APAG NWOW SURVEY 2022

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Data Confidentiality

All data provided in this study will be treated as confidential and will not be shared with or sold to any third parties.

Contact details supplied will be used for APAG communication purposes only and will not be shared with or sold to any third parties. Study participants can unsubscribe to APAG communication at any time.
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Name and Surname* This field is required.Demographics
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Organisation Name* This field is required.Demographics
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Position/Job Title* This field is required.Demographics
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Email address* This field is required.Demographics
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Industry sector* This field is required.Indicate the industry sector that best describes your organisation
Agricultural
Chemicals
Consumer Goods
Education
Energy
Financial Services
Government
Healthcare
High Tech
Life Sciences/Pharmaceutical
Logistics
Manufacturing & Industrial
Media/Arts/Entertainment
Mining & Metals
NGO/NPO
Other Non-Manufacturing
Professional Services
Real Estate
Retail & Wholesale
Tourism & Hospitality
Transportation Equipment
Utilities
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Country related to the data being submitted; please select applicable option:* This field is required.Demographics
Afghanistan
Albania
Algeria
Andorra
Angola
Antigua and Barbuda
Argentina
Armenia
Australia
Austria
Azerbaijan
The Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belgium
Belize
Benin
Bhutan
Bolivia
Bosnia and Herzegovina
Botswana
Brazil
Brunei
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Canada
Cape Verde
Central African Republic
Chad
Chile
China
Colombia
Comoros
Congo, Republic of the
Congo, Democratic Republic of the
Costa Rica
Cote d'Ivoire
Croatia
Cuba
Cyprus
Czech Republic
Denmark
Djibouti
Dominica
Dominican Republic
East Timor (Timor-Leste)
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Ethiopia
Fiji
Finland
France
Gabon
The Gambia
Georgia
Germany
Ghana
Greece
Grenada
Guatemala
Guinea
Guinea-Bissau
Guyana
Haiti
Honduras
Hungary
Iceland
India
Indonesia
Iran
Iraq
Ireland
Israel
Italy
Jamaica
Japan
Jordan
Kazakhstan
Kenya
Kiribati
Korea, North
Korea, South
Kosovo
Kuwait
Kyrgyzstan
Laos
Latvia
Lebanon
Lesotho
Liberia
Libya
Liechtenstein
Lithuania
Luxembourg
Macedonia
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Mauritania
Mauritius
Mexico
Micronesia, Federated States of
Moldova
Monaco
Mongolia
Montenegro
Morocco
Mozambique
Myanmar (Burma)
Namibia
Nauru
Nepal
Netherlands
New Zealand
Nicaragua
Niger
Nigeria
Norway
Oman
Pakistan
Palau
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Poland
Portugal
Qatar
Reunion
Romania
Russia
Rwanda
Saint Kitts and Nevis
Saint Lucia
Saint Vincent and the Grenadines
Samoa
San Marino
Sao Tome and Principe
Saudi Arabia, The Kingdom of
Senegal
Serbia
Seychelles
Sierra Leone
Singapore
Slovakia
Slovenia
Solomon Islands
Somalia
South Africa
South Sudan
Spain
Sri Lanka
Sudan
Suriname
Swaziland
Sweden
Switzerland
Syria
Taiwan
Tajikistan
Tanzania
Thailand
Togo
Tonga
Trinidad and Tobago
Tunisia
Turkey
Turkmenistan
Tuvalu
Uganda
Ukraine
United Arab Emirates
United Kingdom
United States of America
Uruguay
Uzbekistan
Vanuatu
Venezuela
Vietnam
Western Sahara
Yemen
Zambia
Zimbabwe
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Organisation's total headcount; please select closest option:* This field is required.Demographics
0 - 100
101 - 200
201 – 500
501 – 1000
1000 – 5000
More than 5000
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Do you have a remote/hybrid working policy in place in your organisation?* This field is required.Adoption of flexible work practices [Current COVID work practices]
Yes
No
Unsure
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What support do you provide employees working remotely?Adoption of flexible work practices [Current COVID work practices]
Adjusted compensation for expenses related to remote working
Provision of data and/or internet subscriptions
No additional support
Other
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If other, please specifyAdoption of flexible work practices [Current COVID work practices]
Huge
Large
Normal
Small
Ok
Ok
