FINDING THE RIGHT ROLE

EMPLOYEE TRENDS

JOB SECURITY

OVERSEAS OPPORTUNITIES

SALARY

2015 EMPLOYEE INTENTIONS REPORT

INDONESIA

Specialists in human capital consulting

www.michaelpage.co.id
 CONTENTS

Executive Overview 3

Attracting New Talent 4

Retaining Top Performers 13

In The Workplace 16

CONTACT US 19

2015 EMPLOYEE INTENTIONS REPORT 2

 EXECUTIVE OVERVIEW
As South East Asia’s largest economy and an emerging market,
Indonesia has enjoyed positive growth in the last few years, and
continues to display positive signs of growth, remaining an attractive
destination for investors. On the employment front, Indonesia’s
professional employment market is expected to remain healthy as
employees in Indonesia display strong confidence about opportunities
in the current market and over the next 12 months. Both foreign
companies continuing to look to Indonesia in their expansion plans
and growing domestic companies are expected to fuel the need for
talent in the coming year.
POSITIVITY IN THE MARKET
The majority of survey respondents in the 2015 Michael Page
Indonesia Employee Intentions Report believe that the level of job
opportunities in the next 12 months will be the same or improve
(94%). This sentiment is felt most strongly by professionals in sales
& marketing (75%), procurement & supply chain (74%) as well as
human resources (69%). Another sign of confidence in Indonesia’s
employment market is the expressed intentions of almost three
quarters (72%) of respondents to change roles in the next 12 months.
This is expected to lead to a wider choice of job opportunities for
jobseekers while companies will have to relook at their attraction
and retention strategies in order to retain top talent in the
various industries.
MATURING WORKFORCE DRIVEN BY FINANCIAL REWARDS
Despite Indonesia’s positive economic performance over the last
few years, employees in Indonesia still list financial rewards such
as an increase in salary as the top reason that they are looking for a
new role (24%). Employees are also displaying signs of a maturing
workforce as they start to place more emphasis on non-tangible
benefits such as a scope for career progression (18%) and gaining
a promotion as well as a more senior role (17%), narrowing the gap
between the two. However, while this is so, for those who are looking
at an increase in salary for the next role, the most common expected
salary increase when moving to a new role is 30% or more as
indicated by 30% of survey respondents. This high expectation will
mean that employers wanting to attract top talent will need to relook
at innovative and alternative tools to do so.
METHODOLOGY
The 2015 Michael Page Indonesia Employee Intentions Report is based on the online survey responses of approximately 500 employees in Indonesia. Participants represent a broad
range of professional occupation groups and hold positions ranging from entry level to senior management. The scope of the report includes key employee insights into preferences
for attraction and retention, salary expectations, benefits and work-life balance and their views on the predicted employment outlook.
2015 EMPLOYEE INTENTIONS REPORT
MOVING AWAY FROM TRADITIONAL RETENTION STRATEGIES
Based on the above findings, talent retention strategies will be a key
focus for companies to work on if they are looking to keep top talent
within their organisations. To do this, they will need to look beyond
traditional strategies such as awarding employees with financial
rewards based on performance which is the most preferred option
(30%). Non-financial based strategies such as leadership and a
motivating manager (16%) or good company culture (13%) will also
play a part in ensuring that employees will stay on and build their
careers with an organisation. Again, this is supported by the survey
finding that the biggest contributor to dissatisfaction at work is
management (40%).
LOOKING AHEAD
The survey also reveals encouraging findings for promotion rates,
with 60% of the respondents indicating that they received a
promotion in the past two years and a further 70% stating that they
are expecting to receive a promotion in the coming 12 months.
This can be taken as another sign of a maturing and developing
Indonesian workforce with professionals progressing in their roles
and gaining more experience and skills as they develop their
careers. Bolstering this is the finding that almost half (44%) of the
survey respondents indicate that the main reason for their increased
working hours is because of business growth.
CONCLUSION
Indonesia remains a challenging but potentially highly lucrative
market. Human capital is central to this both in terms of talent
attraction as well as retention. As the results show, financial rewards
are an increasingly influential factor in career planning and decision
making made more so in an emerging market with desire at all levels
to take full advantage of the positive domestic economic climate.
3
 ATTRACTING NEW TALENT
EMPLOYMENT OPPORTUNITIES

