Examining the American workforce
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

Examining the American workforce

on

  • 570 views

Webinar deck from presentation hosted by Kathy Kane, SVP of Talent Management at Adecco Group North America in September 2011. To view the full presentation, please visit us at ...

Webinar deck from presentation hosted by Kathy Kane, SVP of Talent Management at Adecco Group North America in September 2011. To view the full presentation, please visit us at adeccousa.com/webcasts.

Statistics

Views

Total Views
570
Views on SlideShare
570
Embed Views
0

Actions

Likes
0
Downloads
4
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • I’m pleased to introduce Kathy Kane
  • Our present state of employment Should be an image or images of the American workforce with a rundown of demographics Brief introduction to the American workforce Some facts you may want to mention: Currently, approximately 140 million people are employed. Approximately 9 million people are employed part-time for economic reasons. (People who want a full-time job but can't get one) Approximately 18 million people are employed part-time for non-economic reasons. (Reasons include school or training, retirement or Social Security limits on earnings, but also childcare problems and family or personal obligations) Approximately 85 million people are not in the labor force at all. BLS definition of 'Not in Labor Force': "Not in the labor force (NILF). A person who did not work last week, was not temporarily absent from a job, did not actively look for work in the previous 4 weeks, or looked but was unavailable for work during the reference week; in other words, a person who was neither employed nor unemployed." Reference articles http://www.bls.gov/news.release/ocwage.htm http://www.businessinsider.com/real-employment-rate-47-percent-2011-1
  • Demographics By industry Chart – More data on change on projected percentage changes can be found here: http://www.bls.gov/emp/ep_table_201.pdf NOTE TO KATHY – These are projections for 2018 based on data from 2008 and before. You may want to mention this Retail salespersons and cashiers were the occupations with the highest employment in 2010, the U.S. Bureau of Labor Statistics reported today. These two occupations combined made up nearly 6 percent of total U.S. employment, with employment levels of 4.2 and 3.4 million, respectively. (OEWNR - May 11***) The 10 largest occupations accounted for more than 20 percent of total employment in May 2010. In addition to retail salespersons and cashiers, the largest occupations included general office clerks; combined food preparation and serving workers, including fast food; registered nurses; and waiters and waitresses. (OEWNR - May 11***) Generational differences *American Time Use Survey - 2010 results Reference articles http://www.bls.gov/emp/ep_chart_001.htm http://www.businessinsider.com/women-in-tech-make-more-money-and-land-better-jobs-than-men-2010-9 http://www.bls.gov/spotlight/2011/women/ ***Occupational Employment and Wages News Release These data are from the Occupational Employment Statistics (OES) program, which provides employment and wage estimates for wage and salary workers in 22 major occupational groups and nearly 800 detailed occupations. OES produces cross-industry occupational employment and wage data for the nation, states, metropolitan areas, metropolitan divisions, and non-metropolitan areas; industry-specific data for the nation; and data by ownership across all industries and for schools and hospitals.
  • Age demographics http://www.bls.gov/cps/cpsaat3.pdf
  • Demographics Gender – Difference in salary – The ratio of women’s to men’s earnings, across all occupations, was 81.2 cents for every dollar in 2010. This ratio varies greatly by occupation, and in some jobs, such as stock clerks and order fillers, bill and account collectors, and combined food preparation and serving workers, women earn more than men on average. - Some evidence indicates that women in engineering and technology make more money (and land better jobs) than men. (Business Insider article) On the days that they worked, employed men worked 41 minutes more than employed women. This difference partly reflects women's greater likelihood of working part time. However, even among full-time workers (those usually working 35 hours or more per week), men worked longer than women--8.2 hours compared with 7.8 hours. (ATUS - 2010*) *American Time Use Survey - 2010 results Reference articles http://www.bls.gov/emp/ep_chart_001.htm http://www.businessinsider.com/women-in-tech-make-more-money-and-land-better-jobs-than-men-2010-9 http://www.bls.gov/spotlight/2011/women/ http://www.merckgroup.com/en/responsibility/employees/diversity/Ratio_of_men_and_woman.html ***Occupational Employment and Wages News Release These data are from the Occupational Employment Statistics (OES) program, which provides employment and wage estimates for wage and salary workers in 22 major occupational groups and nearly 800 detailed occupations. OES produces cross-industry occupational employment and wage data for the nation, states, metropolitan areas, metropolitan divisions, and non-metropolitan areas; industry-specific data for the nation; and data by ownership across all industries and for schools and hospitals.
