SINGAPORE COMPUTER SOCIETY INFOCOMM SURVEY 2014 EXECUTIVE SUMMARY

Transcription

1 SINGAPORE COMPUTER SOCIETY INFOCOMM SURVEY 2014 EXECUTIVE SUMMARY Key Partner: Supporting Organizations: Premier Sponsor: Co-Sponsors:

2 TABLE OF CONTENTS 1. Executive Summary Methodology Summary of Major Results 2 Attractions, Retentions & Detractions 2 Turnvover & Turnaway 3 Job Satisfaction 8 Affective Organizational Commitment 10 Affective Professional Commitment 11 Work Engagement 12 Organizational Climate 15 Job Autonomy 18 Nature of Job 18 Competency Requirement (Current) 18 Competency Requirement (Progression) 19 Factors that Determine Salaries 20 Job Role Preferences 20 Job Preference by Organization Type 21 ICT Students Choice of Study 21 Thoughts on ICT Course 22 ICT Training Satisfaction 23 Sources of ICT Career Information 24 Career Destination after Graduation 24 Awareness of National Initiatives Major Implications 26 TABLES Table 1: Attraction, Retention & Detraction (Infocomm Professionals) 2 Table 2: Attraction & Retention (ICT students) 2 Table 3: Nature of Job 18 Table 4: Rank of Skills Required in Current Job By Job Role 19 Table 5: Rank of Skills for Progression to the Next Level 19 Table 6: Rank of Skills that Determine Salary and Performance Ratings 20 Table 7: Job Role Preferences of ICT Professionals and ICT Students 20 Table 8: Job Preferences by Organization Type 21 FIGURES Figure 1: Turnover Intentions 3 Figure 2: Turnover by Level of Education 3 Figure 3: Turnover by Job Experience 4 Figure 4: Turnover by Type of Organization 4 Figure 5: Turnover by Industries/Sectors 5 Figure 6: Turnover Intentions ( ) 5 Figure 7: Turnaway Intentions 6 Figure 8: Turnaway Intentions by Level of Education 6 Figure 9: Turnaway Intentions by Job Experience 6

3 TABLE OF CONTENTS FIGURES Figure 10: Turnaway Intentions by Size of Organization 7 Figure 11: Turnaway Intentions ( ) 7 Figure 12: Job Satisfaction 8 Figure 13: Job Satisfaction by Level of Education 8 Figure 14: Job Satisfaction by ICT Job Experience 8 Figure 15: Job Satisfaction by Industries/Sectors 9 Figure 16: Job Satisfaction ( ) 9 Figure 17: Affective Organizational Commitment 10 Figure 18: Affective Commitment by Level of Education 10 Figure 19: Affective Commitment by Size of Organization 11 Figure 20: Affective Professional Commitment 11 Figure 21: Affective Professional Commitment by Level of Education 12 Figure 22: Work Engagement 13 Figure 23: Work Engagement by Turnover Intentions 13 Figure 24: Work Engagement by Turnaway Intentions 14 Figure 25: Work Engagement by Age Groups 14 Figure 26: Work Engagement by Job Experience 15 Figure 27: Work Engagement by Type of Organization 15 Figure 28: Organizational Climate 16 Figure 29: Organizational Climate for Professional Development 17 Figure 30: Organizational Climate by Industries/Sectors 17 Figure 31: Job Autonomy 18 Figure 32: ICT as First Choice of Study 21 Figure 33: Thoughts on ICT Course (Polytechnic) 22 Figure 34: Thoughts on ICT Course (University) 23 Figure 35: Satisfaction with ICT training (Polytechnic) 23 Figure 36: Satisfaction with ICT Training (University) 24 Figure 37: Sources of Career Information 24 Figure 38: Career Destination After Graduation 25 Figure 39: Awareness of National Infocomm Initiatives (ICT Professionals) 25 Figure 40: Awareness of National Infocomm Initiatives (ICT Students) 26

