DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The May edition looks at wage growth in the United States and employment in the automobile manufacturing sector. We continue our global series on the ASEAN region by looking at the impact on oil prices on Malaysia’s economy. We uncover why recent indexes have been rating the U.S. economy as disappointing. Our feature article discusses the definition of innovation and provides information on how companies can get started on incorporate innovation into their organizations. Finally, we examine how the talent acquisition sector has been disrupted by changes in the way employers access and engage with talent.
DCR National Temp Wage Index
U.S. Economy: Disappointing..?
Wage Growth Across The U.S.
Industry Highlight: Automobile Manufacturing Index
What Do Millennials Want?
Malaysia: Oil Prices Pose Threat to Economy
Innovation as Usual
Recruiting Disrupted,.
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The April edition looks at the growing talent management software market and employment in the technology sector. We continue our global series on the ASEAN region by looking at talent trends in the Philippines, and also examine which countries around the world are the most worker-friendly. We explain the debate on if the U.S. economy is at full employment, and throw light on the current situation of the economy. Our feature article discusses the usage of talent analytics and delves into some common myths about big data and metrics. Finally, we reveal which industry in the country has the happiest workers.
DCR National Temp Wage Index
Full Employment: Jobs vs. Inflation
Best Practices in Recruiting for 2015
Changes in the Talent Management Software Market
Industry Highlight: Technology Index
The Philippines – Poised For Growth Through BPO
The World’s Most Worker-Friendly Countries
Measure What Matters
The Happiest Industries
DCR TrendLine July 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The July edition covers a range of topics, including the latest employment figures from the Bureau of Labor Statistics and the growing utilization of temporary workers across multiple industries. This month’s edition focuses on the Information Technology (IT) industry, highlight trends in the sector and sharing insight into employment and wages. We examine the skill gap in the industry and discuss how companies are attempting to bridge it. We also highlight how predictive analytics are being applied in human resource management and which talent acquisition metrics companies should be tracking. Our feature article this month is particularly applicable to companies with contingent workforce programs. We look at the challenges companies often face, and offer tips on keeping CW programs running smoothly.
DCR TrendLine June 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. Our June edition covers a wide range of topics, including hiring plans for small- and mid-sized businesses and contingent workforce demographic trends. Since June is the month of graduations, we take a look at how job prospects are for the class of 2014. This month’s edition focuses on the manufacturing industry, highlighting trends in the sector and sharing insight into wages. We discuss how temporary employment has become a norm not only in the U.S. labor market, but internationally as well. Our feature article this month focuses on an issue that arises when employing temporary workers – compliance – and provides ideas on how to overcome this challenge to ensure peace of mind.
DCR Trendline October 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The October edition covers a range of topics, including the latest employment numbers from the Bureau of Labor Statistics and the continued growth of temporary employment. October is one of the most exciting months for sports fans, and it’s only fitting that this edition’s industry highlight is centered on sports-related employment. Our other areas of focus include how the definition and image of employees has progressed over the past decade, the increasing use of social media for recruiting, and on the value of talent supply chain management in meeting organizational talent needs. Our feature article this month is particularly applicable to companies with contingent workforce programs. We look at how vendor management systems can help companies fulfill the priorities and requirements of multiple stakeholders while meeting the shared single goal of eliminating complexity to increase operational effectiveness. - See more at: http://blog.dcrworkforce.com/dcr-trendline-october-2014#sthash.jW1AtNaQ.dpuf
DCR TrendLine March 2014 - Temporary Workforce Insightss
This month’s edition highlights what’s hot for talent acquisition and lists the fastest growing jobs in the country and where they can be found. We also continue this theme of growth by examining the emerging trends driving the increasing use of contingent workforces, particularly in the healthcare industry. And as a continuation of our monthly special feature on the BRIC countries, we turn our gaze to the Sochi Winter Olympics to discover how workers were staffed.
DCR TrendLine May 2014 - Temporary Workforce Insightss
Can you believe it’s already the second quarter of the year? As the year continues to speed by, this month’s edition of TrendLine focuses on trends and predictions in the talent management industry, by looking at what’s buzzing in HR tech and examining how crowdsourcing is playing a role in the temporary staffing market. Continuing on the theme of technology, we peek at the IT job market to see how and where demand for professionals is growing. We also look into our crystal ball to give you insights into what the staffing landscape will look like in 2022. And this month, we conclude our series on the BRIC countries, by taking a glance at India and it’s potential for temporary work development. At TrendLine, we’re always focused on what’s trending in anything to do with contingent worker supply and demand, and on that note are really excited to unveil a new quarterly topic – What’s Trending in the Temp Market? – that consolidates our research into a short list of critical trends in key talent sectors of the staffing industry. Take a look and let us know what you think!