  • Demographics Education – Higher pay for those who are more educated. Average unemployment rate in US for 2010 – Median weekly earnings - $782 For doctoral degree Median weekly earnings - $1,550 Master’s degree Median weekly earnings - $1,272 Bachelor’s degree Median weekly earnings - $1,038 High School Median weekly earnings - $626 Less than a high school diploma Median weekly earnings - $444 *American Time Use Survey - 2010 results Reference articles http://www.bls.gov/emp/ep_chart_001.htm
  • The unemployed Who is working and who is not – A few statistics for your reference (taken from July 2011 report – The Employment Situation): Average unemployment rate in US for 2010 – 8.2 %. Among the major worker groups, the unemployment rates for teenagers (25.0 percent), whites (8.1 percent), blacks (15.9 percent), and Hispanics (11.3 percent) showed little or no change in July. The jobless rate for Asians was 7.7 percent, not seasonally adjusted. The number of persons employed part time for economic reasons (sometimes referred to as involuntary part-time workers) was about unchanged in July at 8.4 million. These individuals were working part time because their hours had been cut back or because they were unable to find a full-time job. Gender - The unemployment rates for adult men(9.0 percent), adult women (7.9 percent), showed little or no change in July. 56% of women feel that at one time or another they have been disadvantaged in the workplace because of their gender. (Slideshare link) Education as a differentiator – Lower unemployment rate for those who are more educated. For doctoral degree – 1.9% Master’s degree – 4% Bachelor’s degree – 5.4% High School – 10.3% Less than a high school diploma – 14.9% Geography – The states with the highest unemployment rates are (in order from highest to lowest) – Nevada, California, Florida, Rhode Island, and Michigan. The states with the lowest rate are (in order from lowest to highest) are North Dakota, Nebraska, South Dakota, New Hampshire, and Vermont. States with high total employment, such as California, Texas, New York, and Florida, also tended to have the highest employment of many individual occupations. However, smaller states had among the highest employment of some occupations, due to factors such as industry mix or natural resource endowments. For example, West Virginia and Kentucky had some of the highest employment of several mining-related occupations, including mining roof bolters and shuttle car operators, while Iowa had some of the highest employment of farm equipment mechanics and soil and plant scientists. (OEWNR - May 11***) By industry Total non-farm payroll employment increased by 117,000 in July, following little growth over the prior 2 months. Total private employment rose by 154,000 over the month, reflecting job gains in several major industries, including health care, retail trade, manufacturing, and mining. Government employment continued to decline. Health care employment grew by 31,000 in July. Ambulatory health care services and hospitals each added 14,000 jobs over the month. Over the past 12 months, health care employment has grown by 299,000. Retail trade added 26,000 jobs in July. Employment in health and personal care stores rose by 9,000 over the month with small increases distributed among several other retail industries. Employment in retail trade has increased by 228,000 since a recent low in December 2009. Manufacturing employment increased in July (+24,000); nearly all of the increase was in durable goods manufacturing. Within durable goods, the motor vehicles and parts industry had fewer seasonal layoffs than typical for July, contributing to a seasonally adjusted employment increase of 12,000. Manufacturing has added 289,000 jobs since its most recent trough in December 2009, and durable goods manufacturing added 327,000 jobs during this period. Health care and social assistance was the industry sector with the highest employment, followed by retail trade. Over half of employment in the health care and social assistance sector was in healthcare-related occupations, including registered nurses; nursing aides, orderlies, and attendants; home health aides; and licensed practical and licensed vocational nurses. Other large occupations in this sector included personal care aides, medical secretaries, and childcare workers. More than 60 percent of retail trade employment was in just 4 occupations: retail salespersons, cashiers, stock clerks and order fillers, and first-line supervisors of retail salesworkers. (OEWNR - May 11***) Previously sent notes you may want to incorporate: Continued slow economy means likelihood that some jobs won’t come back ever; workplaces need to become more efficient as the ‘fewer people doing the same work’ syndrome is not sustainable over the long haul. The fear of risk taking and lack of innovation will get in the way of that. A new study by multiple academics shows that people who self-report lower “agreeableness” behaviors make more $$ - about 18% more for men; 5% more for women. Another study found that rudeness and incivility is directly related to higher turnover. While turnover might be manageable in a time when unemployment is high, when the tide turns those workplaces with these types of managers will see mass exodus. Reference articles http://www.bls.gov/opub/ted/2011/ted_20110314.htm http://www.bls.gov/news.release/ocwage.htm http://www.slideshare.net/businessandthegeek/human-resources-employee-engagement-statistics ***Occupational Employment and Wages News Release These data are from the Occupational Employment Statistics (OES) program, which provides employment and wage estimates for wage and salary workers in 22 major occupational groups and nearly 800 detailed occupations. OES produces cross-industry occupational employment and wage data for the nation, states, metropolitan areas, metropolitan divisions, and nonmetropolitan areas; industry-specific data for the nation; and data by ownership across all industries and for schools and hospitals.
