MERC-Partners-Executive-Expectations-2015

MERC-Partners-Executive-Expectations-2015
A Report from MERC Partners Executive Expectations 2015
Executive Expectations 2015 A Report from MERC Partners March 2015 1MERC Partners - Executive Expectations 2015
2 CONTENTS The Background to the Research Programme 3 The Methodology 4 The Demographics of the Respondents 4 The Research Findings Part 1: Executive Expectations for Ireland 2015 6 Part 2: Executive Expectations for Organisations 2015 16 Part 3: Personal Expectations for Executives 2015 20 Overall Conclusions – MERC Partners, Executive Expectations Report 2015 24 MERC Partners - Executive Expectations 2015
MERC Partners is Ireland’s leading retained executive search firm. It is the Irish member firm of the global executive search group IIC Partners. Over the past four decades MERC Partners has placed many key decision-makers in positions of significant influence across all types of organisations in Ireland within the public and private sectors, indigenous and multinational companies and in new and established organisations. Some of Ireland’s most influential and key executives, with whom MERC Partners regularly interacts on a daily basis, will be key drivers for Ireland’s recovery into the future.As Ireland continues to lead the way in recessionary recovery through investment and jobs growth, we again return focus to the senior executive’s expectations for 2015.This report creates a platform upon which we stimulate a realistic debate as to what path we need to follow and how to do so. MERC Partners is keen to facilitate and contribute to the discussion.With this in mind MERC Partners once again commissioned Amárach Research, an independent Irish market research company, to undertake a study among the senior executive community in Ireland. This is the fourth year of our research programme and, where relevant in this report, the findings from this year’s research are compared with previous years. 3 THE BACKGROUND TO THE RESEARCH PROGRAMME MERC Partners - Executive Expectations 2015 Age Profile of Respondents 36-45 31% 46-55 48% 56-65 14% 26-35 6% 66+ 1% Career Level of Respondents Other 5% Middle Manager 4% Managing Director/ CEO 27% Divisional Director 26% Functional Head 22% Senior Manager 8% Partner/ Shareholder 8%
THE METHODOLOGY As was the case with previous waves of the research programme,Amárach Research, in consultation with MERC Partners, designed a survey that focused on Executive Expectations for 2015 taking into account the present economic landscape. The survey was designed to review where respondents saw positive elements in Irish business performance and to highlight the more challenging components.The overall positive views which are emerging from this research once again highlight our national strengths, which have often been forgotten, as being key to our handling of the crisis at a personal and professional level while the negatives are highlighted with constructive intent – as a call to action for change. As with the previous study, the survey was conducted using an online survey methodology. Potential respondents were emailed directly by MERC Partners and asked to participate. Within the email was an embedded survey link which brought respondents who agreed to participate directly to the survey. The survey was conducted in line with best practice as laid down by ESOMAR (The European Market Research Organisation) and AIMRO (The Association of Irish Market Research Organisations).All individual responses are confidential and only aggregated responses are reported. Our research focused on three areas: 1. Executive Expectations for Ireland 2. Executive Expectations for their organisation 3. Executive Expectation for themselves. THE DEMOGRAPHICS OF THE RESPONDENTS In the research programme a total of 342 senior executives completed this survey, a sizable and robust sample on which to base the survey findings, especially given the seniority of the target audience. 31% of respondents were aged between 36 and 45, while 48% were aged between 46 and 55, 13% of respondents were aged 56 and older, while 6% of respondents were aged 35 and younger, in line with the previous wave. Our respondents were also drawn from a variety of different business types and sectors. 83% came from the private sector – 6% from ‘not for profit’ organisations and 11% from a public sector organisation or agency. Every main area of Irish business activity was represented in the respondent profile.The highest level of representation came from the Financial Services and Professional Services sectors (23% and 20% respectively). 4 Financial Services 23% Consumer Goods 8% Pharma/ Life Sciences 5% Not for Profit 4% Public Sector 7% Engineering/ Construction 7% Retail 5% Services 7% Tourism/ Hospitality 1% Technology 13% Professional Services 20% Industry Background of Respondents MERC Partners - Executive Expectations 2015
