Each quarter, ManpowerGroup conducts the ManpowerGroup Employment Outlook Survey (MEOS), which measures employers’ intentions to increase or decrease the number of employees in their workforces within the next three months. For the Q2 2021 MEOS report, we asked 1,515 employers across the UK one simple question: “How do you anticipate total employment at your location to change in the next three months as compared to the current quarter?”
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Prior to the COVID-19 pandemic, new roles that complement automation and new kinds of work saw an increase in demand for soft skills. Over the past year, that acceleration has only magnified the need for businesses to hire for, train and cultivate the right kind of skills among their workforces.
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In the latest episode of our Transform Talent podcast, we ask Kayleigh Kuptz, Co-founder and COO at Deployed, and Sana Ali, EMEA Service Procurement Manager at Talent Solutions TAPFIN, how Statement of Work (SoW) can help organisations succeed in the post Covid-19 economy.
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As trends like digitisation accelerate the shift in skills organisation require faster than ever before, companies need refreshed talent and workforce development strategies in order to attract, develop, engage and retain the best talent in this next phase of the Skills Revolution.
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A topic at the heart of gender inequality within the workplace is career mobility. And questions around whether women have access to the same development opportunities as men, remain top-of-mind for many employees and organisations.
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The impact of the pandemic on women is an issue for everyone in the economy, as under representing women in the workforce deprives businesses of much-needed skills, leadership and resources. Today, it’s crucial for employers to support the women in their workforces with greater focus on changing prevailing gender dynamics in the workplace. Here are 10 action steps that can be implemented immediately by organisations to support gender parity.
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In our new COVID-19 reality, the world is experiencing a level of rapid change like never before seen. One thing that has become clear is that the organisations most likely to not only survive the crisis but thrive are those digital-minded companies that poses the ability to quickly assess and make insightful workforce decisions.
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Last week’s Budget focused on protecting the economy today and kickstarting the UK’s recovery in the short term, while outlining changes to the Conservative approach to tax in future in order to balance the books after the highest borrowing rates ever seen outside wartime.
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The UK’s rapid vaccine roll-out is yet to translate into a bounce in hiring levels. The UK’s jobs Outlook saw a one-point improvement on the quarter to -5%, remaining the least optimistic in Europe. But in the wake of large-scale job losses at some of the country’s best-known businesses, optimism is now surging among the UK’s biggest employers.
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Gender inequality in the workplace is a long-standing issue that remains top-of-mind for many organisations and HR leaders. Recent news has shown that progress is being made, with the number of FTSE-100 female directors rising by 50% in the last five years.
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