Tag Archives: World of Work

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.

Manpower Inc. Identifies Four Mega Trends

Manpower Inc. is a strategic partner of the 40th World Economic Forum Annual Meeting, held in Davos, Switzerland this week. At the Forum, key Manpower Inc. executives are participating in discussions around a slate of topics ranging from global commonalities to gender parity to the future of employment to social networking.

In conjunction with the Forum, Manpower Inc. released information identifying four Mega Trends which are transforming and accelerating the world of work. They are:

  • The Talent Mismatch is deepening as the working age population declines and the nature of work changes. These significant shifts in talent supply are transforming the global labor market.
  • Individual Choice will be exercised by those with the skills that are most in demand, requiring companies to think differently about how jobs are defined and how they will attract and retain scarce talent.
  • Rising Customer Sophistication requires businesses to work in a new way, driven by innovation and delivering greater value and efficiency.
  • Technological Revolutions have the power to change where, when and how we work, enabling organizations to be more agile and innovative – if they know how to leverage it.

“In recent weeks, the status and significance of the rapidly expanding temporary workforce has been widely discussed – and woefully misunderstood,” said Jeff Joerres, Manpower Inc. Chairman and CEO. “Companies will increasingly look to temporary workers to gain the flexibility and agility required to appropriately and strategically adjust to consumer demand.  At the same time, individuals are increasingly exercising more choice when it comes to pursuing employment that meets their expectations and taps their motivations.”

“Business leaders around the world will need to ask themselves what the trends mean for their organizations and what they will do to respond to them, according to Manpower research.  Organizations need to carefully consider their people practices, a critical element to navigating the changing world of work.”

“As the economy rebounds, companies will need to prepare for a new normal, carefully adjusting their business strategy and evaluating their workforce,” said Joerres. “In the past, access to capital gave companies their edge; soon talent will become the competitive differentiator and companies will compete for talent as rigorously as individuals now compete for jobs. ”

“Given these trends, the temporary workforce will lead the way as the world recovers and companies are forced to do more with less and meet consumers’ ever-rising expectations,” Joerres added. “To attract and retain these ‘workforce accelerators’ who offer highly specialized skills, smart companies will strive to create a workplace culture that is healthy, flexible and satisfying.”

To see an executive summary, click here…

Good stuff!  Take note America – things are changing before our very eyes.

Does the World Need More Engineers?

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“Imagine what life would be like without pollution controls to preserve the environment, life-saving medical equipment, or low-cost building materials for fighting global poverty. All this takes engineering,” states the National Academy of Engineering’s Web site for high-school girls and the adults in their lives.

Engineering is vital to problem solving and, as a career, offers an opportunity to make a real difference in the world. Using stories of real women and student peers engaging in these activities, the program encourages more young women to enter the field in all its varieties, such as civil, aeronautic, biomedical, environmental, industrial, and computer engineering.

Resources for counselors, teachers, parents, and adult engineers are also available at the site. “In very real and concrete ways, women that become engineers save lives, prevent disease, reduce poverty, and protect our planet,” it states. “Dream Big. Love what you do.

Bonus Click: Become an engineer.” http://www.engineergirl.org/ for middle-school girls.

McKinsey Global Survey Results Nov 2008: Global Economy Stronger than Thought

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In a survey in the field from November 5 to November 10, executives from around the world indicate that many companies are surviving the global economic turmoil fairly well. And though executives are quite pessimistic about broad economic trends, some say their companies are finding opportunities. Respondents also spell out what they think governments should do to help.

In a survey launched the day after the US presidential election, executives from around the world indicate that they expect 2009 to open with a global recession and continuing high volatility in equity markets. They also believe that financial markets will remain more stalled than liquid. And a majority expect their country’s GDP to contract next year—most predict by 2 percent or less.

Nonetheless, many executives say their companies are holding their ground, though some are hard hit. Half of all respondents expect their companies’ profits to stay stable or increase this fiscal year, and some are finding opportunity in turmoil—by entering markets where competitors have weakened, hiring talent that would otherwise not be available, and seeking M&A opportunities. Smaller and private companies generally see themselves in a somewhat better position than larger and public ones. Most companies across the board have not sought external funding since mid-September because they haven’t needed it, and, although few expect to hire in the rest of 2008, only about a third expect to decrease their workforce.

Looking ahead, executives say that governments should take some limited, globally coordinated steps on regulation and fiscal policy, invest in infrastructure, and support a range of industries beyond the financial sector.

For a PDF version and to read the complete report click here.

Ring-a-Ding Manpower turns 60!!

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Manpower celebrates six decades of helping companies and individuals win in the changing world of work. Manpower has achieved this distinction under the stewardship of just three chief executives – co-founder Elmer Winter, Mitchell Fromstein and Jeff Joerres, who has been CEO since 1999 and chairman since 2001. They have steered Manpower to its current position as a $21 billion global employment services corporation.

“The workplace has unequivocally changed over the years since we opened our doors in 1948, but our mission has always remained the same,” said Manpower Inc. Chairman and CEO Jeff Joerres. “Connecting people with meaningful work, while helping organizations find the talent they need is what we do. Manpower’s ability to navigate the constant shifts in the world of work gives us the agility required to be a resilient and reliable partner for our clients and candidates.”

Since the company’s inception in 1948, clients and candidates have depended on the Manpower group of companies to put the right people in the right job at the right time. As the global economic environment becomes ever more challenging, that service is as vital today as it ever was, Manpower has managed through extraordinary economic fluctuation and has consistently emerged a stronger company poised for growth.