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How best would you describe your policy related to your place of work?Adoption of flexible work practices [Current COVID work practices]
Employees need to be in the office
Employees can choose if they work from the office or not
We have implemented a shift system with a balance of time between the office and remote working
All our employees work from home
Other
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If other, please specifyAdoption of flexible work practices [Current COVID work practices]
Huge
Large
Normal
Small
Ok
Ok
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Have you seen an increase or decrease in overall productivity while working remotely during COVID-19?* This field is required.Adoption of flexible work practices [Current COVID work practices]
Increase
Decrease
Not sure
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To what do you attribute the increase?Adoption of flexible work practices [Current COVID work practices]
Huge
Large
Normal
Small
Ok
Ok
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What changes have you seen with employees back at the office? You can select more than one option.Adoption of flexible work practices [Current COVID work practices]
Increased productivity
Decreased in productivity
Increased in morale and engagement
Decreased in morale and engagement
Overall we found better results with employees back at the office
Overall we found no better results with employees back at the office
Overall we found no significant difference in results with employees back at the office
No significant change in business operations due to employees being back at the office
A significant change in business operations due to employees back at the office
Unsure if there is any significant change in business operations due to employees back at the office
Other
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Last year our study identified five key competencies for leaders to have to enable New Ways of Working, this year we would like to take stock to see if there has been a shift in the need for specific leadership competencies
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Select the five most important competencies your organisation believes leaders need to enable New Ways of Working. Leadership and connection
Agility
Building collaborative relationships
Clear communication
Community building
Connect authentically / ‘emotional connect’ ability
Continuous improvement
Continuous learning
Cosmopolitan mindset
Courage
Cultural sensitivity
Delivery and execution
Development of people
Digital literacy
Emotional intelligence
Entrepreneurial spirit
Global orientation
Integrator
Leading change
Putting people at ease
Respect for differences
Social literacy (engaging and challenging people)
Strategic thinking
Taking initiative
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What programs and initiatives have you embarked on to develop leadership skills?Leadership and connection
Huge
Large
Normal
Small
Ok
Ok
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On a scale from 1-10, how competent are the leaders in your organisation to lead effectively, considering the 'leaderships' skills required to enable New Ways of Working and the New World of Work?Leadership and Connection
1
2
3
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5
6
7
8
9
10
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Has your organisation embarked on any kind of job or structure redesign to define what jobs are needed in the New World of Work over the last year?* This field is required.Career Management
Yes
No
Thinking about it
Unsure
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Learning has undergone a transformation during COVID, what approaches have you adopted to enable new ways of learning during the last year? Select all that are applicable.* This field is required.Career Management
Access to open-source learning platforms
Action learning programmes
Coaching and mentoring
eLearning
In-house training modules or workshops
Personalised learning interventions
Remote learning via Zoom / MS Teams and other platforms
We are starting to reintroduce face to face learning
Other
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What are the primary in-demand skills you are recruiting? Select all that are applicable:* This field is required.Career Management
Data science / analytics
Finance
Leadership and management
Sales & Marketing
Technical skills specific to our industry
Technology (including Artificial Intelligence, Machine Learning, etc.)