Over 7 in 10 (71%) respondents worked in organisations with a multinational presence. Just under half of these (44%) were headquartered in Ireland and the others were predominantly located in the USA, Europe and UK (16% apiece) and a small number of other countries accounting for 8%. In terms of their career positioning, the largest proportion of respondents were Managing Directors or CEOs (27%); followed closely by Company or Divisional Directors (26%); Functional Heads (22%); Partners or Shareholders (8%); Senior Managers (8%); Middle Managers (4%) and Self Employed or Sole traders (3%).The survey was completed by respondents during December 2014. 5MERC Partners - Executive Expectations 2015
6 MERC Partners - Executive Expectations 2015 Employment Opportunities Continuing to Improve in 2015… Respondents were asked about the numbers employed in their organisations in relation to this time last year and their expectations for 2015. The optimistic trend for the future of the economy continues with employment versus this time last year and projected for this time next year, both up when compared to 2014 findings. Over half of organisations employ more people than this time last year (up 14% points from the previous wave) and similarly 59% of companies expect to employ more staff by the end of 2015, up 12% points. 37% Slightly more people 28% Same amount of people 12% Slightly fewer people 6% Significantly fewer people 17% Significantly more people This section of the survey focused on what could and should be done to get the Irish economy back on track. Continuing positive views on future economic performance... The positivity witnessed by senior executives in our 2013 and 2014 reports was also evident this year, with continued growth in optimism and positivity for 2015. Prospects are expected to continue to rise in 2015, with 93% of respondents expressing a more positive outlook on the Irish economy than this time last year. There was an 11% point increase in ‘much more positive’ increasing to 35%, although this is slightly off-set by an 8% decrease in ‘more positive’. Only 4% believe that the economic outlook will remain unchanged, and just 3% see it worsening. 0% * 2015 Results 2014 Results 2013 Results 2012 Results Much more negative 2% 12% 18% 2%3% 16% 21% 8% 4% 60% 53% 66% 58% 9% 5% 24% 35% 4% More negative Unchanged More positive Much more positive Prospects for the Irish Economy Relative to 12 Months Ago THE RESEARCH FINDINGS – PART 1: EXECUTIVE EXPECTATIONS FOR IRELAND Number of People Employed in Your Organisation Relative to Last Year 47% Slightly more people 27% Same amount of people 9% Slightly fewer people 5% Significantly fewer people 12% Significantly more people Relative to Next Year (Expected)
7MERC Partners - Executive Expectations 2015
Significantly Impacted 11% Slightly Impacted 41% No Impact at All 47% 8 MERC Partners - Executive Expectations 2015 Career prospects improved in 2014… The vast majority (89%) believe that employment prospects in Ireland improved overall in the past 12 months with 3 in 10 (30%) believing that they have improved significantly and 6 in 10 (59%) seeing a slight improvement. Only 1% believe that they have worsened and 1 in 10 believes them to be unchanged.Those in Financial Services have seen the strongest improvement (38% saying “Strongly improved”). Emigration is still impacting half of Irish businesses… Despite the continued optimism and positivity for job prospects in Ireland, emigration continues to have an impact on Irish companies, with over half (52%) of respondents reporting that the emigration of graduates and skilled workers has impacted their company with 1 in 9 (11%) reporting a significant impact. It is expected that the level of emigration will stabilise with over half (54%) of respondents expecting the level of emigration to decrease over the next 3 years and only 1 in 10 (11%) expecting the levels of emigration to increase. Impact of Emigration on Organisations Decrease Remain the same Increase 0% 2015 Results 2014 Results 20% 40% 60% 80% 100% 46%27% 27% 54% 35% 11% Over Next 3 years, Will Emigration Increase or Descrease? Significantly worsened Slightly worsened Stayed the same Slightly improved Significantly improved 0% 1% 1% 2015 Results 2014 Results 20% 40% 60% 80% 100% 17% 10%65%6% 10% 59% 30% Career Prospects for the Year Ahead
