What's Next In the World of Work?
The world of work is
constantly changing. This dynamic evolution presents ongoing challenges for
governments, jobseekers, businesses and employees, alike, as these entities try
to stay ahead of the curve. Each year Manpower identifies key global labor
issues.
Highlights of
Manpower's most recent global thought leadership initiatives include:
· The implications of a mobile global workforce
· An in-depth look talent
shortages
· The challenges and opportunities afforded by an aging global workforce
For these white papers in their entirety visit www.Manpower.com.
The Borderless Workforce
The movement of
talent is a growing reality for many global regions and industries with
individuals increasingly willing and able to find employment far from their
homes. Research found that most employers and governments are a long way from
fully understanding the complex issue of talent mobility and its growing role
in the talent shortages that are affecting today's global labor markets.
Just as important as
transnational talent movements are the migrations within national borders. For
example, China
is struggling to meter the rush of individuals leaving its poorer western
provinces in search of better jobs in the glittering commercial hubs of the
country's East Coast.
These are not the
one-time, one-way migrations of yesteryear. Work is moving as businesses set up
operations near new markets. Today there is real cause for concern as the
policy pendulum swings toward preventing immigration, rather than managing it
strategically to benefit the needs of the labor market.
Talent
Shortage
The
talent shortage can no longer be viewed as a crisis on the horizon. Globally,
and across many industries, it is a crisis that is occurring now - even with
the current state of the global economy. The
skills gap poses a real threat to economic growth. The global economy will pick
up again and, when it does, employers will feel the crunch as strong as ever.
The combination of
demographic shifts, social evolution, inadequate educational programs, and globalization
and are causing shortages not only in the overall availability of talent but
also in the specific skills and competencies required in industrialized,
emerging and developing economies.
Furthermore, as a
result of technological advances and productivity gains, many low-skill, jobs
are being eliminated are rapidly becoming obsolete. While this reduces demand
for some jobs and tends to minimize the perceived impact of the talent
shortage, it also leaves employees potentially jobless. Both individuals and
their labor representatives must take steps to ensure they take advantage of
all available opportunities for reskilling and retraining to make themselves
suitable candidates in the emerging world of work.
The New Agenda
for an Older Workforce
Over the next five to ten years a large
portion of the global workforce will plan to exit the labor market. This loss of
intellectual capital is potentially crippling for businesses, especially as
they navigate through uncertain economic times. Meanwhile,
in order to avoid major fiscal crises caused by unsustainable numbers of older
citizens receiving pensions and social security payments, governments will need
to inspire change from both employers and individuals toward getting the aging
population employed for a longer working life. Some governments are already
making progress in this area and demonstrating that it is possible to find
win-win solutions to the aging workforce conundrum.
As a result, power is
shifting from employer to employee and there
are steps workers approaching retirement can take to remain in the workforce on
their own terms - such as negotiating part-time work or a down-slopped, managed
departure.
HRMA monthly meetings! It will allow you to network, and stay active
in your HR community. Meetings are held the 3rd Tuesday of
each month at the Embassy Suites Hotel, 11:30am - 1:00pm. If you qualify and
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