Other
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Does your organisation formally rate the behaviour of employees as part of the performance management process?* This field is required.Performance Management
Yes
No
Unsure
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If yes does the measurement of behaviours have an impact on their rating?Performance Management
Yes
No
Unsure
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Have you made any changes to your performance management process over the past year?Performance management
Yes
No
Unsure
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If yes please specifyPerformance and Management
Huge
Large
Normal
Small
Ok
Ok
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What are the fundamental changes you will introduce in your performance management process? Select a maximum of three.Performance and Management
Change the rating scale
Implement new technology
Introduce team-based Key Result Areas / Key Performance Indicators
Link performance to pay
Measure behaviour
Move to measure output as opposed to activity
Remove performance management as a practice
Remove ratings
We do not intend to implement any changes
Other
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How do you track productivity when people are working remotely?Performance and Management
Huge
Large
Normal
Small
Ok
Ok
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Do you have an Employee Wellness Strategy in place?* This field is required.Work-life balance/Meaningful work/Well-being
Yes
No
Unsure
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Have you adjusted your Employee Wellness Strategy as a result of COVID-19?Work-life balance/Meaningful work/Well-being
Yes
No
Unsure
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What changes have you made?Work-life balance/Meaningful work/Well-being
Huge
Large
Normal
Small
Ok
Ok
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What do you think are the most critical skills HR professionals must develop to enable New Ways of Working? Select a maximum of three:* This field is required.The changing role of HR
Business acumen
Financial skills
HR/people analytics
Organisation design
Problem-solving
Strategic consulting skills
Strategic workforce planning
Other
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Rate the current HR performance in your organisation on the following skills and competencies?* This field is required.The changing role of HR
Low levels of proficiency
Not proficient
Neutral
Proficient
Highly proficient
Business acumen
Row 0, Column 0
Row 0, Column 1
Row 0, Column 2
Row 0, Column 3
Row 0, Column 4
HR analytics
Row 1, Column 0
Row 1, Column 1
Row 1, Column 2
Row 1, Column 3
Row 1, Column 4
Strategic consulting skills
Row 2, Column 0
Row 2, Column 1
Row 2, Column 2
Row 2, Column 3
Row 2, Column 4
Problem solving
Row 3, Column 0
Row 3, Column 1
Row 3, Column 2
Row 3, Column 3
Row 3, Column 4
Strategic workforce planning
Row 4, Column 0
Row 4, Column 1
Row 4, Column 2
Row 4, Column 3
Row 4, Column 4
Organisation design
Row 5, Column 0
Row 5, Column 1
Row 5, Column 2
Row 5, Column 3
Row 5, Column 4
Financial skills
Row 6, Column 0
Row 6, Column 1
Row 6, Column 2
Row 6, Column 3
Row 6, Column 4
Business acumen
HR analytics
Strategic consulting skills
Problem solving
Strategic workforce planning
Organisation design
Financial skills
Low levels of proficiency
Row 0, Column 0
Not proficient
Row 0, Column 1
Neutral
Row 0, Column 2
Proficient
Row 0, Column 3
Highly proficient
Row 0, Column 4
Low levels of proficiency
Row 1, Column 0
Not proficient
Row 1, Column 1
Neutral
Row 1, Column 2
Proficient
Row 1, Column 3
Highly proficient
Row 1, Column 4
Low levels of proficiency
Row 2, Column 0
Not proficient
Row 2, Column 1
Neutral
Row 2, Column 2
Proficient
Row 2, Column 3
Highly proficient
Row 2, Column 4
Low levels of proficiency
Row 3, Column 0
Not proficient
Row 3, Column 1
Neutral
Row 3, Column 2
Proficient
Row 3, Column 3
Highly proficient
Row 3, Column 4
Low levels of proficiency
Row 4, Column 0
Not proficient
Row 4, Column 1
Neutral
Row 4, Column 2
Proficient
Row 4, Column 3
Highly proficient
Row 4, Column 4
Low levels of proficiency
Row 5, Column 0
Not proficient
Row 5, Column 1
Neutral
Row 5, Column 2
Proficient
Row 5, Column 3
Highly proficient
Row 5, Column 4
Low levels of proficiency
Row 6, Column 0
Not proficient
Row 6, Column 1
Neutral
Row 6, Column 2
Proficient
Row 6, Column 3
Highly proficient
Row 6, Column 4
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What new roles should HR develop to enable new ways of working? Select a maximum of three:* This field is required.The changing role of HR
Culture ambassador
Design of new organisation structures
Employee Experience facilitator
Employee Wellness champion
Leadership coach
Leadership skills champion
Workspace design
None
Other
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What initiatives and programs have you introduced to develop and enhance the skill of HR teams in the past year?The changing role of HR
Huge
Large
Normal
Small
Ok
Ok