9MERC Partners - Executive Expectations 2015 Return to confidence and progress in the economy during 2014… For the majority, the rate of progress made in the Irish economy over the past 12 months was ahead of expectations (69%), up from 50% the previous year. Only 5% felt that the level of progress made was less than expected. Underlying confidence continuing to shine through… Continued economic stability and growth has led to a sustained feeling of confidence among the majority of respondents (78%) who feel that by this time next year their confidence in Ireland’s economic future will have improved. The remaining one in four respondents are apprehensive in comparison and reluctant at this stage to predict the economy will perform stronger again this year. Less than expected As expected Ahead of expectations 0% 20% 40% 60% 80% 100% 26%5% 69% 2015 Results 2014 Results 42%8% 50% Irish emigrants are actively seeking work from abroad…. Strong economic growth and national debt reduction are positive indicators of the continued improvement of the Irish economy. Another measure of a successful recovery of the Irish economy would be the return of the many Irish graduates and skilled workers who left the country to find opportunities in Europe and further afield in the past number of years. In addition to the aforementioned questions on outward emigration of Irish graduates and workers, respondents were also asked if they have received any interest from the Irish living abroad to return home for employment. Of those who have visibility of applicants for job vacancies, over half (55%) said that they were aware of interest from Irish applicants living overseas, up 17% points from the previous wave of this research. Job vacancies in the Engineering/ Construction sector received the highest level of attention from abroad with over 7 in 10 (71%) receiving applications for employment. The importance of job creation has been highlighted by the Executive Expectations Report since 2012 and part of the solution could lie with creating the channels for highly skilled workers to return home to Ireland and take up jobs in Irish based companies once more. Was rate of progress in the economy in 2014 in line with your expectations at the start of 2014? Disimproved Remained Unchanged Improved 0% 20% 40% 60% 80% 100% 18%5% 79% 2015 Results 2014 Results 2% 17% 81% Over the course of 2015 your level of confidence in Ireland’s economic future will have...No Yes (Excluding “Don’t know”) 0% 2015 Results 2014 Results 20% 40% 60% 80% 100% 38%62% 55%45% Has your organisation received interest in job vacancies from Irish living abroad?
10 MERC Partners - Executive Expectations 2015 Journey of transformation continuing… It would be detrimental for the EU if the UK left the EU If the UK left the EU, the overall impact on Ireland would be negative If the UK left the EU, it would have a negative impact on my organisation If the UK left the EU, Ireland’s attractiveness as a place for multinationals to invest would be increased Disagree strongly Disagree Agree Agree strongly Disagree strongly Disagree Agree Agree strongly Disagree strongly Disagree Agree Agree strongly Disagree strongly Disagree Agree Agree strongly 59% 30% 8% 3% 54%29% 12% 5% 17% 49% 28% 6% 14% 35% 30% 21% Over 6 in 10 of respondents (62%, versus 52% last year), are of the opinion that the Irish economy is over half way through its transformation journey. Once again this highlights the positivity among Irish senior executives towards Ireland’s economic progress and future. UK membership of the EU seen to be fundamental… As one of Ireland’s primary export and import partners, respondents understand the importance of the continued relationship between Ireland and the UK and the UK’s membership within the EU. 9 in 10 (89%) feel that it would be detrimental for the EU if the UK left and 4 in 5 (83%) feel that there would be a negative impact for Ireland. That said, respondents are less likely to indicate that their organisation would be negatively impacted (49%) compared to the country as a whole. What would be the Impact of the UK Exiting the EU? 1% 3% 10% 6% 15% 24% 21% 15% 2% 0% 3% 1-10% 11-20% 21-30% 31-40% 41-50% 51-60% 61-70% 81-90% 71-80% 91-100% Don’tknow What % of our economic journey has been completed?
Agree Strongly 6% Agree 30% Disagree 39% Strongly disagree 25% Do you believe it is likely that the UK will leave the EU in the next 5 years? More than one third of respondents (36%) believe that it is likely that the UK will exit the EU in the next 5 years. Half of respondents (50%) felt that the small and medium size business sector would experience the most negative impact of a UK exit.While just 10% indicated that multinational corporations located here would be most negatively impacted. 11MERC Partners - Executive Expectations 2015 SMEs 50% Indigenous Corporations 21% Multinational Corporations 10% Agricultural Sector 19% What sector of our economy would be the worst impacted if the UK left the EU?
