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VIOLA HR SURVEY - COVID-19 IMPACT ON 2021 PLANS

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Viola Group
Viola Group

1) The document reports results from a survey of 70 respondents on their recruitment, wage, and workforce plans during COVID-19. 2) It found that over half of companies plan to recruit above their pre-COVID goals for 2021, and most brought furloughed employees back or reinstated previous wage levels. 3) Most companies also plan salary increases between 3-10% for 2021 and will follow their original budgets for bonuses and benefits.

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Confidential | 1Confidential | 1
Confidential | 2Confidential | 2 Sample Description # of Employees 18% 36% 26% 20% Fewer than 50 employees 50-100 100-250 >250 70 Respondents
Confidential | 3Confidential | 3 Confidential | 3 14% 29% 48% 9% 17% 23% 51% Yes, our recruitment goals are significantly lower than our 2020s goals Our recruitment goals are 50%-70% of our 2020s goals Our recruitment goals remain unchanged from 2020 Yes, they are higher than the goals set in early 2020 2021 Recruitment plans are similar to pre COVID-19 levels, and even higher: 51% plan to recruit above their goals set in early 2020
Confidential | 4Confidential | 4 67% 4% 27% 2% We made no wage reductions in 2020 We raised/will raise the wage higher than its pre-reduction level The wage level will be reinstated to its previous level No wage changes made or planned since the reduction Following wage reductions of the past year, we expect that in 2021 - 74% 19% 6% 1% We did not send employees on furlough We brought back all of our employees We brought back some of our employees We have not returned our employees yet and do not expect to do so in H121 After sending employees on furlough in 2020, we expect that in 2021 - 83% 13% 4% 72% 22% 6% Out of the companies who implemented furloughs, 72% brought all employees back to work 83% of companies that reduced wage, reinstated it to 2020 levels
Confidential | 5Confidential | 5 9% 54% 18% 19% Salary strategy We will award more than originally budgeted We will follow the original budget Rewards have not changed in 2020 but planned to change in 2021 No benefits awarded due to COVID-19 20% 18% 30% 26% 6% Unchanged Up to 3% 3%-5% 5%-10% 10%-20% Budgeted wage increase rate for 2021 56% plan on making a 3-10% salary increasein 2021 54% of Companies will follow their orignial 2020 salary strategy
Confidential | 6Confidential | 6 Despite COVID-19, most companies refrained from making benefits and bonus changes in 2020 10% 66% 10% 14% Bonuses Stock options 7% 74% 11% 8% We will award more than originally budgeted We will follow the original budget Rewards have not changed in 2020 but planned to change in 2021 No benefits awarded due to COVID-19
Confidential | 7Confidential | 7 Confidential | 7 Voluntary termination rate 18% 27% 24% 31% 15%-20% 10%-15% 5%-10% 廚廬-5% 2019 2020 0% 0% 24% 20% 12% 7% The attrition rate has improved: COVID-19 has led to a significant reduction in voluntary termination
Confidential | 8Confidential | 8 Confidential | 8 WFH has become a requirement of new candidates (53%) Dramatic change in work model: 74% will switch to a hybrid model 1% 9% 16% 74% Will allow WFH only Will return to full office work Pending decision Hybrid: employees will be able to work from home and from the office The post-Corona work model 22% adjusted recruitment policies to geo-agnostic 9% 11% 33% 47% 74% Other Looking for a hybrid arrangement Demand full WFH WFH is not a pre-condition Candidates WFH requirements
Confidential | 9Confidential | 9 The average welfare budget grew to $1,391 per employee, from $1,100 in 2019 Welfare and training budgets increased in 26% 2021 welfare budget, in USD, per employee (including gifts/holidays, etc) 20% 30% 3% 15% 33% Pending approval Above $5000 $1500-$1800 $1000-$1500 Less than $1000 17% 14% 11% 29% 29% Pending approval Above $5000 $1000 - $1500 $500 - $1000 Less than $1000 2021 training budget, in USD, per employee $ 1,391 on average $763 on average

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VIOLA HR SURVEY - COVID-19 IMPACT ON 2021 PLANS

  • 2. Confidential | 2Confidential | 2 Sample Description # of Employees 18% 36% 26% 20% Fewer than 50 employees 50-100 100-250 >250 70 Respondents
  • 3. Confidential | 3Confidential | 3 Confidential | 3 14% 29% 48% 9% 17% 23% 51% Yes, our recruitment goals are significantly lower than our 2020s goals Our recruitment goals are 50%-70% of our 2020s goals Our recruitment goals remain unchanged from 2020 Yes, they are higher than the goals set in early 2020 2021 Recruitment plans are similar to pre COVID-19 levels, and even higher: 51% plan to recruit above their goals set in early 2020
  • 4. Confidential | 4Confidential | 4 67% 4% 27% 2% We made no wage reductions in 2020 We raised/will raise the wage higher than its pre-reduction level The wage level will be reinstated to its previous level No wage changes made or planned since the reduction Following wage reductions of the past year, we expect that in 2021 - 74% 19% 6% 1% We did not send employees on furlough We brought back all of our employees We brought back some of our employees We have not returned our employees yet and do not expect to do so in H121 After sending employees on furlough in 2020, we expect that in 2021 - 83% 13% 4% 72% 22% 6% Out of the companies who implemented furloughs, 72% brought all employees back to work 83% of companies that reduced wage, reinstated it to 2020 levels
  • 5. Confidential | 5Confidential | 5 9% 54% 18% 19% Salary strategy We will award more than originally budgeted We will follow the original budget Rewards have not changed in 2020 but planned to change in 2021 No benefits awarded due to COVID-19 20% 18% 30% 26% 6% Unchanged Up to 3% 3%-5% 5%-10% 10%-20% Budgeted wage increase rate for 2021 56% plan on making a 3-10% salary increasein 2021 54% of Companies will follow their orignial 2020 salary strategy
  • 6. Confidential | 6Confidential | 6 Despite COVID-19, most companies refrained from making benefits and bonus changes in 2020 10% 66% 10% 14% Bonuses Stock options 7% 74% 11% 8% We will award more than originally budgeted We will follow the original budget Rewards have not changed in 2020 but planned to change in 2021 No benefits awarded due to COVID-19
  • 7. Confidential | 7Confidential | 7 Confidential | 7 Voluntary termination rate 18% 27% 24% 31% 15%-20% 10%-15% 5%-10% 廚廬-5% 2019 2020 0% 0% 24% 20% 12% 7% The attrition rate has improved: COVID-19 has led to a significant reduction in voluntary termination
  • 8. Confidential | 8Confidential | 8 Confidential | 8 WFH has become a requirement of new candidates (53%) Dramatic change in work model: 74% will switch to a hybrid model 1% 9% 16% 74% Will allow WFH only Will return to full office work Pending decision Hybrid: employees will be able to work from home and from the office The post-Corona work model 22% adjusted recruitment policies to geo-agnostic 9% 11% 33% 47% 74% Other Looking for a hybrid arrangement Demand full WFH WFH is not a pre-condition Candidates WFH requirements
  • 9. Confidential | 9Confidential | 9 The average welfare budget grew to $1,391 per employee, from $1,100 in 2019 Welfare and training budgets increased in 26% 2021 welfare budget, in USD, per employee (including gifts/holidays, etc) 20% 30% 3% 15% 33% Pending approval Above $5000 $1500-$1800 $1000-$1500 Less than $1000 17% 14% 11% 29% 29% Pending approval Above $5000 $1000 - $1500 $500 - $1000 Less than $1000 2021 training budget, in USD, per employee $ 1,391 on average $763 on average