Tag Archives: Workforce Trends

ManpowerGroup’s perspective on the BLS’ Employment Situation Report

Weak Demand for Companies’ Core Products and Services Contributes to Slow Jobs Growth

ManpowerGroup Warns Skills are at Risk of Becoming Antiquated as Job Seekers Face Long-term Structural Unemployment

… slow demand for products and services coupled with ongoing talent mismatches are continuing to hamper the labor market, as the U.S. Bureau of Labor Statistics revealed the overall July unemployment rate fell slightly to 9.1 percent and 117,000 private sector jobs were created during the month. 
 
Finding people with the right skills is extremely challenging, and employers are unwilling to compromise while demand remains sluggish,” said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO.

Measuring Employee Engagement

Trending seems to be the new buzz word. Today on Twitter, Mischief Managed, Mrs. Wesley, the British Open and Thanking God are all trending. In the world of work, Employee Engagement is definitely trending. 

In a previous position, I managed a large department of 44 people. At one point I had recently promoted members of the team to supervisory positions. Wanting to measure the level of communication and presentation of clear objectives, I sent a survey to all team members soliciting their feedback.  I was pleasantly surprised by the responses (which thankfully meant that I was clearly communicating with my new leadership team – whew).  

If you haven’t solicited feedback from your staff in a while, here are 12 questions  to spark a conversation.  Right Management also has a white paper called How do you engage with, retain and motivate employees? But remember, these kind of questions  can do more harm than good if you don’t take action on any deficiencies that might be uncovered.   

 

Manpower Employment Outlook Survey

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 press@na.manpower.com.

Working Mom’s Feel the Pressure

pew working moms

According to recent Pew Research study women now make up almost half of the U.S. labor force, up from 38% in 1970. This nearly 40-year trend has been fueled by a broad public consensus about the changing role of women in society. A solid majority of Americans (75%) reject the idea that women should return to their traditional roles in society, and most believe that both husband and wife should contribute to the family income.

But in spite of these long-term changes in behaviors and attitudes, many women remain conflicted about the competing roles they play at work and at home. Working mothers in particular are ambivalent about whether full-time work is the best thing for them or their children; they feel the tug of family much more acutely than do working fathers. As a result, most working mothers find themselves in a situation that they say is less than ideal.

They’re also more likely than either at-home moms or working dads to feel as if there just isn’t enough time in the day. Four-in-ten say they always feel rushed, compared with a quarter of the other two groups. But despite these pressures and conflicts, working moms, overall, are as likely as at-home moms and working dads to say they’re happy with their lives.

Whether women work outside the home or not, family responsibilities have a clear impact on the key life choices they make. Roughly three-in-ten women who are not currently employed (27%) say family duties keep them from working. And family appears to be one of the key reasons that many do not break through the “glass ceiling” to the top ranks of management — that’s the view, anyway, of about a third of the public.

Stabilizing Your Workforce Amid Layoffs

balancingact

If you look at the United States, the total number of mass layoff events was more than 23,000 in 2008, involving nearly 2.4 million individuals. In the United Kingdom, unemployment levels rose by 530,000 people over the three quarters beginning in July 2008. Some of the world’s leading companies are trimming their workforces due to the economic pressures of what we are now told by our elected leaders is a “deep” recession.

Indeed, a great number of companies are facing this challenge, but those with effective leadership are faring much better. So how can leaders stabilize the workforce to ensure that the inherent uncertainty in today’s environment and associated redundancies at their own companies aren’t divisive and disrupt business as usual? Businesses need to understand what it is that employees look for from their leaders, whether that be the senior team or the line manager.

Between 2005 and 2008, as part of a comprehensive study about why people follow leaders, Gallup collected information from more than 10,000 national adults (aged 18 and over) to obtain their opinions about leadership and why they follow. This research formed part of our larger study on leadership, including more than 20,000 in-depth interviews with leaders, behavioral research data from more than 1 million work teams, and polling results from 50 years of research.

In our follower study, respondents were asked to name the leader who has the most positive influence in their daily life. The word positive was included to ensure that we were not studying leaders who have a predominantly negative influence. Then they were asked to list three words that best describe what that leader contributes to their life.

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What are the Most Prestigious Jobs? – 2009 Survey

Every year at this time, The Harris Poll asks whether an occupation can be considered to have very great prestige or hardly any prestige at all. This year there are some changes as well as some stability in what occupations are considered prestigious and what ones are not.

These are some of the results of a nationwide telephone survey conducted by Harris Interactive among 1,010 U.S. adults between July 8 and 13, 2008.

Most Prestigious Occupations

The occupations at the top of the list are:

 Firefighter (62% say “very great prestige”),

 Scientist (57%),

 Doctor (56%),

 Nurse (54%),

 Teacher (51%), and

 Military officer (51%).

Least Prestigious Occupations

Looking at the other side of the list, only 15% or fewer adults regard the following occupations as having very great prestige:

 Real estate agent/broker (5%),

 Accountant (11%),

 Stock broker (13%),

 Actor (15%).

Substantial majorities of adults (from 65% to 80%) believe that these occupations have “hardly any” or only “some” prestige. Additionally, several occupations are regarded as “very prestigious” by more people this year than they were last year:

 Business executive, up six points to 23%,

 Military office, up five points to 51%, and

 Firefighter, up five points to 62%.

However, even with this improvement, business executives are still near the bottom of the list with 62% of Americans saying they have only some prestige or hardly any prestige at all. Two occupations lost four or more points since last year:

 Farmers, down five points to 36%,

 Accountant, down four points to 11%.

Prestigious Jobs Chart 2009

Click picture to enlarge.

So what do you think? Did the survey get it right?

Top 25 Declining Jobs

This is as of January 2009.

top-25-declining-jobs