  • How things have changed Evolution of the American worker Changing needs and concerns (discussed more in separate section) Generational changes (entrance of Millennials, exit of boomers in a slower fashion than expected) Staff size - The recession has caused us to make some difficult decisions. Many cutbacks have been made to sustain the business – staff size and resources have shrunk to a bare minimum. In many places, this has resulted in leaner departments that have to do more to compensate for increased or same level workloads. Available resources – As a result of the recession, we are now more mindful of conserving and pay more attention to the bottom line. Doing more with less Previously sent notes you may want to incorporate: More studies are showing that more displaced workers from the past few years are giving up on Corporate America. They are becoming entrepreneurs or taking contract assignments. Many report more happiness from the greater level of control over their own schedules and are adjusting their lives to live on less income. July survey of 1200 execs by the Corporate Executive Board (a research and advisory services firm): 32% of execs think that headcount at their companies will shrink in the next 12 months. More fear and less risk taking; less innovation, fear of failure can lead to lesser ability to compete Many companies either downsized or eliminated their internal Training functions and/or eliminated funding for sending people to external training and development events. In a fast-changing world, the lack of opportunity for growth and development of new skills is hampering today’s workforce. Employees will need to learn to develop skills on their own time and on their own dime in order to remain competitive.
  • Common concerns of the American worker Healthcare – Rapidly rising healthcare costs to meet standard of care in this nation. Healthcare plan that is supplied by employer is a top concern of the average American worker Stress related to healthcare Paying down personal debt or mortgage Debt accrued because of education costs (insert Millennial to Boomer college analogy here?) Housing boom of a few years ago has left many with large amounts of debt and depreciated home value Childcare Adults living in households with children under 6 spent an average of 2.0 hours per day providing primary childcare to household children. Adults living in households where the youngest child was between the ages of 6 and 17 spent less than half as much time providing primary childcare to household children--47 minutes per day. Primary childcare is childcare that is done as a main activity, such as physical care of children and reading to or talking with children. (ATUS - 2010*) Social security Many who ware paying into social security are concerned that they will not be able to access those funds when they retire. Dubious future of program increases worries for future care after retirement A recent survey showed only 59% of employees are satisfied with their health benefits package. (BNET article) Saving for retirement – This is harder to do than ever because of… Increased life expectancy Shaken confidence in 401ks as a result of the recession Only 43 percent of employees say they’re doing enough to prepare for retirement. That’s down from 47 percent in 2005. (BNET article) Generational differences The stage of life you’re in affects the concerns you have as a worker, and as an individual. May want to discuss one common item of concern for each generation *American Time Use Survey - 2010 results Reference articles http://www.bnet.com/blog/business-research/survey-half-of-workers-just-dont-care/1729
  • The average work week - How has this changed and where are we now? Amount of hours worked – According to July 2011 BLS data, the workers in mining and logging put in the most hours per week, averaging 44.2 hours on average. They are followed by those who work in Utilities, Durable Goods and Manufacturing, with 41.7, 40.6 and 40.3 hours respectively per work week. In regards to state, residents of Nevada put in the most time at work, averaging a full 37 hours per week. Wyoming, Louisiana, Texas, and Kentucky round out the top five state with the longest workweek, averaging between 36.2 and 36.7 hours per week. Weekday/weekend - According to the American Time Use Survey for 2010: In 2010, 82 percent of employed persons worked on an average weekday, compared with 35 percent on an average weekend day. Employed persons worked an average of 7.5 hours on the days they worked. More hours were worked, on average, on weekdays than on weekend days--7.9 hours compared with 5.5 hours. (ATUS - 2010*) Many more people worked on weekdays than on weekend days: 82 