CURRENT JOB OPPORTUNITIES JOB OPPORTUNITIES OVER THE NEXT 12 MONTHS

1% 4% 8% 5% 1%
7% 16%

25%

32%
48% 53%

Excellent Weak Significantly improve Be worse

Good Very weak Improve Unsure
Average Unsure Be the same

The majority (88%) of survey respondents in the 2015 Michael
Page Indonesia Employee Intentions Report review positively
that the current level of job opportunities in Indonesia are
average or above. This positivity is further demonstrated with the
breakdown showing that 48% of respondents believe there is a
good level of job opportunities in the current market. A further
8% of respondents view the level of available job opportunities
in the current market as excellent. This positivity is likely due
to Indonesia’s excellent economic performance in the last few
years which has resulted in the growth of various sectors and
subsequently, job opportunities as a whole.
Further demonstrating confidence in Indonesia’s economic stability,
an overwhelming percentage of survey respondents (94%) indicate
that they expect job opportunities over the next 12 months to
at least remain the same or improve to varying degrees. More
than half of the respondents (53%) believe that there will be an
improvement on current job opportunities over the next 12 months.
Only a handful (5%) of survey respondents are of the opinion that
job opportunities will be worse in the coming 12 months, taking a
more conservative sentiment.

TOP 5 PROFESSIONAL GROUPS WHO THINK THAT JOB OPPORTUNITIES WILL IMPROVE IN THE NEXT 12 MONTHS

sales
& marketing

75%
procurement & human Employees from sales & marketing (75%) display the most
supply chain resources confidence in Indonesia’s job market while professionals from

74% 69% procurement & supply chain (74%) as well as human resources
(69%) round up the top three professional groups that think job
opportunities will improve in the next 12 months.

accounting general
& finance management

64% 56%

2015 EMPLOYEE INTENTIONS REPORT 4

 ATTRACTING NEW TALENT
EMPLOYEE ACTIVITY

ISSUES OF CONCERN IN THE NEXT 12 MONTHS

45% 17% 11%

Salary Vs Living Costs Global Economic Influences Government Regulation

10% 8% 4%
Job Security Domestic Economic Downturn Interest Rate Rises

3% 1% 1%
Quotas of Foreign Workers None Other

The 2015 Michael Page Indonesia Employee Intentions Report
reveals that the top issue of concern for employees over the next
12 months will be salary versus living costs with almost half (45%)
of the respondents indicating so. This is perhaps a good reminder
for employers to adopt fair remuneration policies as part of their
attraction and retention strategies. Other issues of concern for
employees in Indonesia are aligned to the country’s economic
performance with 17% indicating that global economic influences
will be their top concern while 11% express that government
regulation will be their top issue of concern over the next 12 months.

2015 EMPLOYEE INTENTIONS REPORT 5

 ATTRACTING NEW TALENT
JOBSEEKER ACTIVITY

NUMBER OF ROLES INTERVIEWED FOR OVER THE WHERE THE INTERVIEW WAS ATTENDED
LAST 12 MONTHS

39% 31%
16% 9% 2% 3%
0 1-2 3-5 6-8 9 - 11 12+
4%
WITHIN MY
70%
WITH ANOTHER
26%
BOTH WITHIN MY
COMPANY COMPANY COMPANY AND ANOTHER
COMPANY

As an indicator of future interview behavioural patterns, 84% of

respondents reveal that they have attended at least one interview
in the last 12 months with 39% attending three or less interviews
and a further 31% attending between three to five interviews.
The high percentages for these two ranges (70%) indicate that
jobseekers in Indonesia are generally selective about the roles that
they interview for. Employers would therefore do well to position
themselves as choice employers or better define roles to make
them more attractive to talented professionals who are looking for
a job change.
Of the jobseekers that have attended at least one interview over
the last 12 months, 70% of them attended interviews with an
external company. In comparison, only 30% of jobseekers attended
interviews with their current company. The low internal interview
rate indicates possible areas to improve attrition levels, such as
strategies like succession planning, internal transfers or other
schemes that promote career progression internally.