4 1. EXECUTIVE SUMMARY This is the fourth Infocomm Technology annual survey conducted by The Singapore Computer Society (SCS). The objective of this survey is to understand the needs, experiences and issues of Infocomm professionals in Singapore. The survey serves as a guide for SCS, relevant government agencies and other stakeholders in shaping ICT policies and strategies in Singapore. The executive summary presents key highlights of the SCS ICT Survey The subsequent chapters will provide: Detailed discussion of the key findings of the survey and their implications; Information on the survey methodology; and Tabulated and graphed results that provides support for the key findings and their respective implications. 1.1 Methodology The sample of the SCS 2014 Survey consists of ICT professionals and ICT students in Singapore. Data was collected via a web survey conducted between July 2014 and September Survey items covered topics such as attraction, retention, detraction, affective commitment, affective professional commitment, job satisfaction, job autonomy, organization updating climate, turnover and turnaway. Items used in the survey are validated measures identified through an extensive review of the ICT literature. A total of 613 usable responses from ICT professionals and 703 usable responses from ICT students were obtained. Profile of ICT Professional Respondents The responding ICT professionals are mostly males (72%; females 28%) and 40 years old and younger (57%). The profile of responding ICT professionals is consistent with the Infocomm Development Authority s Annual Manpower Survey, 2013 (Gender: males 71%; females 29%; Age: 68% are below 40 years). In addition, most of the responding ICT professionals have attained a bachelor s degree or higher (87%; diploma and below 13%). Most ICT professionals are married (68%; singles 32%) and are Singaporean citizens (8; PRs and non-citizens ). About 36% of the ICT professionals surveyed reported earning more than $100, 000 per annum. ICT professionals in this survey held IT managerial roles (46%; e.g. chief information officer jobs, IT manager, project management); IT systems development roles (; e.g. systems analyst, programmers and developers); IT infrastructure roles (12%; e.g. systems and database administrators, IT operations); and other specialized roles (22%; e.g. infocomm trainers and educators, sales and marketing). The ICT professionals surveyed work in multinational corporations (31%), public-sector (), local firms (28%), start-up companies (5%) and non-profit and other organizations (6%). The responding ICT professionals worked in large organizations (81%) and smallmedium organizations (19%). ICT professionals in this survey were sampled predominantly from ICT services industry (31%), ICT software development industry (11%), health and social services industry (11%), public administration and defence (7%) and financial services industry (5%) Singapore Computer Society. All Rights Reserved. 1 P a g e

5 Profile of ICT Student Respondents The ICT student respondents are 20 years old and younger (54%; 21 years or older 46%); male (61%; female 39%); pursuing IT-related diploma or other non-degree certification (65%; bachelor s degree and higher 35%); and Singaporean citizens (76%; PR and noncitizens 24%). The ICT students surveyed are enrolled in polytechnics (7; universities ); studying computer science or information systems (82%; other IT-related programs 18%). 1.2 Summary of Major Results Attraction, Retention & Detraction (Infocomm Professionals) ICT professionals ranked the following as the most important factors in attracting and keeping them in the ICT profession. Salaries in the ICT profession compared to salaries in the other occupations. Opportunities for career advancement. Respect and prestige of IT compared to other occupations. Table 1: Attraction, Retention & Detraction (Infocomm Professionals) Rank Top Reasons that Attract Top Reasons that Retain Top Reasons that Detract 1 Salaries in the Infocomm Salaries in the Infocomm Salaries in the Infocomm profession profession profession 2 Opportunities for career Opportunities for career Opportunities for career advancement advancement advancement 3 Respect & Prestige Respect & Prestige Respect & Prestige 4 Choose where one works Rate of Change in Opportunity to do Infocomm work other than broad/varied work technologies 5 Opportunity to do broad/varied work Need for a balanced lifestyle Opportunity to be a change agent Attraction & Retention (ICT students) The responding ICT students ranked the following as the most important factors that would attract and keep them in the ICT profession. Salaries in the ICT profession compared to salaries in the other occupations. Opportunities for career advancement. Rate of change of Infcommm work other than technologies Table 2: Attraction & Retention (ICT students) Rank Top Reasons that Attract Top Reasons that Retain 1 Salaries in the Infocomm profession Salaries in the Infocomm profession 2 Opportunities for career advancement Opportunities for career advancement Rate of Change in Infocomm work 3 Respect & Prestige other than technologies 4 Demand for Infocomm jobs Rate of Change in technologies Rate of Change in Infocomm work other 5 Opportunity to be a change agent than technologies 2015 Singapore Computer Society. All Rights Reserved. 2 P a g e

