; federal government; finance; manufacturing; professional services; and high-tech
industries.

…are more likely to Federal government (63%)
be hiring direct replacements of jobs Finance (60%)
State and local governments (80%)
lost since the recession began Manufacturing (54%)
than... Services—professional (48%)
High-tech (39%)

18

Compared with the skills required for jobs lost since the recession
began, do these completely new positions require any of the following
skills?

Completely new and different skills 14%

A mixture of new skills and the same
65%
types of skills

Approximately the same types of
21%
skills

Note: n = 78. Only respondents whose organizations were hiring full-time staff for “completely new positions” were asked this question.

19


Recruiting Challenges

20

If the new jobs being created by your organization require new and
different skill sets, how easy do you think it will be—or has been thus
far—to find qualified individuals for those positions?

3%
Very easy 2011 (n = 98)
13%
2010 (n = 95)

24%
Somewhat easy
44%

63%
Somewhat difficult
40%

9%
Very difficult
3%

Note: Percentages may not total 100% due to rounding. This question was asked only of respondents whose organizations were hiring full-time staff for
positions with “new duties added to jobs lost” or “completely new positions” (see slide 17) that required either “a mixture of new skills and the same types of
skills” or “completely new and different skills” (see slide 19).
21

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?

No, 32%

Yes, 68%

Note: n = 253. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-
time staff were asked this question.
22

In general, in the current labor market, is your organization having a
difficult time recruiting for specific jobs that are open in your
organization?


The manufacturing and high-tech industries are more likely to be having a difficult time recruiting for specific jobs compared with
the construction, mining, oil and gas; federal government; finance; and state and local government industries.

…are more likely to
be having a difficult time recruiting
Manufacturing (68%) Federal government (31%)
for specific jobs that are open in their
High-tech (71%) Finance (49%)
organization
than...

23

Do you believe that your organization is facing global competition (i.e.,
competition from other countries) for jobs that your organization is
having difficulty filling?

Yes, 27%

No, 73%

Note: n = 148. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult
time recruiting for certain types of jobs were asked this question.
24

Do you believe that your organization is facing global competition
(i.e., competition from other countries) for jobs that your organization
is having difficulty filling?

The construction, mining, oil and gas; manufacturing; and high-tech industries are more likely to believe that their organization is
facing global competition compared with the finance and state and local government industries.

believe that their organization is Finance (8%)
Manufacturing (27%)
facing global competition State and local government (4%)
High-tech (42%)
than...

25

Has your organization hired any workers from outside the U.S. in an
attempt to fill key jobs that have been difficult to fill?

No 75%

Yes 20%

No, but we are
4%
considering it

No, but we have
plans to do so in
1%
the next 12
months


26

Has your organization hired any workers from outside the U.S. in an
attempt to fill key jobs that have been difficult to fill?


The high-tech industry is more likely to have hired workers from outside the U.S. in an attempt to fill hard-to-fill jobs compared
with the federal government, finance, manufacturing, state and local government, and professional services industries.

…is more likely to Finance (5%)
High-tech (50%) have hired workers from outside the U.S. Manufacturing (20%)
than... State and local government (11%)

The health, manufacturing and professional services industries are more likely to have hired workers from outside the U.S. in an
attempt to fill hard-to-fill jobs compared with the finance industry.

Health (24%) …are more likely to
Manufacturing (20%) have hired workers from outside the U.S. Finance (5%)
Services—professional (26%) than...

27

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?

Yes 44%

No 34%

No, but we are
18%
considering it

No, but we have
plans to do so in the 4%
next 12 months


28

Has your organization hired any U.S. veterans in an attempt to fill key
jobs that have been difficult to fill?

The federal government is more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs compared with the
construction, mining, oil and gas; finance; health; manufacturing; state and local government; professional services; and high-tech
industries.
Finance (13%)
…is more likely to Health (44%)
Federal government (94%) have hired U.S. veterans Manufacturing (44%)
than... State and local government (37%)
High-tech (34%)

The construction, mining, oil and gas; health; manufacturing; state and local government; professional services; and high-tech
industries are more likely to have hired U.S. veterans in an attempt to fill hard-to-fill jobs compared with the finance industry.

