There are signs that deep workforce, pay and benefit cuts are moderating as businesses budget for the remainder of 2009, according to Mercer’s latest Leading Through Unprecedented Times global survey.
 
The survey, conducted in May, includes responses from more than 2,100 organisations with employees and operations in more than 90 countries. The findings summarise challenges related to talent, compensation, benefits and investment strategy that organisations are facing as a result of the current economy. The new survey updates a Mercer survey conducted in November 2008.

 
While the findings reveal that actions continue to be taken by companies to relieve costs during the economic downturn—workforce reductions, salary freezes, reduced contributions to retirement plans and increased costs for health benefits—equally notable is that organisations are generally not taking more extreme actions like cutting pay and eliminating benefit programmes altogether. The findings also highlight how the impact of the economy differs between world regions and industries.

Key findings

• Two thirds of organisations surveyed worldwide have reduced staff over the past six months; 58 percent expect to make workforce reductions during the remainder of the year.
• The projected decrease in workforce cuts is smallest in European companies.
• Fewer companies plan deep cuts (more than 10 percent of staff) for the remainder of 2009.
• Most organisations surveyed are unlikely to reduce contributions or change the investment strategy for their retirement plans.
• Companies are considering adding cheaper medical plan options or shifting additional costs to employees, rather than eliminating benefit programmes.

Workforce cuts
Some 58 percent of organisations worldwide plan some cuts to their workforce in the remainder of 2009, compared to 66 percent that had implemented workforce cuts in the six months prior to the survey. However, only five percent of these organisations plan deep cuts (more than 10 percent of staff) in the remainder of the year, compared to 13 percent that made such cuts in the six months preceding the survey.
 
The percentage of companies planning layoffs in the next six months varies by region, with the least change expected in Europe from the prior six months. Some 71 percent of European respondents said their companies made workforce cuts in the prior six months and this pace is expected to hold steady at 70 percent in the remainder of the year. But in Europe, as in other regions, the number of companies planning substantial cuts (more than 10 percent of the workforce) is expected to drop to 10 percent from the 16 percent that had made such cuts in the prior six months.
 
The majority of US companies also said they had made at least some workforce cuts in the prior six months (74 percent) but fewer companies (64 percent) plan cuts by the end of the year. Some 59 percent of Asian companies made cuts in the prior six months and are also less likely to make cuts in the next six months (45 percent). The number of Asian companies planning significant cuts of more than 10 percent falls sharply from the number that made such cuts in the prior six months: from 14 to four percent.
 
About three quarters (76 percent) of manufacturing and technology/computer services companies reduced staff this year compared to firms in finance/banking (69 percent) and professional services (67 percent). Manufacturing firms (68 percent) and technology/computer services firms (67 percent) are most likely to reduce their workforces in the remainder of the year.
 
Talent management

Despite the impact of the weak economy, many companies remain focussed on their most valuable employees. More than one third of organisations globally (37 percent) say they will continue to hire key talent, even as they reduce their workforce overall. Approximately another third of organisations (35 percent) plan to hire talent to replacement levels only, while 15 percent expect overall workforce reductions and 12 percent expect to expand their workforces in 2009.
 
Mercer’s study also shows that organisations are beginning to use or consider alternative work arrangements to control workforce costs. Ten percent globally have already instituted voluntary reductions in work hours with a corresponding reduction in pay, while 12 percent have instituted such a programme on a mandatory basis. A roughly equal number of organisations are considering similar actions in the remainder of 2009. The popularity of these programmes varies by industry. Almost a third (29 percent) of manufacturing firms have instituted mandatory reduced hours, compared to 13 percent of technology/computer services firms and three percent of finance/banking firms.
 
Compensation
Across the globe, organisations are almost equally divided on whether their 2009 base pay budgets will be more than their 2008 budgets (31 percent), equal (33 percent) or less (36 percent).
 
They have been more likely to freeze pay levels or defer pay increases than to implement pay cuts. In the past six months, 51 percent froze salaries at 2008 pay levels for at least part of their employee population; 32 percent froze pay company-wide. Just 30 percent deferred 2009 pay increases and even fewer (13 percent) decreased salaries from 2008 levels. Interestingly, more than half of organisations (54 percent) in the technology industry froze pay company-wide, while only 28 percent of finance/banking firms did. For the remainder of 2009, most organisations plan to freeze salaries at 2008 levels or make 2009 pay increases as planned.
 
Regarding annual bonus payments, 57 percent of organisations globally awarded smaller bonus payouts for 2009 (based on 2008 performance) compared to 2008 awards (based on 2007). Only 20 percent granted higher bonuses in 2009 compared to 2008.
 
“As a result of the economic downturn and current labour market conditions, organisations are moving away from pay based on market competitiveness and are, instead focusing on internal affordability,” said Steve Gross, worldwide partner in Mercer’s human capital consulting business. “Companies need to be careful not to stray too far from market rates of pay or they may find themselves at a significant disadvantage when the economy improves and the labour market becomes more balanced.”
 

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