6 Turnover and Turnaway a. Definitions: Turnover intention is defined as thoughts about voluntarily leaving one s current employer for another IT-related job with another employer. Turnaway intention is defined as thoughts about voluntarily leaving one s job in the IT profession for a job in a non-it profession. b. About 1 in 3 (34%) ICT professionals surveyed reported intentions of leaving their current organization/employer. 34% 39% Disagree Neutral Agree 27% Figure 1: Turnover Intentions c. ICT professionals with doctorate degrees (36%) and diplomas (37%) reported higher intentions of leaving their current employer % 18% 28% 25% 19% 33% 45% 48% 48% Doctorate Masters Postgraduate Diploma 33% 22% 37% 36% 27% 38% 37% 42% Bachelors Diploma Others Figure 2: Turnover by Level of Education 2015 Singapore Computer Society. All Rights Reserved. 3 P a g e

7 d. ICT professionals with 4-7 years of on-the-job experience are at higher risk of turnover (38%) compared to the other groups % 31% 31% 38% 35% 21% 41% 22% 35% 48% 38% 29% 35% 0-3 years 4-7 years 8-11 years years 16 years and up Figure 3: Turnover by Job Experience e. Turnover intentions differ across the types of organization. ICT professionals in local firms (31%) and non-profit organizations (31%) hold higher intentions of turnover compared to ICT professionals in multinational corporations (18%) % 31% 18% 24% 31% 26% % 26% 47% 24% 33% % 35% 46% 45% 41% Start-up Company Local Firm Multinational Corporation Public-Sector Organization Non-Profit Organization Others Figure 4: Turnover by Type of Organization 2015 Singapore Computer Society. All Rights Reserved. 4 P a g e

8 f. Turnover intentions differ across industries. ICT professionals in financial services (56%), ICT services (35%) and health and social services (33%) reported higher turnover intentions as compared to ICT professionals in other industries % 25% ICT Services 25% 25% 49% ICT Software Development 16% 1 33% 26% 33% 28% 58% 57% 38% ICT Others Health and Public Social Services Administration Disaree Neutral Agree Defence 56% 31% 14% Financial Services 26% 31% 43% Others Figure 5: Turnover by Industries/Sectors g. Turnover intentions have remained stable (average 31%) from 2009 to % 32% 32% 34% % 29% 25% 27% 41% 39% 43% 39% Figure 6: Turnover Intentions ( ) 2015 Singapore Computer Society. All Rights Reserved. 5 P a g e

9 h. About 1 in 5 (17%) ICT professionals reported intentions to leave the ICT profession. 22% 17% 61% Disagree Neutral Agree Figure 7: Turnaway Intentions i. Diploma holders reported the highest intention of leaving the ICT profession () % 11% 1 45% 18% 24% 27% 4% 35% 55% 68% 59% 66% 54% 61% Doctorate Masters Postgraduate Diploma Bachelors Diploma Others Figure 8: Turnaway Intentions by Level of Education j. ICT professionals turnaway intentions differ across different levels of job experience. ICT professionals with 4-7 years of job experience (1) reported the lowest intention of leaving the ICT profession % 1 11% 14% 12% 33% 18% 32% 24% 19% 54% 72% 57% 62% 69% 0-3 years 4-7 years 8-11 years years 16 years and up Figure 9: Turnaway Intentions by Job Experience 2015 Singapore Computer Society. All Rights Reserved. 6 P a g e

10 k. ICT professionals in start-up size organizations reported the highest intentions to turnaway (33%) % 12% 23% 33% 22% 69% 65% 44% Small-Medium Organization Large Start-Up Figure 10: Turnaway Intentions by Size of Organization l. Turnaway intentions have remained stable (average 21%) from 2009 to % 26% 17% % 23% 22% % 51% 61% Figure 11: Turnaway Intentions ( ) 2015 Singapore Computer Society. All Rights Reserved. 7 P a g e