12 MERC Partners - Executive Expectations 2015 Ireland’s economic landscape is still competitive relative to the rest of Europe… The 12.5 % CorporationTax Rate appears to continue keeping Ireland competitive relative to other European countries with almost 9 in 10 (86%) indicating that Ireland is more competitive than Europe in relation to the tax environment for businesses. However, this is the only area in which respondents indicate that Ireland is more competitive than other European countries. Ireland is considered to be on par in terms of the ‘legal and regulatory environment’,‘labour’ and ‘professional advice and services’ but to be considerably less competitive in terms of the ‘tax environment for individuals’ (72% saying less competitive),‘utilities’ (69%),‘infrastructure’ (57%) and ‘property’(53%). Less competitive than Europe On par with Europe More competitive than Europe Much more competitive than Europe Much less competitive than Europe 0% 20% 40% 60% 80% 100% 34% 52% 6% 5%2 5% 33% 37% 17% 9% 5% 32% 30% 27% 6% 1% 21% 43% 22% 13% 4% 16% 27% 39% 14% 1 11% 31% 46% 11% 1 7% 24% 46% 23% 16% 20% 44% 28% Areas where Ireland was rated less competitive than Europe Property (Mean 2.55) Infrastructure (Mean 2.45) Utilities (Mean 2.17) Tax environment for individuals (Mean 2.09) Tax environment for businesses (Mean 4.11) Areas where Ireland was rated as more competitive than Europe Areas where Ireland was rated on par with Europe Legal and regulatory environment (Mean 3.97) Labour (Mean 3.09) Professional advice and services (Mean 2.77) Ireland’s Competitiveness, Relative to Europe Little impact made by Budget 2014 Changes… Over 3 in 4 (77%) felt that the tax changes made in the October 2014 Budget ‘made no difference’ in attracting or retaining talent from overseas. The primary rationale for indifference was that the changes were too minimal/ insignificant in conjunction with the higher rate of tax/narrow tax bands, into which top executives fall. Respondents were also asked if the recent Budget 2014 tax changes would prevent Irish talent from heading overseas for employment, but once again there was a feeling that it ‘made no difference’ (81%). As with retaining and attracting talent, the changes were seen as too minimal/ insufficient especially when the current tax bands, USC and new charges (e.g. property tax and water charges) are taken into consideration.
13MERC Partners - Executive Expectations 2015 Cost of living and the tax environment are viewed as the biggest challenges for those moving to Ireland… Respondents were asked to identify the biggest challenges faced by those when moving to Ireland for work from abroad. The most identified barrier was ‘cost of living’ (67% total mentions), although the ‘tax environment’ received the highest number of first mentions (31% versus 28% first mentions for ‘cost of living’). When questioned regarding how Ireland was performing relative to other locations on these various challenges, an overwhelming majority (over 90%) felt that other countries outperformed Ireland on the top five measures. Ireland’s performance was only ahead of other locations on three metrics: Social Environment (79%), Physical Environment (65%) and Primary & Secondary Level Education (53%). Infrastructure Education (primary/secondary) Availability and cost of childcare Social environment 7% 19% 7% 21% Health system 3% 32% House prices 14% 51% Tax environment Cost of living 31% 54% 4% 18% 2% 15% 1% 9% 1 5% Entrepreneurial environment Physical environment Education (Third level) 3% 11% 28% 67% Total mentionFirst mention We underperform We outperform Cost of living 93% 7% Tax environment 92% 8% House prices 91% 9% Health system 99% 1% Infrastructure 98% 2% Education (primary/secondary) 47% 53% Availability and cost of childcare 97% 3% Social environment 21% 79% Entrepreneurial environment 71% 29% Physical environment 35% 65% Education (Third level) 60% 40% Biggest Challenges when Moving to Ireland In your view, how does Ireland perform relative to other countries on these challenges?
14 MERC Partners - Executive Expectations 2015 Respondents were then asked for their opinion of what one thing the Government should do to improve Ireland as a place to which to relocate for work. While a wide variety of suggestions were offered, the most frequent response related to taxation (48%). In particular personal taxation appears to deserve the most attention. Other suggestions include housing (8%), infrastructure and utilities (7%), Government proactivity (4%), improvements to the health system (4%) and stimulating job growth (4%). Majority of respondents have worked abroad during their career… Two in three respondents (65%) have worked abroad for more than a year at some stage during their career, many of whom have worked abroad in more than one country.Amongst those who have worked abroad, the UK is the most common (63%), followed by the Rest of Europe and North America (38% apiece). Those in theTechnology sector are most likely to have spent at least a year or their working career in another country (80%). In addition to being the most popular working destination, respondents also spent the longest duration of their working career abroad in the UK, with the average time employed there being 5.6 years, followed by the Australasia with 4.1 years spent there. Part 1 Conclusions – National Expectations 2015 • The findings of our 2015 Executive Expectations survey are very positive from a national perspective. Ireland’s business leaders see and feel a tangible level of economic progress – ahead of what they anticipated this time last year.They are optimistic about our future.That optimism does not mean that there is not work to be done. The survey highlights areas where focus is required to address national competitive challenges, including the personal tax environment and the cost of living.These efforts are particularly important given the welcome level of interest among Irish emigrants to contribute to our economy and society. • The key standout issue from this survey from a national perspective is the prospect of a “Brexit” – Britain leaving the European Union.The vast majority of those surveyed see such an eventuality as having significant downsides for Ireland and for the EU. It is certainly an issue that will come to the fore of economic debate in the run up to the proposed EU referendum in the United Kingdom. No 35% Yes 65% Have you worked outside of Ireland for more than a year?