Sixty years of accomplishment under such enduring leadership is a monumental achievement for any organization and it’s a genuine rarity among Fortune 500 companies (Manpower is no. 120 on Fortune’s 2008 U.S. list). Consider that the average multinational corporation lasts between 40 and 50 years. Even more remarkable is the company’s stable leadership; the median tenure of global CEOs in 2007 was just six years, according to Booz & Company.

Gender Roles in the World of Work

While many Americans say it makes no difference to them whether they deal with a man or woman in a range of high-profile positions of authority, a new Pew survey finds that they retain strong traditional gender preferences in a few positions, including elementary school teacher and police officer. The other positions tested were banker, surgeon, lawyer, airline pilot and family doctor. Here is a rundown of the public’s responses, based on interviews with the full sample of 2,250 adults.

Traditional roles

Most of the nation’s elementary school teachers are female, most police officers are male, and Americans generally prefer it that way. This attitude is especially prevalent when it comes to elementary school teachers; majorities of both genders and all race and age groups say they would rather deal with a woman than a man in that role.

Among Americans of different education levels, college graduates are the only group in which there is not a majority preference for female teachers; they split their opinions evenly between female and no preference.

Asked about the preferred gender for police officer, Americans give a plurality of votes- 46%- to males. Although men are slightly more likely than women to prefer female teachers, there is no difference between the genders in their preference for policemen.

But Americans 65 years old or older are more inclined than younger adults to prefer a male policeman – 55% do, which is at least eight percentage points more than is the case with any younger age group.

Although no demographic group prefers a female police officer, one in four black or Hispanic Americans say they would rather deal with a policewoman, compared with 12% of whites.

Surgeons and Airline Pilots

Surgeons and airline pilots are traditionally male occupations that remain heavily male, but half or more of Americans say it makes no difference to them whether a man or woman holds those jobs.

Majorities of men (57%) and women (52%) say they have no preference for a male or female surgeon. A third of men (32%) and women (34%) say they prefer a man, and the rest prefer a woman. Older people are most likely to prefer a male surgeon. Blacks, and to a lesser extent Hispanics, are more likely than whites to prefer a male surgeon.

When it comes to airline pilots, men (53%) are somewhat more likely than women (47%) to say they have no preference. Men (38%) are less likely than women (44%) to prefer a male pilot. Hispanics (53%) and blacks (49%) are more likely than whites (38%) to prefer that their pilot be male. Older Americans also are more likely to prefer a male pilot, women more so than men.

Family doctor

Gender differences play a role in preferences for a male or female family doctor, a traditionally male field that has been attracting growing numbers of females. Men are most likely to express no preference (46%), but a notable share prefers a male doctor (35%). Women split their votes between no preference (38%) and a female doctor (39%).

Age also plays a role: Older Americans are more likely to prefer a man, while younger ones are more likely to prefer a woman.

Banker and Lawyer

The financial services and legal professions also are traditionally male, but increasingly populated by women. About half of Americans (48%) say they have no preference between a male or female banker or lawyer. This is especially true of whites, college-educated Americans and high-income respondents. People who live in the West also are most likely than Americans in other regions to have no preference for a male or female banker or lawyer.

After “no preference,” though, Americans’ second choice for their banker would be a woman (36%), which is true for both male and female respondents. Younger people are more evenly split between expressing no preference and favoring a woman. Older people are somewhat more likely to prefer a man to a woman.

Some groups are more likely to prefer a woman to a man or to the no-preference option. They include blacks and Hispanics (47% of each favors a woman banker), as well as Americans who have not graduated high school or who are in the lowest income group. Notably, even Americans who say they believe women should return to their traditional roles say they prefer a woman (37%) to a man (23%) for their banker.

As for their lawyer, men (51%) are slightly more likely than women (46%) to express no preference. Men (28%) and women (30%) are about equally likely to prefer a male lawyer. Women (23%) are somewhat more likely than men (18%) to prefer a female lawyer.

There are racial differences in lawyer preference. Most whites (54%) say gender doesn’t matter. Hispanics and blacks are more likely than whites to split their votes among men, women or no preference. A narrow majority of middle-aged Americans (30-49 and 50-64) say they have no preference, compared with four-in-ten of younger or older Americans. Younger and older Americans cast more of their votes for male lawyers than do middle-aged Americans.

Is The Dream Job Still Possible?

Most of us have landed in our jobs for a variety of reasons, and while I really do love what I get to do on a daily basis I know that is not the reality for most people in the workforce. If you were to go to the typical cube farm and yell out the question – “how many people here are doing what they were born to do?” How many hands do you think would go up? I bet I could count the number on one hand. I have been to countless meetings with companies to talk about staffing and later be contacted by that same person asking if I can help them find another job.

So is the idea of doing what we were meant to do, or the idea of the dream job not a reality in 2008 or going forward? I personally think there is now more opportunity than ever before for people to try new things and pursue the type of work that they would love to do. First it takes courage – it takes courage from an HR professional or Manager to tell someone they may be better off doing something else and that their current job doesn’t really fit them. Why does it take courage you may ask? Because nobody wants to intentionally hurt someone else’s feelings or create turnover in a company.

Instead we would rather let a low performer continue to perform lowly because they show up everyday. That is not true talent management. Sometimes we just need to be honest and admit that someone may not want to work at our company for the next five to ten years and create a work-plan around that for them to be engaged while they are here. We also need to realize that we are not doing anyone any favors by allowing them to continue to flounder in a job that truly brings them no happiness or life improvement.

It also takes courage on the employee side to be willing to not only have a dream and a goal, but also be willing to pursue that dream and goal – we should be respectful of both.

What do you think?

Is the dream job still possible? Is it easier for people to transition into work that is meaningful to them? Should HR and Managers be the ones to drive this type of thinking in organizations?