11 Job Satisfaction a. About 2 in 3 (67%) ICT professionals reported being satisfied with their jobs. 12% 67% 21% Figure 12: Job Satisfaction b. ICT professionals who have attained Masters degree reported the highest level of job satisfaction (7) with their jobs as compared to other ICT professionals with other degrees % 7 56% 58% 51% 54% 25% 27% 26% 38% 24% 18% 1 14% 16% 8% Doctorate Masters Postgraduate Bachelors Diploma Others Diploma Figure 13: Job Satisfaction by Level of Education c. Job satisfaction levels increases with increasing job experience % 49% 65% 61% 63% 6 27% 25% 26% 22% 24% % 15% 0-3 years 4-7 years 8-11 years years 15 years and up Figure 14: Job Satisfaction by ICT Job Experience 2015 Singapore Computer Society. All Rights Reserved. 8 P a g e

12 d. ICT professionals levels of job satisfaction differed across industries and sectors. ICT professionals in the ICT sector, generally, reported higher job satisfaction compared to ICT professionals in the non-ict sectors. Amongst the non-ict sectors, more ICT professionals in public administration and defence (63%) and in health and social services (56%) sectors reported being satisfied with their jobs compared to other non-ict sectors % 64% 72% 56% 63% 44% 59% % 17% ICT Services 28% 8% 8% ICT Software Development ICT Others 23% 21% 24% 12% Health and Public Social Services Administration Defence 28% 28% Financial Services 29% 12% Others Figure 15: Job Satisfaction by Industries/Sectors e. Job satisfaction levels have remained generally stable (average 64%) from 2009 to % 66% 63% 67% 5 23% 24% 22% 21% % 15% 12% Figure 16: Job Satisfaction ( ) 2015 Singapore Computer Society. All Rights Reserved. 9 P a g e

13 Affective Organisational Commitment a. About 1 in 2 (52%) ICT professionals surveyed are committed to their organizations. 16% 52% 32% Disagree Neutral Agree Figure 17: Affective Commitment b. ICT professionals levels of commitment to their organization increases with level of education. ICT professionals who have attained post-graduate degrees reported higher levels of commitment to their organization compared to ICT professionals with bachelor s or lower education levels % 9% 36% 48% 48% 33% 65% 19% 22% 25% Doctorate Masters Postgraduate Diploma 11% 15% 68% 17% 17% 53% 1 Bachelors Diploma Others Figure 18: Affective Commitment by Level of Education 2015 Singapore Computer Society. All Rights Reserved. 10 P a g e

14 c. ICT professionals in start-ups (44%) reported higher levels of organizational commitment compared to ICT professionals in small-medium and large organizations % 44% 32% 38% 44% 28% 21% 12% Small-Medium Organization Large Start-Up Figure 19: Affective Commitment by Size of Organization Affective Professional Commitment a. About 1 in 2 (5) ICT professionals surveyed are committed to a career in ICT. 5 Figure 20: Affective Professional Commitment 2015 Singapore Computer Society. All Rights Reserved. 11 P a g e

15 b. Those who have attained post-graduate qualifications (with the exception of those with Doctorates), reported higher levels of professional commitment compared to ICT professionals with graduate or lower levels of education % 9% 36% 43% 44% 34% 41% 17% 15% Doctorate Masters Postgraduate Diploma 34% 32% 39% 36% 42% 22% 23% 25% 18% Bachelors Diploma Others Figure 21: Affective Professional Commitment by Level of Education Work Engagement Work engagement refers to the persistent and fulfilling work-related state of mind that is characterized by vigor, dedication and absorption 1. Vigor is characterized by high levels of energy and mental resilience while working and the willingness to invest effort in one s work. Dedication refers to being strongly involved in one s work and experiencing a sense of significance, enthusiasm, inspiration, pride and challenge. Absorption is characterized by being fully concentrated and happily engrossed in one s work. a. About 3 in 5 (62%) ICT professionals are engaged with their work. I. Vigor: About 3 in 5 (59%) ICT professionals reported willingness to invest effort into their work and preserve when faced with difficulties on the job. II. Dedication: About 3 in 5 (65%) ICT professionals are dedicated and strongly involved in their jobs. III. Absorption: About 3 in 5 (63%) ICT professionals are fully engrossed and concentrated on their jobs. 1 Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness studies, 3(1), Singapore Computer Society. All Rights Reserved. 12 P a g e