EMPLOYEE TURNOVER IN THE NEXT 12 MONTHS TOP 5 PROFESSIONAL GROUPS MOST LIKELY TO
CHANGE ROLES

10% procurement &

supply chain

18%
35%
48%
general sales
management & marketing

38% 35%
37% accounting human
& finance resources
Very likely Not likely
Quite likely Unsure
34% 31%
Almost three quarters (72%) of the respondents to the 2015
Michael Page Indonesia Employee Intentions Report express that Out of the surveyed employees indicating that they are most likely
they are quite or very likely to change roles in the next 12 months. to change roles in the coming 12 months, professionals from
This high percentage can possibly be taken as another show of procurement & supply chain (48%) are the most inclined to do so
certainty in Indonesia’s economy and employment market. For while general management (38%) as well as sales & marketing
employers, this signifies possible high turnover and a need to (35%) professionals make up the top threee professional groups
strengthen their attraction and retention strategies in order to mostly likely to change roles in the coming year.
secure and retain the best available talent.

2015 EMPLOYEE INTENTIONS REPORT 6

 ATTRACTING NEW TALENT
JOBSEEKER ACTIVITY

CHANNEL MOST LIKELY TO BE USED FOR A JOB SEARCH

85% 59% 45% 37%

Recruitment Consultants Job Boards Social Media Word of Mouth

17% 7% 6%
Local Industry Specific Other*
Newspapers Publications
*friends, networking, company
websites, etc.

Although a heavily connected country, the majority of surveyed
employees in Indonesia indicate their channel of choice when it
comes to looking for a new role is through recruitment consultants
(85%). Other channels that jobseekers use when seeking a new
role include job boards (59%) and social media (45%). Most survey
respondents list Jobstreet as their preferred job board (75%) while
LinkedIn is the most preferred social media platform for jobseekers
when it comes to looking for a new role (86%).

2015 EMPLOYEE INTENTIONS REPORT 7

 ATTRACTING NEW TALENT
PREFERRED ATTRACTION STRATEGIES

MAIN REASON JOBSEEKERS ARE LOOKING FOR A NEW ROLE

24% 18%
17%
9% 9% 9% 5% 4% 4% 1%

Increase in Scope for More senior Learning and Potential for Company Workplace Office location/ Other** Approach
salary career role/promotion development overseas brand and flexibility* accessibility to inclusion,
progression career reputation diversity and
opportunities equality

*flexible hours, work from home options, etc.

**work enviroment, job security, job description, etc.

Respondents to the 2015 Michael Page Indonesia Employee
Intentions Report state that the top reason for seeking a new role
is an increase in salary (24%). This is followed by scope for career
progression (18%) and a more senior role or promotion (17%).
This clearly demonstrates the fact that despite Indonesia’s healthy
economic performance in the last few years, jobseekers still place
financial gains and independence before other factors in a country
where economic wealth is not evenly distributed.

TOP REASON JOBSEEKERS ARE LOOKING FOR TOP 5 PROFESSIONAL GROUPS MOST FOCUSED ON
A NEW ROLE (BY AGE) AN INCREASE IN SALARY

up to 24 34 44 54 64 general
management

32%
accounting &
legal finance

29% 26%
57% 21% 29% 26% 25%
sales & human
marketing resources
INCREASE MORE SENIOR

20%
SCOPE FOR CAREER
IN SALARY

LEARNING AND
ROLE/PROMOTION

POTENTIAL FOR OVERSEAS

CAREER OPPORTUNITIES
PROGRESSION
18%
DEVELOPMENT

The importance of salary increases is emphasised in the
breakdown of respondents according to age, where jobseekers
in the range of 24 years and up to 44 choose to focus on salary
increases when looking for a new role. However, matured
professionals aged between 44 and upwards to 54 choose to
focus on securing a more senior role or promotion when looking
for a new role.
Professionals in general management are most inclined to
focus on an increase in salary when looking for a new role (32%).
Other professional groups focusing on an increase in salary include
legal (29%) as well as accounting & finance (26%). Companies
looking to recruit professionals in these sectors could tailor
their attraction strategies to feature more financial rewards.
Despite this, organisations should strengthen retention policies
so that employees are not easily swayed through being offered
financial rewards.