percent of employed persons worked on an average weekday, compared with 35 percent on an average weekend day. These estimates include individuals who worked on the day, regardless of whether they usually work on those days. For example, the 35 percent of workers who worked on a weekend day includes those whose jobs are typically performed on weekends, as well as those who usually work on weekdays but spent time working on the weekend. (ATUS - 2010*) Alternative hours Shared jobs Flextime Compressed worktime – 4 days a week, or one extra hour per day and one day off every two weeks Staggered shifts Seasonal Previously sent notes you may want to incorporate: 3.2 million US workers (2.4% of the workforce) commute more than 90 minutes each way to work (Bureau of Transportation). Anything longer than 1 hour each way is defined as an ‘extreme commute’. This tends to be more prevalent in larger metro areas (obv), but there is an increase in the even longer commutes – say from LA to San Francisco – because people are taking jobs where they can find them but aren’t able or willing to sell their homes and move their families. Long term this is likely to take a toll on worker health as well as marriage and family life, and may not be sustainable. Reference articles Who works the most? http://msn.careerbuilder.com/Article/MSN-2735-Job-Info-and-Trends-Who-works-the-most/?SiteId=cbmsnhp42735&sc_extcmp=JS_2735_home1&gt1=23000 http://www.vtpi.org/tdm/tdm15.htm *American Time Use Survey - 2010 results
  • Internet and social media use Average amount of time – A 2010 survey of US, UK and Japanese employees found that approximately 24% visit social networking sites during work. (Trend Micro article) The number of laptops users (as opposed to desktops) raised to 29%. This percentage has inevitably increased in 2011, but we don’t have the statistics for this year just yet. Not just for the desk jobs – Social media use if not just for those who sit in front of the computer all day in an office. Those who travel will be able to access sites through iPads and netbooks. And smartphones have made internet use for anyone who holds one in their hand. It’s become ubiquitous, and it’s not likely to change anytime soon. Collaborative ways of working – But it’s not necessarily a bad thing. In fact, several studies suggest that social media use at work yields higher productivity. Social media allows instantaneous interaction with anyone in your network. Some use chat features on Facebook and gmail to communicate with their co-workers. This can help increase efficiency by eliminating the need to get up from your desk or station as often. Rolodex analogy Taking short concentrated breaks to visit social media sites for non-business related purposes may also help relieve stress in a healthy and time-succinct manner. Use of social media in business include recruiting, sharing documents, distribution of marketing materials, and networking. Previously sent notes you may want to incorporate: A study by a group of professors in Singapore found that ‘web-surfing’ breaks during the workday make people more productive than other types of rest breaks. Important is the freedom to surf where they want. Their study found this surfing to be refreshing to workers, with a restorative effect on energy. Web-surfing had a better impact than responding to personal emails, making personal calls, texting, and not taking a break at all. Reference articles http://slashblue.com/2011/07/12/are-you-wasting-time-on-social-media/ http://soshable.com/social-media-use-at-work-yields-higher-productivity/ http://www.socialware.com/resources/research/social-media-industry-statistics/ http://trendmicro.mediaroom.com/index.php?s=43&year=0&type=current&news_item=822
  • Previously sent notes you may want to incorporate: Seems to be an increase in ‘meanness’ or ‘bullying’ in the workplace as workers are less likely to rock the boat with complaints and more likely to just quietly accept bad behavior. But the consequence in this type of situation is usually a lower level of employee engagement – meaning less discretionary effort being given to work Morale is low; workers are skeptical of management Many people new to their jobs now took those jobs in desperation or due to fear of not finding what they really wanted. Many took on longer commutes, lower pay or lesser responsibilities than they previously had. Some might be biding their time waiting for more jobs to be available. But this is also a tremendous opportunity for many companies to capitalize on good talent, engage them in a new mission and provide growth opportunities that are not just about climbing the lsdder. Think about mentoring, training, special projects or task forces.