16 % 28% 65% 63% 62% 25% 26% 27% 13% 11% 11% 11% Vigor Dedication Absorption Overall Work Engagement Figure 22: Work Engagement b. ICT professionals who are engaged with their work are at a lower risk of turnover. About 6 in 10 ICT professionals (57%) who were not engaged (i.e. Low Engagement) with their work intended to turnover. Comparatively, about 2 in 10 of ICT professionals () who were engaged (i.e. High Engagement) with their work intended to turnover. Low Engagement 12% Neutral High Engagement 57% 31% 23% 21% 56% 13% 67% Turnover Disagree Neutral Agree Figure 23: Work Engagement by Turnover Intentions c. ICT professionals who are engaged with their work are at a lower risk of turnaway. About 3 in 10 of ICT professionals () who were not engaged (i.e. Low Engagement) with their work intended to turnaway from the ICT profession. Comparatively, about 2 in 10 ICT professionals () who were engaged (i.e. High Engagement) with their work intended to turnaway Singapore Computer Society. All Rights Reserved. 13 P a g e

17 Low Engagement Neutral High Engagement % 17% 58% 13% 67% Turnaway Disagree Neutral Agree Figure 24: Work Engagement by Turnaway Intentions d. ICT professionals level of work engagement increases across age groups % 41% 41% 43% 44% 54% 5 73% 71% 12% 20 years and below 41% 45% 39% 33% 18% >20-25 years 14% >25-30 years 18% >30-35 years 23% >35-40 years 29% 33% 17% 17% >40-45 years >45-50 years Figure 25: Work Engagement by Age Groups 7% above 50 years Agree Neutral Disagre 2015 Singapore Computer Society. All Rights Reserved. 14 P a g e

18 e. Work engagement increases with job experience % 45% 49% 51% 49% 38% 41% 34% 29% 21% 15% 15% 17% 4% 0-3 years 4-7 years 8-11 years years 16 years and up Figure 26: Work Engagement by Job Experience f. ICT professionals in multinational corporations (53%) reported higher levels of work engagement compared to ICT professionals in start-ups and non-profit organizations % 59% 49% 53% 48% 41% 37% 36% 38% 12% 13% 17% 16% 21% Start-up Company Local Firms Multinational Corporation Public Sector Non-profit Figure 27: Work Engagement by Type of Organization Organizational Climate An organizational climate for professional development is characterized by updating climate, updating support, updating rewards, information exchange, supervisor support for updating and innovation policy 2. Updating climate refers to the degree to which the organization promotes technical updating. Updating support refers to the degree to which the organization provides supports and resources for professional development and updating. Updating rewards is the degree to which the organization rewards up-to-date employees. 2 Kozlowski, S. 1., & Hults, B. M. (1987). An exploration of climates for technical updating and performance. Personnel psychology, 40(3), Singapore Computer Society. All Rights Reserved. 15 P a g e

19 Information exchange refers to the degree to which the organization allows the sharing of information and work-related ideas. Supervisor support for updating is the degree to which supervisors and superiors within the organization provide support, in the form of resources and encouragement, needed for professional development. Innovation policy captures the degree to which the organization focuses and places premium on technical competence and innovation. a. About 1 in 2 (48%) ICT professionals reported of a healthy organizational climate that promotes and facilitates professional development in their organizations. 48% 21% 31% Disagree Neutral Agree Figure 28: Organizational Climate b. On the dimensions of organizational climate for professional development: I. Updating Climate: About 1 in 2 (56%) ICT professionals reported of an organizational climate that promotes updating. II. III. IV. Updating Support: About 2 in 5 (46%) ICT professionals reported that their organizations provide support and resources for professional development. Updating Rewards: About 2 in 5 (43%) ICT professionals reported that their organizations reward those who possess up-to-date technical skills and knowledge. Information Exchange: About 3 in 5 (58%) ICT professionals reported that their organizations climate encourage sharing of information and ideas. V. Supervisor Support for Updating: About 1 in 2 (49%) ICT professionals reported that supervisors provide support and encouragement for professional development. VI. Innovation Policy: About 2 in 5 (41%) ICT professionals reported of an organizational climate that focuses on technical competence and knowledge to bring about innovation Singapore Computer Society. All Rights Reserved. 16 P a g e

