Manpower publishes a number of White Papers each year delving into the current labour market and candidate issues.
We published the following White Papers in 2007
The New Agenda for an Older Workforce
What percentage of your workforce is planning to retire in the next five to 10 years and what impact will it have on your organization? This is a key question that should be on the agenda for discussion at management meetings worldwide, as talent shortages worsen and replacements for those exiting the workforce become more difficult to find. The potential loss of productivity and intellectual capital could have a devastating impact on many businesses that are currently unprepared to adapt to the new realities of the aging workforce. And the conundrum on the horizon is that many of the people who have the talent that companies most need to retain, are those who have the financial flexibility and employment options to retire or downshift to a more flexible work arrangement.
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Confronting the Talent Crunch: 2007 - March 2007
There is already a talent shortage in many areas of the global labour force, a situation that will grow more acute and more widespread across more jobs over the next 10 years – and could threaten the engines of world economic growth and prosperity.This paper, which has been updated since its original publication in 2006, explores which trends are likely to become more pronounced, and what further steps governments and employers can take in response.
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Generation Y in the Workplace - March 2007
This white paper explores Generation Y and their place in the workplace. In today’s workforce four generations work side-by-side, each generation has different attitudes and expectations regarding their jobs and careers. The generation who have entered the workforce in the past decade, Generation Y, is exhibiting some very distinctive characteristics which have real implications on how employers and employees interact.
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Tradespeople - November 2007
With skilled Tradespeople featuring in the top 10 occupations experiencing talent shortages, it is important to understand more about these candidates. This paper details the demographics of the 1,821,000 Tradespeople living in Australia, their attitudes to work, their satisfaction levels with their current jobs, and even their intention to change jobs within the next 12 months.
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The information reported should not be construed as legal advice, nor utilised to resolve legal problems.
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