  • Compensation Recession after-effects and general inflation Median weekly earnings of the nation's 100.6 million full-time wage and salary workers were $753 in the second quarter of 2011. This was 1.8 percent higher than a year earlier. (BLS Earnings statement Q2 11**) Increase in the cost of living has made it necessary to stretch every dollar that much further than before. May want to mention costs of certain goods and services, like produce, flour, groceries, and gasoline. Current state of compensation Usual weekly earnings of full-time workers varied by age. Among men, those age 45 to 54 and 55 to 64 had the highest median weekly earnings, $974 and $1,001, respectively. Usual weekly earnings were highest for women age 35 to 64; weekly earnings were $742 for women age 35 to 44, $734 for women age 45 to 54, and $753 for women age 55 to 64. Workers age 16 to 24 had the lowest median weekly earnings, at $433.(BLS Earnings statement Q2 11**) Women who usually worked full time had median weekly earnings of $689, or 83.5 percent of the $825 median for men. (BLS Earnings statement Q2 11**) Outlook for the future A recent Kenexa compensation trends survey indicated an increase in compensation plan funding and a median total increase of approximately 3% predicted for 2012. “ In the US median total increases are 3% with similar increases projected for 2012 across the board. Salary structures range from a median of 1% for executives to 2% for non-exempt employees for 2011 with more uniform adjustments for all employee categories of 2% for 2012.” An end to hiring freezes and layoff? (See below article - Kenexa) Exempt vs. non-exempt **USUAL WEEKLY EARNINGS OF WAGE AND SALARY WORKERS SECOND QUARTER 2011 Reference articles http://blog.kenexa.com/Deborah-Nielsen/August-2011/Jobs-and-Pay-for-2011-and-2012 http://www.aseonline.org/epeopleweek/2011/July/2012SalaryBudgetProjections.aspx Note – If you wanted to discuss compensation by industry , here are a few helpful facts: Most of the largest occupations were relatively low paying. Of the 10 largest occupations, only registered nurses had an average wage above the U.S. all-occupations mean of $21.35 per hour or $44,410 annually. Combined food preparation and serving workers, cashiers, and waiters and waitresses were the three lowest paying of the 10 largest occupations, and also among the lowest-paying occupations overall. (OEWNR - May 11***) Three of the largest occupations were office and administrative support jobs, helping to make office and administrative support the largest occupational group overall, representing 17 percent of total employment. The next largest groups were sales and related occupations and food preparation and serving related occupations, which made up about 11 and 9 percent of U.S. employment, respectively. (OEWNR - May 11***) Industries with the highest all-occupations mean wages included computer and peripheral equipment manufacturing, software publishers, and several financial services industries. These industries tended to have high employment concentrations of occupations with above average wages. For example, the largest occupations in software publishing included software developers, applications, with an hourly mean wage of $45.65; software developers, systems software ($48.48); computer programmers ($39.16); and sales representatives, wholesale and manufacturing, technical and scientific products ($40.50).(OEWNR - May 11***) The industries with the lowest all-occupations mean wages consisted primarily of food service and retail trade industries. In limited-service eating places, the industry with the lowest overall average wage, 8 of the 10 largest occupations had mean wages below $10.00 per hour, including combined food preparation and serving workers, including fast food ($8.62); fast food cooks ($8.85); and counter attendants, cafeteria, food concession, and coffee shop ($8.82).(OEWNR - May 11***)
  • What does the American worker want? Flexible scheduling – Beyond doctor’s appointments, the average American worker wants to have a little flexibility in their working schedule. Parents may need to come in a half hour late in order to get their kids on the bus, or a master’s student may need to leave early once a week in order to take a class at the local community college. They will make up this time during the course of the week, and they will feel much happier about their job if they’re still able to keep up with the demands of their life. Work from home options – Modern technology has made telecommuting an option for many jobs, and the average American worker longs for work-from-home options. On the days that they worked, 24 percent of employed persons did some or all of their work at home, and 83 percent did some or all of their work at their workplace. Men and women were about equally likely to do some or all of their work at home. (ATUS - 2010*) Self-employed workers were three times more likely than wage and salary workers to have done some work at home on days worked--64 percent compared with 19 percent. (ATUS - 2010*) On the days that they worked, 36 percent of employed people age 25 and over with a bachelor's degree or higher did some work at home, compared with only 10 percent of those with less than a high school diploma. (ATUS - 2010*) General work/life balance – Lines between work and home are blending due to