2015 EMPLOYEE INTENTIONS REPORT 8

 ATTRACTING NEW TALENT
JOBSEEKER SALARY EXPECTATIONS

JOBSEEKER SALARY EXPECTATIONS IN A NEW ROLE

4%
13 % No change
or reduction 2%
26 - 30% 1 - 5%

18% 6%
21 - 25% 6 - 10%

13% 14%
16 - 20% 11 - 15%

30 %
OF SURVEYED
EMPLOYEES INDICATED 30 % OR
MORE

Most jobseekers expect a salary increase of 30% or more when looking

to move into a new role (30%), followed by 21-25% as expected by
18% jobseekers. Compared to other jobseekers in Asia, these are
significantly higher expected salary increases and can be attributed
to the positive Indonesian economy in the last few years. Additionally,
salaries in Indonesia are still considered relatively low when compared
to their South East Asian counterparts. Employers will need to adjust
salary expectations or try to rework compensation packages with
innovative attraction tools.

2015 EMPLOYEE INTENTIONS REPORT 9

 ATTRACTING NEW TALENT
WORKING ABROAD

JOBSEEKERS LIKELY TO CONSIDER OVERSEAS CAREER TOP 5 PROFESSIONAL GROUPS LIKELY TO CONSIDER
OPPORTUNITIES IN THE NEXT 12 MONTHS OVERSEAS CAREER OPPORTUNITIES

yes no procurement
& supply chain
23% 97%
sales & general
marketing management

84% 75%
77% human accounting
resources & finance

72% 69%
More than three quarters of survey respondents in the 2015 Professional groups with the highest number of employees
Michael Page Indonesia Employee Intentions Report are likely to looking overseas for job opportunities include procurement &
consider overseas opportunities when looking for a new role in the supply chain (97%), sales & marketing (84%) as well as general
coming year (77%). The high percentage shows an underlying need management (75%).
for employers to put more work into improving their employee
value propositions.

WHERE JOBSEEKERS WILL LOOK FOR WORK

north america 5%
emea* 13%
*Europe, Middle East and Africa.
asia 57% **Australia and New Zealand.

south america 1%
anz** 24%

Unsurprisingly, the top region of choice for jobseekers looking at opportunities offshore is Asia, with more than half (57%) indicating their
inclination to remain based in a relatively familiar territory while being exposed to more developed markets.

2015 EMPLOYEE INTENTIONS REPORT 10

 ATTRACTING NEW TALENT
WORKING ABROAD

TOP 3 COUNTRIES WITHIN ASIA WHERE INDONESIAN JOBSEEKERS WILL LOOK FOR WORK

45% 19% 13%

SINGAPORE MALAYSIA HONG KONG

Further breaking this down, Singapore is the top choice (45%) for and regional hubs for various multinationals as well as a culturally
jobseekers looking at overseas opportunities when considering a similar landscape where assimilation would not be too difficult.
new role. This is followed by Malaysia (19%) and Hong Kong (13%).
Similarities between these countries include developed economies

TOP REASON FOR CONSIDERING OPPORTUNITIES ABROAD

50%

16% 13% 6% 4% 4% 3% 3% 1%

Broaden Improve Achieve better More job Better work Approach to Other More senior Better training
experience/ salary work/life opportunities environment inclusion, role/promotion and support
opportunity balance diversity and
to learn equality

Of the respondents who indicated that they would consider opportunities abroad, half of them reveal that the top reason for considering
overseas job opportunities is to broaden experience and the opportunity to learn. Other popular factors which drive jobseekers to look for
overseas opportunities include to improve salary (16%) and to achieve a better work life balance (13%).

