Weak Demand for Companies’ Core Products and Services Contributes to Slow Jobs Growth
Category Archives: Workforce News
Strong Job Market Expected for Iowa
June 14, 2011 – Employers inIowa expect to hire at a healthy pace during the third quarter of 2011, according to the Manpower Employment Outlook Survey.
From July to September, 23% of the companies interviewed plan to hire more employees, while 8% expect to reduce their payrolls. Another 66% expect to maintain their current staff levels and 3% are not certain of their hiring plans. This yields a Net Employment Outlook* of 15%.
“The Quarter 3 2011 survey results point toward improved hiring plans compared to Quarter 2 2011 when the Net Employment Outlook was 10%,” said Manpower spokesperson Sunny Ackerman. “Compared to one year ago when the Net Employment Outlook was 19%, employers are less confident about their staffing plans.”
For the coming quarter, job prospects appear best in Construction, Durable and Non-Durable Goods Manufacturing, Transportation & Utilities, Wholesale & Retail Trade, Information, Professional & Business Services, Leisure & Hospitality and Other Services. Employers in Financial Activities and Education & Health Services plan to reduce staffing levels, while hiring in Government is expected to remain unchanged.
Manpower Employment Outlook Survey Results for the United States
Of the more than 18,000 employers surveyed in the United States, 20% anticipate an increase in staff levels in their Quarter 3 2011 hiring plans, while 8% expect a decrease in payrolls, resulting in a Net Employment Outlook of +12%. When seasonally adjusted, the Net Employment Outlook becomes +8%. Sixty-nine percent of employers expect no change in their hiring plans. The remaining 3% of employers indicate they are undecided about their hiring intentions.
To view results for Metropolitan Statistical areas surveyed within Iowa, visit http://press.manpower.com.
The next Manpower Employment Outlook Survey will be released on September 13, 2011 to report hiring expectations for Quarter 4 2011.
About the Survey
The Manpower Employment Outlook Survey is conducted quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforces during the next quarter. The Manpower Employment Outlook Survey’sUnited Statesresults are based on interviews with 18,000 employers located in the 50 states, theDistrict of ColumbiaandPuerto Rico, which includes the largest 100 Metropolitan Statistical Areas based on number of business establishments. The mix of industries within the survey follows the North American Industry Classification System Supersectors and is structured to be representative of theU.S.economy.
The complete results of the national Manpower Employment Outlook Survey can be found in the Press Room of our website at http://press.manpower.com. There you will also find the results for the 100 Metropolitan Statistical Areas surveyed, the 50 states, theDistrict of ColumbiaandPuerto Rico. Questions can be directed to email@example.com.
Mild Job Market Expected for Des Moines-West Des Moines, IA MSA
March 8, 2011 – Des Moines-West Des Moines, IA MSA employers expect to hire at a conservative pace during Quarter 2 2011, according to the Manpower Employment Outlook Survey. Among survey participants, the Des Moines-West Des Moines, IA MSA employment outlook is one of the weakest in the nation.
From April to June, 12% of the companies interviewed plan to hire more employees, while 11% expects to cut staff. Another 76% expect to maintain their current staff levels and 1% are not certain of their hiring plans. This yields a Net Employment Outlook* of 1%.
“Employers are similarly confident about hiring plans for the second quarter of 2011 compared to Quarter 1 when the Net Employment Outlook was 2%,” said Manpower spokesperson Karen Miller. “Employers foresee weaker staffing plans compared with one year ago, when the Net Employment Outlook was 8%.
Summary of Results for Des Moines-West Des Moines, IA MSA
For the coming quarter, job prospects appear best in Non-Durable Goods Manufacturing, Transportation & Utilities, Information, Professional & Business Services, Leisure & Hospitality and Other Services. Employers in Construction, Durable Goods Manufacturing, Wholesale & Retail Trade, Education & Health Services and Government plan to reduce staffing levels, while Financial Activities employers report no change in hiring sentiment.
Of the more than 18,000 employers surveyed in the United States, 16% anticipate an increase in staff levels in their Quarter 2 2011 hiring plans, while 6% expect a decrease in payrolls, resulting in a Net Employment Outlook of +10%. When seasonally adjusted, the Net Employment Outlook becomes +8%. Seventy-four percent of employers expect no change in their hiring plans. The remaining 4% of employers indicate they are undecided about their hiring intentions.
The next Manpower Employment Outlook Survey will be released on June 14, 2011 to report hiring expectations for Quarter 3 2011.
About the Survey
Manpower Inc., an innovative workforce solutions company, releases the global Manpower Employment Outlook Survey quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforce during the next quarter. The Manpower Employment Outlook Survey’s United States results are based on interviews with 18,000 employers located in the 50 states, the District of Columbia and Puerto Rico, which includes the largest 100 Metropolitan Statistical Areas based on number of business establishments. The mix of industries within the survey follows the North American Industry Classification System Supersectors and is structured to be representative of the U.S. economy.