The second section of the survey focused on expectations in relation to organisations over the next twelve months. While Ireland continues to recover from the economic downturn, individual organisations are already under pressure to address some of the policies that were put in place during the recession. Almost 3 in 5 companies (59%) have been put under pressure by staff to address pay freeze issues, while half (48%) feel that staff have unrealistic remuneration expectations (up from 32% in 2014 Executive Expectations Study). Encouragingly, only 1 in 5 (22%) have been impacted by the loss of key staff due to emigration and just under 1 in 5 (19%) have been impacted by an unwillingness of colleagues abroad to move to Ireland. ....Skills gap critical in key areas ‘When asked whether a lack of skills or loss of skills in Ireland was hampering progress at an organisational level, almost 2 in 5 (37%) reported that progress is indeed being hampered. The highest level of agreement is amongst those in the technology; pharmaceutical/life science sectors; and amongst those organisations employing 10,000+ people. Those who thought that there were skill gaps were then asked to identify the skills that were most lacking. The most frequently cited were IT skills and leadership skills (42% apiece), followed by change management skills, international business skills and people management skills (26% apiece). THE RESEARCH FINDINGS – PART 2: EXECUTIVE EXPECTATIONS FOR ORGANISATIONS 2015 16 MERC Partners - Executive Expectations 2015 Not affected Not relevant Yes affected Pressure to address pay freeze legacy issues from past 6 years Unrealistic remuneration expectations among key staff Difficulty in getting graduate recruits of the right calibre Growing pains - insufficient internal resources in a growing economy 0% 20% 40% 60% 80% 100% 11%30%59% 5%47%48% 12%46%42% 15%45%40% 13%48%39% 10%65%25% 15%63%22% 27%54%19% 18%65%17% Need to go abroad to find key skilled staff Difficulty in getting staff to take additional responsibilities/promotion Loss of key staff to emigration Unwillingness of colleagues abroad to move to Ireland Difficulty in recruiting because of impact on Social Welfare Most Pertinent Issues Affecting Businesses over the Past Year Don’t know 7% Yes 37% No 56% Are lack of skills hampering progress in your organisation? 42% 42% 26% 26% 26% 22% 18% 16% 16% 13% 4% 6% Changemanagementskills Leadershipskills ITskills Internationalbusinessskills PeoplemanagementskillsEngineeringskills Financeskills Foreignlanguageskills R&D skills MarketingskillsLifescienceskills Other What skill gaps are hampering progress?
Staff morale levels gained positive momentum during 2014… ‘Respondents were asked to rate the overall morale of staff within their organisations compared to the same time last year. Given the positivity highlighted earlier in the report it is not surprising that overall morale in organisations has increased relative to the previous year. 2 in 3 (66%) respondents reported that there was an increase in positivity (this was particularly high in the retail sector) while less than 1 in 5 of executives (17%) felt there was a drop in morale. Female representation at senior level below 30% for small majority of companies… In some sectors in the economy a minimum target of 30% female representation at senior levels in the organisation has been put in place. 2 in 5 (39%) report that this target has been met or exceeded by their organisations.Although for half of organisations (51%), the top level of the organisation is populated by at least 70% males. Companies in the Engineering/ Construction Sector are the most likely to have in excess of 70% male representation. 17MERC Partners - Executive Expectations 2015 Don’t know Not applicable Less than 30% female representation at senior level Approx 30% female representation at senior level Greater than 30% female representation at senior level 0% 2% 20% 40% 60% 80% 100% 51% 25%14%8% Female Representation within Senior Ranks More negative Unchanged More positive 0% 20% 40% 60% 80% 100% 66%18%17% 2015 Results 2014 Results 47%26%27% Relative to this time last year, is overall morale in your organisation... Minority of companies have initiatives in place to improve female representation… Just 1 in 5 (20%) respondents work in an organisation with specific initiatives in place aiming to improve female representation at a senior level. Professional Services Firms (31%) and Pharmaceutical/ Life Sciences Firms (29%) are more likely to have such a programme in place.The incidence of such a programme also increases significantly with company size (10% of 1-50 employees as against 38% of companies with 10,000+ employees). Of those companies with initiatives in place, preferential female development/ recruitment is the most popular programme (29%) followed by a mentoring programme and diversity policy (20% apiece).