2015 EMPLOYEE INTENTIONS REPORT 11

 ATTRACTING NEW TALENT
RETURNING TALENT

JOBSEEKERS WHO RETURNED TO INDONESIA FOR CAREER LOCATIONS THAT JOBSEERKS HAVE
OPPORTUNITIES IN THE LAST 12 MONTHS RETURNED FROM

yes no 29% SINGAPORE

16%
21% OTHER*

16% MALAYSIA

7% THAILAND

7% AUSTRALIA

84% 5% CHINA

5% UK
The 2015 Michael Page Indonesia Employee Intentions Report
also reveals that a small percentage (16%) of respondents have
returned to Indonesia to search for career opportunities over the 4% PHILIPPINES
last 12 months. Locations that have the most number of returnees
include Singapore (29%), Malaysia (16%) and Thailand (7%). 2% HONG KONG

2% US

2% JAPAN

*Denmark, Netherlands, Middle East, etc.

TOP REASONS FOR RETURNING TO INDONESIA FOR CAREER OPPORTUNITIES

37% For the surveyed jobseekers

returning to Indonesia to look for
18% 15% 13%
career opportunities, the reason
10% 4%
most commonly cited is the desire
3% to be closer to family or personal
reasons (37%). Other reasons
include the pursuit of a more
senior role or promotion (18%) as
well as the possibility of more job
To be closer More senior More job Achieve better Other* Improve Broaden opportunities (15%).
to family/ role/promotion opportunities work/life salary experience/
personal balance opportunity
reason to learn

*Completion of overseas project, better life quality, short term contract, etc.

2015 EMPLOYEE INTENTIONS REPORT 12

 RETAINING TOP PERFORMERS
PREFERRED RETENTION STRATEGIES

WHAT WILL KEEP EMPLOYEES IN THEIR CURRENT ROLE

30%
16% 13% 13% 11% 8% 7% 2%

Financial Leadership / Company Workplace Additional Other* Overseas Approach to

reward motivating culture flexibility career career inclusion,
based on manager development opportunities diversity and
performance supported by equality
training

*Work environment, responsibility to optimising the business unit, security, personal development, colleagues, etc.

According to respondents in the 2015 Michael Page Indonesia
Employee Intentions Report, the top retention strategy that will
keep employees in their current role is financial reward based on
performance (30%). Employers who are looking to retain top talent in
their organisations would also do well to note that other top retention
strategies preferred by employees when considering whether to stay
on in their current role include leadership and a motivating manager
(16%) as well as company culture (13%). While formulating financial
rewards is relatively straightforward, the harder task at hand is
addressing the non-tangible factors which require a more long
term approach.

TOP FACTOR THAT WILL KEEP EMPLOYEES RECEIVED A PROMOTION IN THE PAST TWO YEARS
IN THEIR CURRENT ROLE (BY AGE)

up to 24 34 44 54 64
YES NO

40%

60%
57% 24% 33% 25% 29%
FINANCIAL COMPANY
REWARD CULTURE
BASED ON
PERFORMANCE

Employees aged 54 and below unanimously choose financial
rewards based on performance as their top factor of consideration
when deciding whether to stay on in their current role. Once
again, this is possibly due to the varying income distribution
amongst Indonesian professionals as well as the desire of
employees to receive salaries more closely matched to their
neighbouring counterparts.
More than half of the survey respondents (60%) reveal they have
received a promotion in the last 12 months. However, compared
with the earlier findings that show the high possibility of employee
turnover, this could possibly signify that employers have to look
beyond promotions and understand and relook at their retention
strategies to keep employees and top talent in their role.

2015 EMPLOYEE INTENTIONS REPORT 13

 RETAINING TOP PERFORMERS
PREFERRED RETENTION STRATEGIES

EXPECTING TO RECEIVE A PROMOTION IN THE NEXT 12 MONTHS

yes no

70 %
30 %

WILL ASK FOR A PROMOTION IN THE NEXT 12 MONTHS

Although promotion rates among employees have been high in the
last 12 months, 70% of surveyed employees are still expecting
57% 43% to receive a promotion in the coming year. 57% of the surveyed
YES NO employees also state that they will be asking for a promotion in
the next 12 months. This heavy emphasis on promotions and
getting ahead in ones career could signify a general maturing of
Indonesia’s workforce as more employees’ progress their career
and move into more senior roles.