20 % 29% 15% Updating Climate 46% 43% 33% 24% 24% Updating Support Updating Rewards 58% 13% Information Exchange 49% 29% 41% 36% 22% 23% Supervisor Support for Updating Innovation Policy Figure 29: Organizational Climate for Professional Development Agree Neutral Disagree c. Organizational climate for professional development differ across industries. In general, more ICT professionals in the ICT sector reported that their organizations support professional development compared to ICT professionals in non-ict sectors % 39% 27% ICT Services 43% 49% 17% 21% ICT Software Development 14% 47% 24% 45% 31% ICT others Health and Public Social Services Administration Defence Dsiagree Neutral Agree 11% 44% 44% Financial Services 24% 46% Others Figure 30: Organizational Climate by Industries/Sectors 2015 Singapore Computer Society. All Rights Reserved. 17 P a g e

21 Job Autonomy a. About 2 in 3 (65%) ICT professionals reported of freedom and independence in performing their work duties. 12% 65% 23% Figure 31: Job Autonomy Nature of Job a. The nature of the current job of ICT Professionals is largely managerial () and technical (31%). b. The nature of the preferred ICT job of ICT students is largely managerial (27%) and technical (27%). Table 3: Nature of Job Nature of Job ICT Professionals Current Job ICT Students Preferred Job Managerial 27% Technical 31% 27% Functional 26% 23% Creative 3% 23% Competencies Most Required in Current Role a. CIOs reported that they need business and interpersonal skills in their current job. b. Respondents in ICT project management roles reported that they currently require interpersonal and business skills. c. Respondents in ICT management roles reported that they currently require interpersonal and technical skills. d. Respondents in ICT sales and marketing roles reported that they currently require business and technical skills. e. Respondents in system development roles reported that they currently require technical and business skills Singapore Computer Society. All Rights Reserved. 18 P a g e

22 f. Respondents in ICT services and support roles reported that they currently require technical and interpersonal skills. Table 4: Rank of Skills Required in Current Job By Job Role Technical Business Industry Interpersonal CIO ICT Project management IT management IT sales and marketing System development IT services Others Competency Most Required for Progression to Next Level a. CIOs reported that the skills most needed for progression to the next level are business skills and interpersonal skills. b. Respondents in ICT project management roles reported that interpersonal and business skills are required for progression to the next level. c. Respondents in ICT management roles reported that interpersonal and business skills are required for progression to the next level. d. Respondents in ICT sales and marketing roles reported that business and interpersonal skills are required for progression to the next level. e. Respondents in system development roles reported that interpersonal, business skills and technical skills are required for progression to the next level. f. Respondents in ICT services and support roles reported that technical and business skills are required for progression to the next level. Table 5: Rank of Skills for Progression to the Next Level Technical Business Industry Interpersonal CIO ICT Project management ICT management ICT sales and marketing System development ICT services Others Singapore Computer Society. All Rights Reserved. 19 P a g e

23 Factors that Determine Salary and Performance Ratings in the ICT Profession a. Managerial skills are the primary determinant of salary and performance ratings in all job roles, except ICT services. Respondents in ICT services reported that technical skills are the primary determinant of their salary and performance ratings. Table 6: Rank of Skills that Determine Salary and Performance Ratings Managerial Technical Software Functional CIO ICT Project management ICT management ICT sales and marketing System development ICT services Others Job Preferences a. ICT professionals prefer ICT service manager, ICT project manager roles. b. Both university and polytechnic ICT students prefer software and application developer roles. Table 7: Job Role Preferences of ICT Professionals and ICT Students Job Roles ICT Professionals ICT Students (Preferred) Current Preferred University Polytechnic ICT Management (e.g. CIO, IT service manager/project manager, software/applications manager, network and communications manager) 45% 47% 27% 19% ICT Systems Development (systems analyst, software/application/website/ mobile/social media/multimedia/games developer & designer ICT Infrastructure/Operations (e.g. Network/servers/database administrators, IT operations roles, IT testing/quality assurance specialist) Other ICT Job Roles (e.g. Infocomm trainer/educator, data analyst/scientist, IT marketing and sales) 19% 21% 44% 47% 14% 13% 26% 23% 19% 5% 14% 2015 Singapore Computer Society. All Rights Reserved. 20 P a g e

