Promoting Employment and Quality of Work in the Rail Sector Presentation to Workshop 01 July 2015.

Promoting Employment and Quality of Work in the Rail Sector

Presentation to Workshop

01 July 2015

2

This presentation

1. The Basic Figures – the context for discussion− Employment & Enterprises / future predicted trends− Issues for discussion

2. Assessing the attractiveness of the sector− Some interesting criteria− Issues for discussion

3

Number of enterprises in the rail sectorFall in enterprise count in 4 countries

Most of the study countries some small changes – others more significant

Largest increases in UK, Poland and Sweden

Most significant reductions in number of companies in Germany, Czech Republic

Overall change in number of enterprises is quite widely distributed.

• A permanent state of change? Or is a more settled picture emerging?

Increase in enterprise count in 7 countries

Num

ber o

f Ent

erpr

ises

Change in number of enterprises 2006-2011

Source: Transport pocketbook 2009-2014

4

Number of employees (000’s)Increase in employment

in 2 countries

More employment contraction than increase across study countries

Greatest job losses as a share of all jobs in BE and CZ.

Small employment increases in UK and Sweden

• Have some of these jobs come back in recent years?

• Downsizing / restructuring / a bit of both?

Fall in employment in 9 countries

Num

ber o

f em

ploy

ees

(000

’s)

Percentage change in the number of persons em

ployed 2006-2011

Source: Transport pocketbook 2014* Large difference between number of rail employees presented in pocketbook 2014 and Eurostat data on Employment in principal railway enterprises

5

Future Employment

EU Skills Panorama project employment projections: applied to 2011 employment figures

Small changes in current levels

These numbers don’t allow for policy changes

Employment falls are slight / employment increases are slight

What better ways of planning for the future? Statistical methods / policy simulation and/or foresight groups?

Increase in employment in 6 countriesFall in employment in 5 countries

Num

ber o

f em

ploy

ees

Anticipated percentage change in the number of persons em

ployed

Source: Transport pocketbook 2014 and EU Skills Panorama* Large difference between number of rail employees presented in pocketbook 2014 and Eurostat data on Employment in principal railway enterprises

6

Customer Satisfaction

Overall, how satisfied are you with the national and regional rail system in (OUR COUNTRY)? (2012)

Satisfaction index of railway stations and travels (2013)

Source: Special Eurobarometer 388 (left figure), Flash Eurobarometer 382a (right figure)

BG IT PL SI CZ DE UK BE ES FR SE NL0%

10%

20%

30%

40%

50%

60%

70%

BG IT PL SI DE SE CZ NL ES BE FR UK0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

EU Average 46% EU Average 58%

7

Questions for discussion

1. Will change in the number of enterprises remain a feature?– What challenges does this present?– How is the picture likely to differ / remain the same between countries?

2. How has the change in the number of employee since 2006 impacted on the profile of the workforce?

– Which challenges have arisen?– Which have been met / which remain / which have become more important?

3. Are long term (to 2025) employee predictions something which partners work with?

4. These is significant variance between countries when satisfaction levels are considered:– Do consumer satisfaction issues make a difference to employment choices? – Is this an issue for the rail sector?

8

Attractiveness of the sector: criteria used (1)

Best Employers Study – Czech Republic UK - Randstad Awards – Talent 2015

What attributes are important to you when choosing a company to work for….?

Did/do you plan to change employers in the last / next 12 months….?

What factors contributed to your decision to change employers / look for a change / stay…..?

Which of the following major UK employers do you know……?

Based on your perception of this company, would you like to work for it…..?

9

Some results UK (Randstad Awards)

Results from 2015

10

Attractiveness of the sector: criteria used (2)

Sweden's Most Attractive Employers

Internal identity - how well employees believe their employers deliver in terms of reputation and image, job characteristics, people and culture as well as compensation and the opportunity to advance.

Satisfaction/ recommendation - how satisfied employees are from a holistic perspective and how likely they are to recommend to the employer to friends.

Loyalty - how likely employees are to remain with their current employer.

Czech Republic: Sodexo Award

Assessing the importance of….

a range and depth of career opportunities in the company

education and development of employees

quality of management

employees’ trust in corporate values and culture

system of rewarding and performance management

personnel competitiveness and HR efficiency

11

Attractiveness of the sector: criteria used (3)

Palmares Employeurs Region Job 2011

The company and I:– The guarantee of a stable job– Good remuneration– Good social and financial benefits– Good working conditions– Training opportunities– Being able to gain solid professional skills– Good career development– Possibility of benefiting from international

mobility in the company– Possibility of moving towards other functions– Good balance between work and personal life– Sharing the values promoted by the company

The company and its management:– The management of the company is a source of

motivation– The management is close and attentive to its

employees – The company is committed to the quality of the

working environment

The company and the society: – Respects its employees– Open to people with disabilities– Proactive in employing senior people

Survey Baro Eco Vivavoice 2013if you had to change job, which company would you go to? ’

12

Attractiveness of the sector: criteria used (4)

Best Companies Guide – An Internationally applied framework

13

Some possible issues for discussion

1. Are these criteria useful to understand the attractiveness of employers?

2. Are there areas more / less applicable to the Rail Sector than other sectors?

3. Are there more applied frameworks in other countries more suited to the sector?

[email protected]