2015 EMPLOYEE INTENTIONS REPORT 14

 RETAINING TOP PERFORMERS
EMPLOYEE SALARY EXPECTATIONS

EMPLOYEES ASKING FOR A SALARY INCREASE OVER THE AGE OF EMPLOYEES MOST LIKELY TO ASK FOR A SALARY
NEXT 12 MONTHS INCREASE IN THE NEXT 12 MONTHS

20% 49%
24% 22%
2% 1%
< 24 25 - 34 35 - 44 45 - 54 55 - 64
YEARS YEARS YEARS YEARS YEARS

58%
22%
Respondents aged between 35 and 44 are the most likely to ask
for a salary increase in the next 12 months (49%) followed by those
Yes No Unsure between 25 and 34 (24%). Employers should take note of this age
of employees as they form the bulk of mid-level staff, possibly
ascending into senior level positions. Salary increase requests
In terms of salary increases, the majority of respondents in the which are not met could lead to attrition and turnover, resulting in a
2015 Michael Page Indonesia Employee Intentions Report state loss of talent for organisations.
that they plan to ask for a salary increase during the next 12
months (58%).

TOP 5 PROFESSIONAL GROUPS MOST LIKELY TO ASK FOR SALARY INCREASE EMPLOYEES WILL ASK FOR
A SALARY INCREASE IN THE NEXT 12 MONTHS IN THEIR CURRENT ROLE

legal
71% 2% 1%
sales procurement & 1 - 2% 3 - 5%
& marketing supply chain

67% 61%
human
33% 12%
general 16% or 6 - 9%
resources management above

57% 57%
According to survey results, legal professionals are the most
24% 28%
13 - 15% 10 - 12%
likely to ask for a salary increase in the coming year (71%). Other
professional groups likely to ask their employers for a salary increase The majority of employees looking for a salary increase in the
in the next year include sales and marketing (67%) as well as next year in their current role will ask for 16% and above (33%). A
procurement & supply chain (61%). Indonesia’s lack of qualified legal further 28% will ask for salary increases of between 10 and 12%
professionals in comparison to its market size has directly resulted in while 24% of the surveyed respondents indicate that they will ask
upward pressure on wages as companies seek to improve retention for increases of between 13 and 15%.
rates. In addition, foreign investment into Indonesia coupled with an
expanding domestic market has enabled professionals across most
sectors to capitalise on the current climate.

2015 EMPLOYEE INTENTIONS REPORT 15

 IN THE WORKPLACE
JOB SATISFACTION

LEVEL OF SATISFACTION IN CURRENT ROLE BIGGEST CONTRIBUTOR TO DISSATISFACTION AT WORK

2% 4%
15% 40% MANAGEMENT

23% 22% SALARY

11% LACK OF LOCAL DECISION MAKING

(CENTRALISED POLICY)

11% NOT LEARNING ANYMORE

9% BUSINESS PERFORMANCE

56%
4% WORK LIFE BALANCE
Extremely satisfied Very dissatisfied
Very satisfied Extremely dissatisfied 3% MATRIX ENVIRONMENT
Satisfied

When it comes to satisfaction in the workplace, the majority
(83%) of survey respondents to the 2015 Michael Page Indonesia
Employee Intentions Report express that they are satisfied to
some level in their current role. Exploring further, 23% of the
respondents indicate that they are very satisfied and 4% of the
respondents are extremely satisfied in their current roles. While
this is so, many candidates – even those who are satisfied in
their current role, – remain open to other career opportunities,
further demonstrating the need for employers to strengthen their
employee value proposition.
Out of the respondents who state that they are dissatisfied at
work, almost half (40%) reveal that the biggest contributing factor
is management while salary (22%) and lack of decision making
(11%) are also contributing factors. These results show that
dissatisfaction levels in the workplace may be addressed with
better policies in place to encourage workplace communication.

HOW LONG DO YOU SEE YOURSELF WORKING FOR YOUR CURRENT COMPANY?

20% 24% 22% 20% Survey results indicate that the average expected tenures of
14% employees in Indonesia is varied, with 24% of respondents
indicating they see themselves working for their current company
<1 <2 <3 <4 <5
YEARS YEARS YEARS YEARS YEARS for two years or less and a further 22% revealing they see
themselves staying on for three years or less.