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Does your organisation measure employee engagement?* This field is required.Culture / Engagement / Morale
Yes
No
Unsure
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What form does it take? Select all that are applicable:Culture / Engagement / Morale
A full survey once a year or every second year
Ad-hoc measurement
Regular pulse surveys
Snap surveys throughout the employee experience
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What is your targeted engagement percentage?Culture / Engagement / Morale
Between 60-70%
Between 70-80%
Between 80-90%
Between 90-100%
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Do you rate leaders on employee engagement in your performance management process?Culture / Engagement / Morale
Yes
No
Unsure
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Has your organisation formally adopted the concept of employee experience (EX)?Employee experience
Yes
No
Unsure
I am not familiar with the concept of EX
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Does someone in the HR team have formal accountability to drive and own the employee experience?Employee experience
Yes
No
Unsure
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Does your organisation deploy some kind of end-to-end measure of employee experience?Employee experience
Yes
No
Unsure
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Which of the processes and practices below would you consider to have the biggest impact on employee experience?Employee Experience
Access to information
Access to the employee and other technology
Actual job content
Employee development
Employee exit process
Onboarding / Induction
Overall organisation culture
Performance Management
Recruitment and selection
Relationship with my leader
Relationship with team members
Other
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Where are your HR Metrics and Analytics efforts focused? Select one* This field is required.HR Data and analytics
Comparing results to past results
Correlations and benchmarking
Forecasting and simulations
Ongoing HR reports – monthly, etc. HR reporting
Predictive analytics
Reactive checks – we respond to questions asked on data
None of the above
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Have you invested in building skills in the HR community to drive metrics and analytics?* This field is required.HR Data and Analytics
Yes
No
Unsure
We are planning for this year
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If yes, how have you done this?HR Data and Analytics
Huge
Large
Normal
Small
Ok
Ok
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What are your views on the future organisation structure?Workforce composition
No change
Increase employee headcount
Reduce employee headcount
Unsure
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What is the future view of use of gig workers (temporary staff, contractors, consultants, freelancers, etc.)?Workforce composition
No change from current
We will increase the use of gig workers
We will decrease the use of gig workers
Unsure
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Do you have a clear D&I (Diversity & Inclusion) strategy?* This field is required.Diversity and Inclusion
Yes
No
Unsure
We are planning to introduce one this year
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Do you have Key Result Areas and metrics to measure progress on D&I?* This field is required.Diversity and Inclusion
Yes
No
Unsure
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What is the most significant focus area for you for D&I in your organisation? Select one* This field is required.Diversity and Inclusion
Female representation
Overall D&I culture
People with disabilities
Race/ethnicity equality
Upskilling of leaders to lead on D&I
Other
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Have you noticed an increase in resignations over the last year in your organisation?* This field is required.The great resignation
Yes
No
Unsure
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If yes – for what reason?* This field is required.The great resignation
To become a freelancer
Found a new job
Don’t intend to work anymore
Changed career
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Which categorisation would best describe the group these employees belong to* This field is required.The great resignation
Younger workers
Mid-career level / Professional
Senior and Executive level
Other
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Optional: This year our survey has been expanded to include a few HR and business metrics, please provide some basic information for us to compute and report on:HR Metrics
Overall permanent headcount 2021
Overall permanent headcount 2022
Number of Executives
Number of female executives
Average training days from 1 June 2021 to end May 2022)
Most recent average salary/merit increase as a percentage
Average age of workforce eg 33 years average age
Number of employees in pure HR roles
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Thank you for your valuable time.

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