18 MERC Partners - Executive Expectations 2015 Part 2 Conclusions - Organisational Expectations 2015 • Managing the competing aspirations of different stakeholders in a changing economic environment is always one of the leadership challenges in organisations. Given the uplift in the economy it is perhaps unsurprising that employees are pushing for increased remuneration. What is more worrying from a national and growth perspective is the continuing challenges in the area of skills availability.There are obvious gaps in management and leadership skills, along with IT skills. Given that the basis of much of our national recovery and national differentiation is built around the IT sector, the development of this skill set requires continued national focus. • The issue of gender representation at senior levels of organisations is one that has been the subject of international comment and analysis. Just 2 in 5 organisations in Ireland are meeting the international benchmarks that are emerging, with an absolute majority below that level. More focus and debate is needed in this area. Yes 20% No 80% 0 10 20 30 40 Don’t know Other Networking events Flexible working Women’s leadership programme/group Diversity policy Mentoring programme Preferential female development/recruitment 11% 11% 10% 10% 14% 20% 20% 29% Initiatives that are in place to improve female representation at senior level Does your organisation have initiatives in place to improve female representation at senior level?
20 MERC Partners - Executive Expectations 2015 The final section of the survey focused on respondents’ personal expectations for the year ahead. Positivity towards own career prospects continuing to increase.... The optimistic trend continues to emerge in terms of executives’ own career prospects in the broad economic environment. 2 in 3 (66%) believe that their career prospects have improved over the past year, up from the previous three years, with over 1 in 6 of executives (16%) indicating they had improved significantly. The percentage indicating their prospects disimproved is down 5% points from the previous wave of this research programme with just 1 in 10 (11%) indicating their prospects had dis-improved (just 3% indicated a significant disimprovement).These results are consistent with the positivity and optimism seen in the earlier sections of this report. Respondents open to moving roles both internally within their own organisation and externally.... As the Irish economy continues on its road to recovery respondents were asked if they were any more or less willing to change positions either internally within their own organisations or externally by moving to another organisation. The question specifically asked about respondents’ attitudes towards changing roles compared to that of three years ago. Once again the majority were more open to switching roles, 53% in the case of internal roles (up slightly from 51% last year) and an even higher percentage (75%, up from 72%) indicated that they are more open to a role change to a different organisation when compared to three years ago. THE RESEARCH FINDINGS – PART 3: PERSONAL EXPECTATIONS FOR EXECUTIVES 2015 During the last 12 months my career prospects... Disimproved 2012 Results Unchanged Improved 2013 Results 2014 Results 2015 Results 29% 44%27% 22% 43%35% 15% 53%32% 11% 66%23% 0% 20% 40% 60% 80% 100% Attitude to Changing Roles, Internally and Externally Significantly less open to switching roles External Roles - Attitude to changing Not changed my view on switching roles Slightly more open to switching roles Slightly less open to switching roles Significantly more open to switching roles 54%21%18%2%4% 0% 20% 40% 60% 80% 100% Internal Roles - Attitude to changing 28%25%41%4%2
Most executives believe that they will change roles in the next 2 years… Following up on the previous question relating to switching roles, respondents were asked to indicate when they were most likely to next change roles. Continuing the trend seen in previous years, three quarters (74%) expect to change roles in the next 2 years, and over 9 in 10 (95%) expect to change roles in the next 5 years. Those in theTechnology Sector (91%) and Consumer Goods and Services (85%) indicate the highest likelihood to change roles in the next two years, whereas those in Pharmaceutical/Life Sciences are the least likely to switch roles (65%) within this timeframe. A strong willingness to serve as a Non-Executive director on a State Agency Board… When respondents were asked if they would be willing to serve as a non-executive director on the Board of a State Agency, over 3 in 4 (78%) indicated “yes”, with 53% indicating that they were very willing. Among those who would be willing to serve on a State Board, there was a higher favourability towards making a personal application through www.stateboards.ie (76%) rather than being directly appointed by Government (64%). 21MERC Partners - Executive Expectations 2015 Most likely to change roles in next... 74% Less than 2 years 21% 2-5 years 5% 5-10 years 1% More than 10 years Amongst the 22% unwilling to serve on a State Board the primary barrier cited was a concern about negative publicity surrounding the post (61%), followed at a distance by concerns regarding regulatory responsibilities (20%). No 12% Neutral 10% Yes 78% Willingness to serve as a Non-Executive Director on a Board of a State Agency