2015 EMPLOYEE INTENTIONS REPORT 16

 IN THE WORKPLACE
PREFERRED FINANCIAL & NON-FINANCIAL REWARDS

COMBINATION OF FINANCIAL REWARDS EMPLOYEES TOP 5 PROFESSIONAL GROUPS WHO WOULD MOST
WOULD MOST LIKE TO RECEIVE LIKE TO RECEIVE BONUS OPTION

45% BONUS general

management
37% COMPANY CAR
55%
32% PENSION CONTRIBUTION accounting human
& finance resources
26%
23%
MEDICAL BENEFITS

LOANS
47% 44%
19% TRAINING BUDGET sales &
marketing
procurement
& supply chain
14% TRANSPORT ALLOWANCE
43% 38%
12% SUBSIDISED CHILDCARE

9% DENTAL BENEFITS According to survey respondents to the 2015 Michael Page

Indonesia Employee Intentions Report, a bonus continues to be
the top financial reward of choice for most employees (45%),
8% GYM MEMBERSHIP
followed by a company car (37%) and pension contribution (32%).
These findings can help companies to develop attractive reward
7% FESTIVE ALLOWANCE packages for employees in a country where transportation and
commuting is an issue for a large amount of the population along
5% MOBILE PHONE with wealth preservation and retirement planning. Professionals in
general management (55%), accounting & finance (47%) as well
4% CAR PARKING as human resources (44%) are the most inclined towards receiving
a bonus as a financial reward.
3% ONSITE CATERING

COMBINATION OF NON-FINANCIAL REWARDS EMPLOYEES

WOULD MOST LIKE TO RECEIVE

For the majority of survey respondents, the top non-financial

49% FLEXIBLE WORKING HOURS reward they want to receive is flexible working hours (49%). Other
non-financial rewards that matter to respondents are benefits such
42% EXTENDED LEAVE as extended leave (42%) and additional leave options (36%) such
as volunteering leave.
ADDITIONAL LEAVE OPTIONS
36% (E.G. VOLUNTEERING)

14% INCREASED MATERNITY / PATERNITY LEAVE

2015 EMPLOYEE INTENTIONS REPORT 17

 IN THE WORKPLACE
WORKING HOURS

CHANGE IN AVERAGE WEEKLY WORKING HOURS NUMBER OF CURRENT WORKING HOURS

OVER THE LAST 12 MONTHS *(by 1 to 9 hours a week)

significantly increased by 10+ hours a

we
increased by 1 to 9 hour ek
s a we
unchanged ek
reduced
significantly reduced
by 1 to 9 hou
rs a
by 10+ hour week
saw
eek 13
%
4 %
19 %

1% 10%
100% Less than 37.5 hours 37.5 - 40 hours

75% 25% 26 %
25 %

41 - 45 hours 46 - 50 hours
50% 31%

45%
26 %

51 hours or more

The most common number of working hours for employees is 51 months. A further 13% indicate there has been a significant increase
hours or more as indicated by 26% of the survey respondents. of more than 10 hours per week in average weekly hours over the
Further breaking this down, 31% of survey respondents reveal that last year. However, the majority of respondents report there has been
their working week has increased by 1 to 9 hours over the last 12 no change in their average weekly working hours (45%).

MAIN REASON FOR INCREASED WORKING HOURS

TECHNOLOGY OR
BUSINESS GROWTH OTHER* PROMOTION STAFF ATTRITION SYSTEMS IMPACT *ownership or responsibility, role
expansion, users demand, fast promotion

44% 22 13 12 9
challenge, learn new things in a new role,
new job with more responsibility, meeting
job completion, etc.
% % % %
Respondents attributed the increase in work hours to a mix
of factors with almost half identifying business growth (44%).
Other factors such as role expansion as well as ownership
and responsibility (22%) and promotion (13%) have also led to
increased working hours.

2015 EMPLOYEE INTENTIONS REPORT 18

CONTACT US
Jakarta
One Pacific Place, Level 11
Sudirman Central Business District
Jl. Jend. Sudirman Kav. 52 – 53
Jakarta 12190
Indonesia
Tel +62 21 295 88800
Fax +62 21 295 88801
enquiries@michaelpage.co.id

Get Connected. Stay Ahead.

Specialists in human capital consulting

www.michaelpage.co.id