When HR Practitioners Change Jobs, It's the Challenge That Matters
The Chapman Consulting Group’s June poll has analysed the importance of different factors that HR practitioners across the Asia Pacific Japan region consider when accepting their next job. Over the course of the month of June 2009, we surveyed 115 HR Leaders to determine their most important criteria when switching jobs. The poll looked beyond the brand of the company and more at characteristics surrounding the job itself.
Almost half of participants (48%) in the survey indicated that the scope and challenges of the role were most important. “This sentiment augers well for companies or leaders that put a lot of energy into designing interesting and unique HR positions”, said Matthew Chapman, Managing Director of The Chapman Consulting Group. “It also indicates that HR practitioners are thinking deeper about how a prospective role will further develop their HR capabilities and skills”.
23% reported that the job title and remuneration were the most important factor. “There’s no doubt that titles and remuneration still matter in Asia, and the more competitive companies can be in this regard, the better chance they have of securing top talent. Companies using flat titles or paying at or below-market levels can struggle to secure the best talent, and will need to market stronger on other aspects of the opportunity such as career development potential, mentorship from the leader, team management responsibility, or other factors”, commented Chapman. A further 25% of respondents reported that career development and career progression potential was most important to them. “That Asia-based HR talent are now seeing HR as a serious long-term career option comes as no surprise to us. We’re seeing more HR practitioners think logically about how they accumulate career experience, and seek to maximise the development of their skills to ensure optimum career prospects. There are always exceptions to the rule of course, and there are still plenty of people that want to race to the top without having the necessary grounding”, said Chapman.
Only 5% said that the geographical or country coverage would be the most important characteristic in deciding whether to accept another role. “Where HR practitioners are covering a country role or sub-region, and want to expand their coverage across additional regions, we can see how this factor would be an important criterion when moving between roles”, noted Chapman. “Across the region, China tends to be a market that many practitioners are keen to gain exposure in or to cover as part of their remit. We also frequently see interest in regional practitioners from China, Hong Kong and Singapore wanting to cover Japan, to broader their remit beyond the other ‘continental’ areas of Asia Pacific”.
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