24 c. Both ICT professionals and ICT students prefer to be employed by multinational corporations. Table 8: Job Preferences by Organization Type ICT Professionals ICT Students (Preferred) Current Preferred University Polytechnic Multinational Corporation 51% 55% 39% Public Administration 29% 4% 13% 16% Local Firm 27% 25% 11% 15% Start-ups 5% 5% 17% 19% Others (e.g. non-profits) 9% 15% 4% 11% ICT Students Choice of Study a. About 4 in 5 (8) of ICT students in universities reported that the ICT programme they are currently enrolled in was their first choice. b. In contrast, about 3 in 5 (56%) of ICT students in the polytechnic reported that the ICT programme they are currently enrolled in was their first choice. Where the ICT programme was not their first choice of study (44%), 2 in 5 of these students chose an ICT programme as one of their three top choices. Figure 32: ICT as First Choice of Study 2015 Singapore Computer Society. All Rights Reserved. 21 P a g e

25 Thoughts on ICT Course a. About 7 in 10 (67%) polytechnic ICT students reported that an ICT qualification would equip them with the necessary skills and knowledge for an ICT career. b. About 2 in 3 (64%) polytechnic ICT students reported that sessions with experienced ICT practitioners would enrich the course. c. About 3 in 5 (57%) polytechnic ICT students reported that ICT lecturers in their respective institutions are highly regarded. d. About 2 in 5 (43%) polytechnic ICT students reported that requirements to pursue ICT programmes are stringent. e. About 1 in 4 (23%) polytechnic ICT students reported disinterest in their ICT courses. An ICT qualification would equip me with relevant skills for an ICT career. 6% 28% 67% ICT courses do not interest me. 44% 33% 23% Sharing by experienced ICT professionals would enrich an ICT course. 6% 64% ICT lecturers in my educational institution are highly regarded. 6% 37% 57% ICT programmes have stringent entry requirements. 12% 45% 43% Figure 33: Thoughts on ICT Course (Polytechnic) f. About 4 in 5 (81%) university ICT students reported an ICT qualification would equip them with the necessary skills and knowledge for an ICT career. g. About 4 in 5 (8) university ICT students reported that sessions with experienced ICT practitioners would enrich the course. h. About 7 in 10 (69%) university ICT students reported that ICT lecturers in their respective institutions are highly regarded. i. About 1 in 2 (47%) university ICT students reported that requirements to pursue ICT programmes are stringent. j. About 1 in 5 (15%) university ICT students reported disinterest in their ICT courses 2015 Singapore Computer Society. All Rights Reserved. 22 P a g e

26 An ICT qualification would equip me with the relevant skills for an ICT career. 4% 15% 81% ICT courses do not interest me. 65% 15% Sharing by experienced ICT professionals would enrich an ICT course. 4% 16% 8 ICT lecturers in my educational institution are highly regarded. 8% 23% 69% ICT programmes have stringent entry requirements. 22% 31% 47% Figure 34: Thoughts on ICT Course (University) ICT Training Satisfaction a. About 1 in 2 (54%) polytechnic ICT students reported that they are satisfied with the level of ICT training they receive in school. 6 54% 5 31% Disagree Neutral 15% Agree 1 Figure 35: Satisfaction with ICT training (Polytechnic) b. About 2 in 3 (66%) university ICT students reported that they are satisfied with the level of ICT training they receive in school Singapore Computer Society. All Rights Reserved. 23 P a g e

27 7 66% % 23% Disagree Neutral Agree Figure 36: Satisfaction with ICT Training (University) Sources of ICT Career Information a. Word of mouth and face-to-face events are among the top three sources of career information for both ICT polytechnic and university students. b. Polytechnic students prefer social media as one of their top three sources of career information while university students prefer salary surveys as a top sources. Figure 37: Sources of Career Information Career Destination After Graduation a. After graduating from an ICT programme, 2 in 3 ICT polytechnic students (67%) are likely to pursue further education; with the remaining (34%) intending to join the workforce. b. After graduating from an ICT programme, 4 in 5 ICT university students (82%) intend to join the workforce; with the remaining (18%) intending to pursue further studies Singapore Computer Society. All Rights Reserved. 24 P a g e

28 Figure 38: Career Destination after Graduation Awareness of National Initiatives a. About 1 in 2 ICT professionals surveyed are aware of the National Infocomm Competency Framework (NICF). b. About 1 in 5 ICT students surveyed are aware of the National Infocomm Competency Framework (NICF). 47% 28% Unaware Neutral Aware 25% Figure 39: Awareness of National Infocomm Initiatives (ICT Professionals) 2015 Singapore Computer Society. All Rights Reserved. 25 P a g e