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The April edition looks at the growing talent management software market and employment in the technology sector. We continue our global series on the ASEAN region by looking at talent trends in the Philippines, and also examine which countries around the world are the most worker-friendly. We explain the debate on if the U.S. economy is at full employment, and throw light on the current situation of the economy. Our feature article discusses the usage of talent analytics and delves into some common myths about big data and metrics. Finally, we reveal which industry in the country has the happiest workers.
DCR National Temp Wage Index
Full Employment: Jobs vs. Inflation
Best Practices in Recruiting for 2015
Changes in the Talent Management Software Market
Industry Highlight: Technology Index
The Philippines – Poised For Growth Through BPO
The World’s Most Worker-Friendly Countries
Measure What Matters
The Happiest Industries
DCR TrendLine July 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The July edition covers a range of topics, including the latest employment figures from the Bureau of Labor Statistics and the growing utilization of temporary workers across multiple industries. This month’s edition focuses on the Information Technology (IT) industry, highlight trends in the sector and sharing insight into employment and wages. We examine the skill gap in the industry and discuss how companies are attempting to bridge it. We also highlight how predictive analytics are being applied in human resource management and which talent acquisition metrics companies should be tracking. Our feature article this month is particularly applicable to companies with contingent workforce programs. We look at the challenges companies often face, and offer tips on keeping CW programs running smoothly.
DCR TrendLine June 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. Our June edition covers a wide range of topics, including hiring plans for small- and mid-sized businesses and contingent workforce demographic trends. Since June is the month of graduations, we take a look at how job prospects are for the class of 2014. This month’s edition focuses on the manufacturing industry, highlighting trends in the sector and sharing insight into wages. We discuss how temporary employment has become a norm not only in the U.S. labor market, but internationally as well. Our feature article this month focuses on an issue that arises when employing temporary workers – compliance – and provides ideas on how to overcome this challenge to ensure peace of mind.
DCR Trendline October 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The October edition covers a range of topics, including the latest employment numbers from the Bureau of Labor Statistics and the continued growth of temporary employment. October is one of the most exciting months for sports fans, and it’s only fitting that this edition’s industry highlight is centered on sports-related employment. Our other areas of focus include how the definition and image of employees has progressed over the past decade, the increasing use of social media for recruiting, and on the value of talent supply chain management in meeting organizational talent needs. Our feature article this month is particularly applicable to companies with contingent workforce programs. We look at how vendor management systems can help companies fulfill the priorities and requirements of multiple stakeholders while meeting the shared single goal of eliminating complexity to increase operational effectiveness. - See more at: http://blog.dcrworkforce.com/dcr-trendline-october-2014#sthash.jW1AtNaQ.dpuf
DCR TrendLine March 2014 - Temporary Workforce Insightss
This month’s edition highlights what’s hot for talent acquisition and lists the fastest growing jobs in the country and where they can be found. We also continue this theme of growth by examining the emerging trends driving the increasing use of contingent workforces, particularly in the healthcare industry. And as a continuation of our monthly special feature on the BRIC countries, we turn our gaze to the Sochi Winter Olympics to discover how workers were staffed.
DCR TrendLine May 2014 - Temporary Workforce Insightss
Can you believe it’s already the second quarter of the year? As the year continues to speed by, this month’s edition of TrendLine focuses on trends and predictions in the talent management industry, by looking at what’s buzzing in HR tech and examining how crowdsourcing is playing a role in the temporary staffing market. Continuing on the theme of technology, we peek at the IT job market to see how and where demand for professionals is growing. We also look into our crystal ball to give you insights into what the staffing landscape will look like in 2022. And this month, we conclude our series on the BRIC countries, by taking a glance at India and it’s potential for temporary work development. At TrendLine, we’re always focused on what’s trending in anything to do with contingent worker supply and demand, and on that note are really excited to unveil a new quarterly topic – What’s Trending in the Temp Market? – that consolidates our research into a short list of critical trends in key talent sectors of the staffing industry. Take a look and let us know what you think!
DCR TrendLine January 2015 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The January issue explores two broad themes: predictions for the upcoming year and worker wellness. We look at trends for 2015 in the IT industry, HR technology, employment and workforce happenings, and talent acquisition. We explore causes of worker burnout, and peek in on the recreational services industry. Our feature article examines the use of big data analysis in the human resources function.
The DCR TrendLine editorial staff would like to extend our wishes to you for a happy and successful new year – full of hope and joy.