Part 3 Conclusions – Personal Expectations for Executives 2015 • The continued progress in Ireland’s economic fortunes continues to shine through respondents’ expectations in relation to their own career. Many expect to change roles over the next few years, and are particularly open to changing to a different organisation. • From a national perspective, the willingness to serve on the Board of a State Agency serves to highlight an untapped well of talent that could be used to further develop both the State sector and to boost the interaction and understanding of the public and private sectors. 22 MERC Partners - Executive Expectations 2015
24 MERC Partners - Executive Expectations 2015 Once again, the findings of our annual Executive Expectations Survey are realistic and optimistic. Building on their experience of 2014, respondents have highlighted the underlying strength and momentum in the economy.They remain very positive about our future. Positivity and optimism should not be viewed as complacency. Our survey has identified a number of key domestic and international challenges that Ireland needs to address over the next few years. • The impact of the personal taxation regime on Ireland’s ability to attract talent from overseas, including attracting Irish people working abroad to return home. • The threat of skill shortages in technical, management and leadership areas. • At a national level, the challenge of the UK potentially leaving the European Union is causing much concern.The first real shots in that debate will be fired in the forthcoming general election in the UK which is scheduled to take place before the summer. When we commenced this research series in 2011, no one could really have imagined the progress that Ireland has made in the intervening years. That is very much reflected in our research findings for 2015, and continuing on that journey requires the ongoing focus and dedication that has been demonstrated over the last four to five years. OVERALL CONCLUSIONS – MERC PARTNERS, EXECUTIVE EXPECTATIONS REPORT 2015 Ruth Curran Managing Partner rcurran@merc.ie direct: +353 1 206 6717 mobile: +353 87 286 8198 Kieran Duff Partner kduff@merc.ie direct: +353 1 206 6716 mobile: +353 87 987 9082 John Glenny Partner jglenny@merc.ie direct: +353 1 206 6713 mobile: +353 87 686 2166 Aoife Bradshaw Director abradshaw@merc.ie direct: +353 1 206 6712 mobile: +353 86 737 8004 Jackie Gilmore Director jgilmore@merc.ie direct: +353 1 206 6705 mobile: +353 86 929 7148 Barry O’Connor Partner boconnor@merc.ie direct: +353 1 206 6714 mobile: +353 87 244 6373
MERC Partners is Ireland’s leading executive search firm and has specialised for four decades in the recruitment, assessment and development of senior business leaders. Over the years, MERC Partners has placed many key decision-makers in positions of influence within some of Ireland’s leading public, private, semi-state and not-for- profit organisations. In addition to executive search, MERC Partners' suite of client services also includes advertised selection, leadership consulting, interim management, executive coaching and the recruitment of non-executive directors. MERC Partners is the Irish member firm of IIC Partners, which is ranked among theTop 10 executive search groups in the world with offices in 51 cities across 34 countries. MERC Partners is one of the longest standing members in Europe of AESC (The Association of Executive Search Consultants), the worldwide professional association for the industry.AESC promotes the highest professional standards in retained executive search and leadership consultancy through its industry recognised Code of Ethics and Professional Practice Guidelines. For further information, please visit www.merc.ie and www.iicpartners.com ABOUT MERC PARTNERS
MERC Partners 11/12 Richview Office Park Clonskeagh Dublin 14 Ireland Telephone: +353 1 206 6700 Email: info@merc.ie Twitter: @mercpartners www.merc.ie www.iicpartners.com

MERC-Partners-Executive-Expectations-2015

Recomendados

Mais conteúdo relacionado

Apresentações para você(18)

Destaque(16)

Similar a MERC-Partners-Executive-Expectations-2015(20)

MERC-Partners-Executive-Expectations-2015