29 19% 61% Unaware Neutral Aware Figure 40: Awareness of National Infocomm Initiatives (ICT Students) 1.3 Major Implications Arising from the Findings The findings from this study have several implications for ICT professionals and ICT students in Singapore. ICT Professionals This survey finds that: 1. Turnaway intention has dropped to 17% in 2014; down from 26% in Turnover intentions remain stable at about 34% (with an average 31% from 2009 to 2014). 3. Job satisfaction has increased by 4% to 67% in 2014; up from 63% in The above survey findings are supported by several factors that facilitate the attraction and retention of ICT professionals. 1. ICT professionals reported that the salaries in, career advancement within, and prestige of the ICT profession attracts and retains ICT professionals in the profession. 2. We find that ICT professionals in the ICT sector reported higher levels of job satisfaction and job autonomy compared to ICT professionals in the non-ict sectors. 3. There is consensus that softer skills are required for progression to next level. 4. Employers of ICT professionals are reported to provide a supportive climate for professional development in technical and non-technical competencies. By contrast, this survey finds several factors that hinder the attraction and retention of ICT professionals. 1. There appears to be a declining sense of commitment to organization over time Singapore Computer Society. All Rights Reserved. 26 P a g e

30 2. Organizational commitment levels are higher in ICT professionals within the ICT sector compared to levels within non-ict sectors. 3. ICT professionals reported they are less engaged with their organizations compared to overall global averages on organizational engagement scores. 4. Work-life balance remains a retention factor for ICT professionals. Taken together, the results suggest several recommendations that employers of IT talent, professional organizations and national agencies might consider: 1. Highlighting these positive perceptions at career fairs to attract fresh talent into the profession. 2. Raise awareness or advertise career advancement opportunities through media channels. For example, regularly highlighting career narratives of successful IT managers and IT technical experts. 3. Actively benchmark ICT salaries within the IT labor market as well as against other science, technology and engineering labor markets. This survey highlights that students, particularly university students, utilize salary surveys in career related decisions and in choices of programme enrollment. 4. Implement practices, such as telecommuting and flexi-time, that are known to facilitate work-life balance. 5. The factors above that hinder attraction and retention vary in their influence by industry sectors. For example, there is no available study that we know of that examines healthy levels of attrition within organizations and professions for the local labor market. As such, additional research is required to examine sectorial influences on attraction and retention and to ascertain appropriate levels of turnover. ICT Students This survey finds that: 1. About 7 of the students are satisfied with their ICT training. 2. About 74% of the students surveyed agreed that an ICT qualification would equip them with the necessary skills and knowledge for an ICT career 3. Upon graduation from their institutes of higher learning, about 67% of polytechnic ICT students intend to pursue higher education and 82% of university ICT students intend to join the workforce. The above survey findings are supported by several factors that facilitate the attraction and retention of students into ICT educational programmes and the ICT workforce Singapore Computer Society. All Rights Reserved. 27 P a g e

31 1. ICT students reported that the salaries in the profession, career advancement within, rate of change in Infocomm work other than technologies and prestige of the ICT profession attract and retain ICT students in the profession. 2. ICT students top choices for such career information are word of mouth, social media, and salary surveys. 3. ICT students chose to enroll in ICT programmes because of interest in the discipline and that a career in ICT provides the opportunity to work in varied areas. However, about a quarter of the ICT students in polytechnics are enrolled in ICT courses not by choice. 4. There is a strong preference for ICT design and development roles. Taken together, the results suggest several recommendations that educational institutions, professional organizations and national agencies might consider: 1. Career counsellors and educators should be aware that ICT students seek opportunities to be a change agent. The rise of big data and its applications to solve a range of problems from individual to societal could be highlighted to students interested in an ICT career. 2. Structural issues in course placement at polytechnics have implications on the costs of ICT human capital development. The lack of interest in ICT courses tends to lower satisfaction with ICT training and workforce conversion. Our data estimates a 41% leakage out of ICT after graduation. This leakage may contribute to a reduction in IT talent in areas such as games design and development Singapore Computer Society. All Rights Reserved. 28 P a g e