advancements in technology, increasing responsibility and changing work habits Generational differences in defining work/life balance Job stability – After-effects of the recession Many specifically seek out job stability so they can be assured they can pay down accrued debt. More than half of U.S. workers feel their jobs are less secure now than they were a year ago. Approximately 70% of workers who feel their jobs are secure report happiness at work, but half of the workers who feel their jobs are in jeopardy are dissatisfied with their jobs. The takeaway from these statistics is that job security and employee satisfaction are connected, even though many workers are only hanging onto their jobs for a paycheck. Wellness in the workplace Notes you may want to incorporate: Nest eggs turned into ‘Humpty Dumpty’; boomers staying in the workforce *American Time Use Survey - 2010 results Reference articles http://www.thesocialworkplace.com/2011/08/08/social-knows-employee-engagement-statistics-august-2011-edition/ http://www.gaebler.com/Employee-Engagement-Statistics.htm
  • Changes you should consider making Emphasis on metrics – We’ve focused in on this topic during our last webinar, but it’s worth mentioning again. Metrics are becoming an increasingly important part of business. Every department needs to demonstrate their value, and they need numbers to back up any made claims. Technological advancements have made this a lot easier. Strategic planning Making informed decisions based on synthesized data Identifying trends within your organization and industry, recommend solutions based on this information. Develop a social media policy and strategy A recent Cisco study indicated only one in seven companies have a policy in place in regards to using social media for business purposes Reference articles http://www.socialware.com/resources/research/social-media-industry-statistics/
  • Changes you should consider making Enhance learning and development programs Mention m-Learning as a means to distribute materials faster and more effectively Map out a talent pipeline plan Recently, Adecco surveyed a number of Human Capital Institute (HCI) members, and conducted in-depth interviews with Talent Management thought leaders regarding their talent pipeline and talent pipeline plans Nearly all organizations acknowledge they have gaps in talent and a majority hire new full time equivalents (FTEs) to address these gaps. Consider hosting or sponsoring an online talent community. 12% of respondents stated their company hosts an online talent community, and more than 1 in 4 indicated their organization is likely to develop one within the next 24 months. Successful talent pipelines feature proper planning prior to implementation including skills that will be targeted and strategies for populating the pipeline. Effective workforce planning requires a clear understanding of what talent is currently in place, and what is required to be successful in the future. A distinguishing feature of top performing organizations is the discipline of workforce planning that includes forecasting of talent and skills that will be needed by the organization. Successful organizational planning provides more comprehensive metrics and alignment with the organization’s strategic focus. Alternative work options – Many organizations are offering alternative work arrangements, including part-time, flex-time and work from home options.
  • Key takeaways There is a new normal and it will continuously change; employers who stay in front of this curve will benefit by attracting and keeping the best talent. More than ever before, employees expect to have their voices heard. Listen and respond or beware. Employee engagement will be key to competitive success. The use of metrics and contingency planning is critical.

Examining the American workforce Presentation Transcript

  • 1. Kathy Kane, Senior Vice President of Talent Management at Adecco Group North America
  • 2. Adecco Staffing US is the nation’s leading provider of recruitment and workforce solutions. We are the pre-eminent workforce management partner for Fortune 500 companies and career advisement expert for American workers, serving all of the key industries and professions that drive our economy forward. Adecco has over 900 career centers and, on any given day, connects 70,000 talented workers to the best job opportunities across the country, making us one of America’s largest employers. Please visit us at adeccousa.com. Slide About us
  • 3. About our presenter
    • Has held senior roles in both finance and human resources
    • Consulted for many companies seen on the ‘Best Companies to Work For’ list
    • Has written and spoken on a variety of HR topics, including diversity, flexibility and talent management
    Kathy Kane Senior Vice President of Talent Management at Adecco Group North America
  • 4. Agenda
    • The American workforce
    • Our present state of employment
    • Demographics
    • How things have changed
    • Common concerns of the American worker
    • Work habits and work environment
    • Time
    • The internet and social media
    • The importance of relationship management
    • Compensation and rewards
    • Engaging the American worker
    • Effective strategies for today’s workforce
    • Changes you should consider making
    • Question + Answer
  • 5.  