The complete results of the national Manpower Employment Outlook Survey can be found in the Press Room of our website at http://press.manpower.com. There you will also find the results for the 100 Metropolitan Statistical Areas surveyed, the 50 states, the District of Columbia and Puerto Rico. Questions can be directed to firstname.lastname@example.org.
Temporary workers employed through agencies earn higher hourly wages, are better educated than traditionally employed workers and move quickly between temporary and traditional jobs, according to a study announced today by the University of Florida.
“There has been concern by some advocacy groups that the temporary help industry is creating an entire class of people who are churning through temporary-help jobs and can’t escape from that cycle,” Sarah Hamersma, University of Florida economist and lead author of the study, said in a press release. “We find no reason to believe that a large number of temp workers are ‘stuck’ in a secondary labor market.”
Hamersma and Carolyn Heinrich, a University of Wisconsin public affairs professor, studied occupational records, wages and earnings for 5,877 Wisconsin workers between 1995 and 2004.
Of 3,964 employees who held at least one temporary job, 3,947 held a permanent job at some time in those 10 years, according to Hamersma. In an analysis of a subsample over a four-month period, three-fourths of those in temporary jobs moved into traditional jobs and only 23% took another temporary job.
Temporary employees received about 15% more in pay per hour than traditional employees, according to Hamersma. However, quarterly earnings tend to be lower for temporary workers.
“We learned that the shorter duration of temporary jobs means the employees work fewer hours, which translates into lower quarterly earnings than for traditional employees, but they actually end up getting paid more for the hours that they do work,” she said.
The findings in the study were presented in November at the annual meeting of the Association for Public Policy Analysis and Management in Washington DC.
The types of video games you play may affect your performance at school, work, or other activities, according to Wheaton College psychology professor Rolf Nelson.
Playing an adrenaline-pumping action game for an hour before doing your homework or tackling a task at work could help you finish the assignment quickly–but with lots of mistakes. Playing a strategy game, on the other hand, will yield more-accurate work, but at the cost of speed, observes Nelson.
In his study, published with co-author Ian Strachan in the journal PERCEPTION, Nelson tested subjects playing either a fast-action video game (Unreal Tournament) or a puzzle-solving video game (Portal).
“While there has been a great deal of [research] focused on performance differences between non-video-game players and avid video-game players, we were interested in looking at the effects of playing different types
of video games,” Nelson says. “Results convincingly demonstrate a priming effect for two different types of video games.”
Click here to see the full report.
As a cable-television installer in Massachusetts, Fritz Elienberg drove a van and wore a shirt emblazoned with “Comcast.” He installed equipment from Comcast Corp., and customers paid the cable provider for his work.
Mr. Elienberg wasn’t a Comcast employee, but a so-called independent contractor working for a separate company. This month, Mr. Elienberg sued both companies, for allegedly depriving him and other contractors of overtime pay and benefits by not considering them employees.
The case highlights a perennial issue for employers that is gaining new prominence during the recession. Lawyers say employers are trying to avoid hiring full-time employees by tapping contractors, as workers seeking better pay and benefits turn to the courts. Employment law firm Ogletree, Deakins, Nash, Smoak & Stewart PC has seen a 13% rise in misclassification claims this year, compared with the same period in 2008, attorneys estimate.
Meanwhile, revenue-strapped government agencies are cracking down, seeking unpaid taxes. Last month, the Internal Revenue Service said it will audit 6,000 random U.S. employers beginning in February, marking its first attempt since 1984 to quantify how many employers misclassify workers.
Employee, or Contractor?
The Internal Revenue Service considers three types of factors to determine if a worker is an employee or independent contractor:
- Behavioral: Does the employer dictate how the work is done?
- Financial: Does the employer provide tools? Does it pay by the job or the hour?
- Relationship: Is the work ‘key’ to the employer’s business?
Source: Internal Revenue Service
Once IT spending begins again , companies in need of tech workers will likely turn first to consultants and outsourcing companies before they take on full-time staff. Whether this decision contributes to what’s often called a “jobless recovery” will depend on where the work is going — onshore or offshore.
This view is gleaned from surveys and analysts trying to understand what’s next for tech job market. In the hunt for clues about the future, some of the best evidence about what’s head may be with companies yhat are already doing well. Take Cognizant Technology Solutions Corp., for instance.
It’s been a miserable year for many IT companies, but Cognizant, in its most recent quarter, reported a revenue gain of 13% to $776.6 million, boon growth for most companies. One reason for this can be explained by one of its customers, Emmaus, Penn.-based Rodale Inc., publisher of Prevention, Men’s Health, and Women’s Health magazines.
By hiring Cognizant, Rodale CIO Ken Citron was able to cut costs for infrastructure, hardware, help desks and networks by 15% on annual basis. The IT savings was achieved, in part, because Cognizant remotely manages some of the systems offshore.
About three quarters of Rodale’s IT infrastructure employees became Cognizant employees, and the remaining either received severance or moved into some other role . While Rodale didn’t want to disclose the number of employees affected by the change, Citron said the change is allowing the compay to focus on its core needs, especially its customer-facing applications and services.