1 / 115

The Career Prospects of Managers over 50 An International Survey

The Career Prospects of Managers over 50 An International Survey. Austria, Belgium, Denmark, France, Germany, Hungary, Italy, Luxembourg, The Netherlands, Poland, Spain, Sweden, Switzerland, United Kingdom 1998. CONTENTS. 1. Introduction 2. Purpose and profile of the survey

tammy
Download Presentation

The Career Prospects of Managers over 50 An International Survey

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Career Prospects of Managers over 50An International Survey Austria, Belgium, Denmark, France, Germany, Hungary, Italy, Luxembourg, The Netherlands, Poland, Spain, Sweden, Switzerland, United Kingdom 1998

  2. CONTENTS 1. Introduction 2. Purpose and profile of the survey 3. IMD members involved in the survey 4. Group A - The views of the interviewee as company representative 5. Group B - The views of the interviewee as the party concerned 6. Group C - Statistical information 2

  3. The 1998 IMD survey deals with what we believe is a very relevant but rather unexplored topic - ’The career situation of managers over 50’. My colleagues who designed and managed this ambitious project will outline their approach and set the scene on the next page before you study the survey. I would like to take this opportunity to tell you just a little about IMD and how such an organisation was able to conduct this research. IMD was formed in 1972 and has developed into a global network of management and recruitment consultancies. The Executive Search and Recruitment Group, whose European members worked closely together on this survey, has a clear purpose that is described in a deceptively simple mission statement: ”Our MISSION is to provide our clients with a global capability in management and executive recruitment through a network of consultancies each of whom has a strong presence in their domestic market and is committed to maintaining the highest standard of ethics and professionalism”. The closeness with which our member companies work and the quality of the outputs of this co-operation continue to add value and an extra dimension to clients who work with IMD consultancies. Our clients make use of IMD by direct introduction to an IMD member in another country or having an assignment project managed by the local IMD member whom they know and trust. With the full knowledge and agreement of the client any member of IMD will use other members to extend the scope of an assignment to ensure that it is a truly international search. Every client is assured of consistent standards of performance and ethics as each IMD member is bound by a shared code of conduct. Hopefully you will find our survey interesting, informative and even of use. In addition, I hope that those readers who are executives, working or doing business in Europe, will find aspects of the report which help them to be able to manage their organisations and their own careers as ’senior’ managers better. London November 1998 Richard Goldie Chairman IMD Search and Recruitment 1. Introduction 3

  4. 2. Purpose and profile of the survey Over the years several surveys on the topic of the job situation for senior employees - in broad terms - have been conducted. But very little information concerning the situation for ’senior’ managers - managers over 50 - is available. Using the virtually unique capabilities of IMD, we decided to conduct a survey which would compare and contrast the career situation of managers over 50 across 14 European countries. The study combines the views of participants both as company representatives and as the party concerned in the survey. This combination - the business executive’s views on and policies concerning senior managers combined with their own career plans, dispositions and motives - gives a good insight into and understanding of the career situation of managers over 50. The data for the survey was collected by questionnaires sent out and addressed to senior business executives in the participating countries across all major market sectors. While the size of the sample, several thousand fully completed and analysed questionnaires, is sufficient to make valid comparisons, we recommend that the reader concentrates on the patterns of the data presented rather than the exact percentages. The questionnaires may have seemed rather extensive and some of the questions irrelevant in some countries. But the scope and the variety of questions are essential to generate sufficient data when trying to understand the underlying motives behind the business executive’s opinions on ’senior’ managers and the same person’s own career plans as ’senior’ - and in addition to that, also to discover cultural differences. The names of the 13 IMD consultancy companies who worked together to design, conduct and analyse this survey are shown on the following page, but of course our real thanks must go to those executives who invested their valuable time in completing the very comprehensive questionnaire. Two years ago IMD conducted the survey ”Executive Careers in Europe” concerning the topic of recruitment and dismissal in eight European countries - it turned out to be an interesting contribution to the management debate. We hope that this year’s survey will have the same impact and - of course - be of real benefit to our clients. 4

