【四天工作】職場調查：4成員工願以5%薪金換取4天工作周 Workplace Survey suggests 40% of Employees Willing to Trade 5% Salary for a 4-Day Workweek
根據人力資源服務供應商ManpowerGroup的《新人智時代：2023年勞動力趨勢報告》，全球面臨嚴重的人才短缺問題，其中包括香港。而靈活性在現今職場變得越來越重要，其中「4天工作周」被視為提高企業生產力、降低開支、吸引和留住人才的方法之一。有40%的受訪者表示願意用5%的薪金換取4天工作周，以更好地平衡工作和生活。
報告指出，75%受訪的全球企業表示面臨人才短缺，創下16年來的新高。這迫使企業改變招聘方針，不再僅以學位要求為主要篩選條件。例如Google、達美航空和IBM等國際企業調整了評估人才的方式，納入具有符合技能和經驗的非學位持有者。
另一個解決人手短缺問題的方法是延遲退休。許多年屆退休的員工仍然有能力去貢獻社會，且通脹增加生活成本，使不少退休人士渴望重返工作崗位。然而，僅有19%的人事部主管表示積極僱用退休人士，顯示這方面仍有增長空間。
到2025年，Z世代將佔全球勞動力的27%，他們對多樣性、公平性、包容性和歸屬感（DEIB）有強烈意識，對職場文化的要求也更高。68%的Z世代受訪員工表示不滿意僱主在DEIB方面的發展，56%強調不會接受沒有多元化領導的工作。同時，52%的僱主認為自己在DEIB方面做得不夠多。此外，75%的受訪者表示公司應該解決ESG（環境、社會和公司治理）問題，即使可能降低短期盈利能力。
ManpowerGroup行政總裁Jonas Prising表示：「Z世代將成為勞動人口主力，他們對企業在社會中的角色重要性和期望是史無前例地大。如果企業想吸引和留住人才，必須明確而真實地設定目標，積極推動正面的企業文化。」
疫情對職場產生持續影響，使員工更關注工作與生活平衡。42%的千禧世代受訪者表示更追求工作與生活平衡。同時，81%的受訪僱員認為疫情影響了他們對工作的看法，如果能找到一份更好地平衡工作與生活的工作，31%的人表示會考慮轉職。
以上報告反映，未來職場趨勢將朝向更多關注DEIB、ESG、工作與生活平衡和彈性工作時間的方向發展，僱主應該意識到這些變化並做出相應的調整，以吸引和留住優秀的人才。
According to the "The New Human Age 2023 Workforce Trends Report" by ManpowerGroup, a global HR services provider, the world is facing a severe talent shortage, including in Hong Kong. Flexibility has become increasingly important in today's workplace, with the "4-day workweek" seen as one of the methods to enhance corporate productivity, reduce costs, and attract and retain talent. 40% of respondents are willing to exchange 5% of their salary for a 4-day workweek in order to achieve a better work-life balance.
The report indicates that 75% of surveyed global companies are facing talent shortages, reaching a new 16-year high. This has led companies to shift their recruitment strategies, no longer solely focusing on degree requirements. International companies like Google, Delta Air Lines, and IBM have adjusted how they assess talent by including non-degree holders with relevant skills and experience.
Another solution to address the manpower shortage is delaying retirement. Many employees approaching retirement age still possess the capability to contribute to society, and with increased inflation driving up living costs, many retirees desire to return to the workforce. However, only 19% of HR directors express active willingness to hire retirees, indicating room for growth in this aspect.
By 2025, Generation Z will make up 27% of the global workforce. They have a strong awareness of Diversity, Equity, Inclusion, and Belonging (DEIB), demanding a higher standard for workplace culture. 68% of surveyed Generation Z employees express dissatisfaction with their employers' DEIB development, with 56% emphasizing they wouldn't accept a job without diverse leadership. Meanwhile, 52% of employers feel they're not doing enough in terms of DEIB. Additionally, 75% of respondents believe companies should address Environmental, Social, and Corporate Governance (ESG) issues, even if it may impact short-term profitability.
Jonas Prising, CEO of ManpowerGroup, states, "Generation Z will become the backbone of the workforce, and their unprecedented importance and expectations for a company's role in society are clear. If businesses want to attract and retain talent, they must set clear and authentic goals, actively driving a positive corporate culture."
The ongoing pandemic has continuously impacted the workplace, making employees more conscious of work-life balance. 42% of millennial respondents express a heightened pursuit of this balance. Additionally, 81% of surveyed employees believe the pandemic has affected their perspectives on work. If a job that provides better work-life balance could be found, 31% indicate they would consider switching jobs.
This report reflects that future workplace trends will move towards greater emphasis on DEIB, ESG, work-life balance, and flexible working hours. Employers should recognize these changes and make corresponding adjustments to attract and retain exceptional talent.