Health (44%)
Manufacturing (44%)
have hired U.S. veterans Finance (13%)
than...
High-tech (34%)
29

In general, what knowledge/basic skill gaps do job applicants have in
your industry?

Mathematics (computation) 60%

Writing in English (grammar, spelling, etc.) 40%

Reading comprehension (in English) 40%

English language (spoken) 31%

Science 19%

Technical (computer, engineering, mechanical, etc.) 10%

Foreign languages 9%

Government/economics 2%

Humanities/arts 1%

History/geography 1%

Other 8%

Note: n = 140. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
30

In general, what applied skill gaps do job applicants have in your
industry?

Critical thinking/problem solving 59%
Teamwork/collaboration 45%
Leadership 42%
Written communications 39%
Professionalism/work ethic 39%
Oral communications 33%
Creativity/innovation 30%
Information technology application 26%
Lifelong learning/self-direction 25%
Ethics/social responsibility 23%
Diversity 15%
Other 7%

Note: n = 155. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting
for certain types of jobs were asked this question.
31

Specific Job Categories Organizations Having Difficulty Recruiting

High-skilled technical (e.g., technicians, programmers) (n = 102) 89%

Engineers (n = 127) 88%

Skilled trades (e.g., electricians, carpenters) (n = 129) 83%

Managers and executives (n = 126) 80%

Sales representatives (n = 90) 74%

Scientists (n = 28) 72%

HR professionals (n = 73) 64%

Production operators (n = 140) 56%

Accounting and finance professionals (n = 97) 50%

Hourly laborers (n = 139) 39%

Drivers (n = 37) 38%

Customer service representatives (n = 87) 28%

Administrative support staff (n = 113) 17%

Note: Chart represents “somewhat difficult” and “very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents
whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. No statistics are provided where the n is less than
20; therefore, the job category of “high-skilled medical” (n = 7) was excluded from this analysis.
32


Demographics

33

Demographics: Organization Sector

Publicly owned for-profit 34%

Privately owned for-profit 63%

Nonprofit 1%

Government 0%

Other 1%

Note: n = 348. Percentages do not total 100% due to rounding.

34

Demographics: Organization Staff Size

1 to 99 employees 20%

100 to 499 employees 30%

500 to 2,499 employees 27%

2,500 to 24,999 employees 18%

25,000 or more employees 5%

n = 343

35

Demographics: Other

Does your organization have U.S.- Is your organization a single-unit organization
based operations (business units) only or a multi-unit organization?
or does it operate multinationally? Single-unit organization: An organization
in which the location and the 30%
U.S.-based operations only 49% organization are one and the same
Multi-unit organization: An organization
Multinational operations 51% 70%
that has more than one location
n = 344 n = 351

For multi-unit organizations, are HR policies and
practices determined by the multi-unit
What is the HR department/function headquarters, by each work location or both?
responded for throughout this survey? Multi-unit headquarters determines HR policies
32%
and practices
Corporate (company wide) 49%
Each work location determines HR policies and
Business unit/division 21% 7%
practices

Facility/location 30% A combination of both the work location and the
multi-unit headquarters determine HR policies 61%
n = 266
and practices

n = 265

36

SHRM Poll: The Ongoing Impact of the Recession:

Methodology
 Response rate = 13%

 Sample composed of 360 randomly selected HR professionals from the
manufacturing industry in SHRM’s membership
 Margin of error +/-5%

 Survey fielded August 18-September 2, 2011

For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research

Project leader:
Tanya A. Mulvey, Survey Research Analyst, SHRM Research

Project contributors:
Mark Schmit, Ph.D., SPHR, Vice President, SHRM Research
Evren Esen, Manager, SHRM Survey Research Center

Copy editor:
Katya Scanlan, SHRM Knowledge Center SHRM Poll: The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2012
37

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