  5. 3. IMD members involved in the survey Austria EFS Personalberatung GmbH Belgium/Luxembourg Argos Belgium S.A. Denmark Lisberg Management France Sirca Germany Dr. Heimeier & Partner Hungary Dr. Telkes Management Consulting Italy Orga Selezione Srl Milano Poland Instytut Promocji Kadr Sp. zo.o. Spain Nexus Sweden Bohlin & Strömberg Switzerland Brainforce AG The Netherlands Markon Consultancy bv United Kingdom Macmillan Davies Hodes 5

  6. 4. Group A - The views of the interviewee as company representative 6

  7. How many managers from the following age groups have you hired in the course of the past 12 months?Number of hires in % per age group and country 7

  8. For which position(s) did you hire the managers over 50 years old?Number of hires in % per position and countryGeneral management 15,5 8

  9. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryAccounting/Finance/Controlling 8 9

  10. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryOrganisation/Data processing 4,1 10

  11. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryMarketing 7 11

  12. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countrySales 10,6 12

  13. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryMaterials management/Logistics 3,4 13

  14. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryPersonnel management 3,1 14

  15. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryProduction/Manufacturing 6,8 15

  16. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryDevelopment/Research/Engineering 4,1 16

  17. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryLegal department 0,8 17

  18. For which position(s) did you hire the managers over 50 years old? continuedNumber of hires in % per position and countryOther 3,8 18

  19. From how many managers from the following age groups have you separated in the course of the past 12 months?Number of separated in % per age group and country 19

  20. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues?Number of answers in % per country 58,4 20

  21. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? Number of answers in % per position and countryGeneral management 71,1 21

  22. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryAccounting/Finance/Controlling 34,1 22

  23. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryOrganisation/Data processing 8,2 23

  24. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryMarketing 7,6 24

  25. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countrySales 12 25

  26. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryMaterials management/Logistics 14,1 26

  27. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryPersonnel management 49,6 27

  28. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryProduction/Manufacturing 12,6 28

  29. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryDevelopment/research/Engineering 14,7 29

  30. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryLegal department 40,7 30

  31. In your opinion, are there any positions which are more suited to managers over 50 years old than to their younger colleagues? If yes, within which functions? continuedNumber of answers in % per position and countryOther 4,4 31

  32. Which position should better not be staffed with a manager over 50?Number of answers in % per position and countryGeneral management 6,9 32

  33. Which position should better not be staffed with a manager over 50?continuedNumber of answers in % per position and countryAccounting/Finance/Controlling 8,9 33

  34. Which position should better not be staffed with a manager over 50?continuedNumber of answers in % per position and countryOrganisation/Data processing 39,1 34

  35. Which position should better not be staffed with a manager over 50?continuedNumber of answers in % per position and countryMarketing 47,2 35

  36. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countrySales 40,5 36

  37. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryMaterials management/Logistics 12,8 37

  38. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryPersonnel management 9,1 38

  39. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryProduction/Manufacturing 14,1 39

  40. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryDevelopment/Research/Engineering 29,2 40

  41. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryLegal department 5,2 41

  42. Which position should better not be staffed with a manager over 50? continuedNumber of answers in % per position and countryOther 2 42

  43. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples:Rating in % per sector and countryBanks/Insurances 17,8 82,2 43

  44. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryChemical sector/Pharmaceuticals 44,9 55,1 44

  45. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryConstruction 38,2 61,8 45

  46. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryFood, beverages and tobacco industry 52,2 47,8 46

  47. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryEDP/Telecommunications 94,6 5,4 47

  48. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryMechanical engineering and car manufacturing 47,5 52,5 48

  49. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryManufacturing industry 26,4 73,6 49

  50. Do you think that there are certain sectors that are better suited to managers over 50 years old? If so, please give examples: continuedRating in % per sector and countryRaw material sector 47 53 50

More Related