  • 6. Our present state of employment
  • 7. By industry Source: Employment Projections Program, U.S. Department of Labor, U.S. Bureau of Labor Statistics Projected employment by major industry sector Industry sector Percent Mining, construction and manufacturing 12.9% Utilities 0.3% Wholesale trade 3.7% Retail trade 9.6% Transportation and warehousing 3% Services - information 1.9% Finance 5.2% Professional and business services 13.2% Educational services 2.3% Health care and social assistance 11.9% Leisure and hospitality 8.8% Other service providing occupations 4.3% Federal government 1.7% State and local government 12.8% Agriculture, forestry, fishing, and hunting 1.2% Other 7.2%
  • 8. Age demographics Source: BLS July 2011 data Age range demographics of the working American population Age range Percentage of the working population 16 - 24 14.7 25 - 34 21.8 35 - 44 21 45 - 54 22.8 55 - 64 15.2 65 years and over 4.5
  • 9. Gender 2010 47% of employees in North America are female Women earn 81.2 cents for every dollar that men earn Among full-time workers, men worked longer (8.2 hours) than women (7.8 hours)
  • 10. Education Source: BLS 2011 data Median weekly earnings in 2010 Level of education earnings Doctoral degree $1,550 Master’s degree $1,272 Bachelor’s degree $1,038 High school $626 Less than a high school diploma $444
  • 11. The unemployed
    • Who is working and who is not
    • Age and gender
    • Education as a differentiator
    • Geography
    • By industry
  • 12. Age demographics Source: BLS August 2011 data Age range demographics of the unemployed American population Age range Unemployment rate August 2011 Unemployment rate August 2010 16 - 19 25.4% 26.2% 20-24 14.8% 14.9% 25 - 34 9.5% 9.8% 35 - 44 7.7% 7.8% 45 - 54 7.1% 8.2% 55 and over 6.6% 7.3% TOTAL 9.1% 9.6%
  • 13. Gender demographics Source: BLS August 2011 data Gender demographics of the unemployed American population Gender Unemployment rate August 2011 Unemployment rate August 2010 Men age 25 and up 8.1% 9.1% Women age 25 and up 7.4% 7.4% Married Men 5.9% 6.8% Married Women 5.8% 5.9% Single Mothers 11.9% 13.4% TOTAL 9.1% 9.6%
  • 14. Unemployment by state and region Source: BLS July 2011 data 14.0% and over 12.0% to 13.9% 10.0% to 11.9% 8.0% to 9.9% 6.0% to 7.9% 4.0% to 5.9% 3.9% or below
  • 15. How things have changed
    • Evolution of the American worker
    • Workforce size
    • Available resources
    • Work habits
    • Work environment
  • 16. Common concerns of the American worker
    • Income stability
    • Healthcare
    • Paying down personal debt or mortgage
    • Social security and saving for retirement
    • Having enough time
    • Work/life balance
    • Childcare
    • Pursuing the American dream
  • 17.  
  • 18. Time
    • Not 9 to 5 anymore
    • Weekdays/weekends/holidays
    • Alternative work schedules
    • The nimble workforce
    • Increased commute
  • 19. The Internet and social media
    • A differentiator and a game-changer
    • The Internet is more than just a resource
    • Social media is not just Facebook
    • New tools enable new methods of working
    • Collaboration is widespread
  • 20. The importance of relationship management Management Colleagues The organization The networks Customer/client
  • 21. Compensation and rewards
    • Recession after-effects and general inflation
    • Demographic differences in compensation
    • Exempt vs. non-exempt concerns
    • Traditional and non-traditional benefits
    • What do your employees value?
  • 22. Engaging the American worker
    • Employment stability
    • Passion, purpose and pride
    • Transparency
    • General work/life balance
    • Alternative work schedules and work from home options
    • Wellness in the workplace
    $
  • 23.  
  • 24. Changes you should consider making
    • Emphasis on metrics
    • Strategic planning of workforce and staffing level needs
    • Map out a talent pipeline plan including knowledge transfer
    • Long-term contingency planning for rewards strategies
    • Continuously reinvent how work is done
  • 25. Changes you should consider making (continued)
    • Enable opportunities for learning and development
    • Enable the use of technology in multiple forms and forums
    • Integrate alternative work options as a ‘new normal’
    • Regularly ask your employees what is important to them – and respond
    • Encourage and enable innovation and risk-taking
    • Over-communicate
  • 26. Key takeaways
    • There is a new normal and it will continuously change; employers who stay in front of this curve will benefit by attracting and keeping the best talent.
    • More than ever before, employees expect to have their voices heard. Listen and respond or beware.
    • Employee engagement will be key to competitive success.
    • The use of metrics and contingency planning is critical.
  • 27. Thank you! Slide Visit us at www.adeccousa.com Connect with us on LinkedIn: Adecco Group North America Join our webinar discussion subgroup