Visit the DCR TrendLine website at trendline.dcrworkforce.com to easily access all of our current and previous articles, and view comprehensive charts of real-time trends.
INSIDE THIS ISSUE:
- Top IT Trends for 2015
- Disruptions in HR Technology
- Employment Trends for 2015 and Beyond
- The New Sources of Talent
- Worker Burnout
- Industry Highlight: Recreational Services Index
- Wisdom Comes From Putting Things Together
- 2015 College Grad Prospects
DCR Trendline December 2013 – Contingent Worker Forecast and Supply Reportss
Welcome to the final month of 2013! The staff at TrendLine is pleased to be wrapping up our first full year of publication. It’s been an exciting year in the world of the contingent workforce. In our last issue of 2013 we once again provide you with key insights into the temporary staffing industry. Our thorough research into pivotal trends and current events, along with our in-depth analysis of contingent worker supply and demand, is designed to give you a pulse of the market.
Inside This Issue:
- DCR National Temp Wage Index
- Post Shutdown Impact and Recovery
- OSHA Asked to Further Improve Temp Worker Protections
- TrendLine in 2013
- A Look Back at 2013: Sector By Sector
DCR TrendLine February 2015 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The February issue looks at minimum wage across the country and employment in the real estate sector. We’re also checking in on the labor markets in Europe. We compare the expectations and realities of the working world for new college grads, and also present what’s trending in Q1 of 2015. Our feature article discusses the importance of paying attention to the perception that candidates have of a company. And discover the questions that arise from the ongoing growth of the non-employee workforce.
DCR TrendLine September 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The September edition covers a range of topics, including the latest employment numbers from the Bureau of Labor Statistics and worker satisfaction with their wages. This month’s edition focuses on some topics gaining a lot of attention lately such as workplace flexibility, the upcoming global labor shortage, and the top metro cities with job opportunities for contingent workers. Be sure to keep an eye out for our quarterly feature – “What’s Trending in the Temp Market” – to see the hottest trends for Q3. September is back-to-school month in many U.S. cities, and to commemorate the start of the new school year, our monthly industry highlight is on education services. We also follow-up on last month’s article about Generation Z by providing tips for employers to engage and manage these workers. Our feature article this month looks at one of the biggest buzzwords for companies – global. We discuss how HR can be organized and designed to better meet the global objectives of companies, while still taking local actions.
Visit the DCR TrendLine portal at http://trendline.dcrworkforce.com to easily access all of our current and previous analyses, and view comprehensive charts of real-time trends.
DCR Trendline October 2013 – Contingent Worker Forecast and Supply Reportss
Welcome to the final quarter of 2013! As we wind down into the fourth quarter of the year, TrendLine again brings you key insights into the temporary staffing industry. Our thorough research into pivotal trends and current events, along with our in depth analysis of contingent worker supply and demand, gives you a pulse of the market.
Inside this issue:
1. DCR National Temp Wage Index
2. Temp Employment: A Move towards Happiness
3. Status Report: OSHA’s Protections for Temp Workers
4. The Shrinking Workforce: Non-Working Population Impact
5. Temporary Employment: A Glance at European Markets
6. LinkedIn Remains Top Choice for Employers
DCR TrendLine February 2014 – Contingent Worker Forecast and Supply Reportss
It’s hard to believe that 2014 is already well underway. In the second month of the year, the staff at TrendLine was hard at work to provide you with key insights into the temporary staffing industry. With thorough research and in-depth analysis of data, we aim to supply you with a pulse of the temporary staffing market. As usual, our articles this month uncover trends in the industry and give you hard, actionable information on contingent workforce supply and demand.
Michigan’s top economic leaders today issued a series of findings that forecast the state’s readiness to fill high-paying, high-demand jobs with educated and skilled workers.
And, while data show the state is generally prepared to meet the demand for high-wage jobs over the next three years, the ability to meet demand over the long-term is less certain.
Inside This Issue:
DCR National Temp Wage Index
I-Squared: Spoiling or Saving the U.S. Economy?
Economic Recovery brings Optimism to Temp Employment
Unemployment Crisis: Unearthing the Facts Behind Official Claims
Public or Private: Which Type of Job to Opt for?
DCR Trendline November 2013 – Contingent Worker Forecast and Supply Reportss
Heading into the end of the year, after a month full of economic uncertainty and fogginess, TrendLine brings you key insights into the temporary staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what is happening in the world of contingent worker supply and demand.
Inside this issue:
1. DCR National Temp Wage Index
2. The Government Shutdown: A Crisis for Federal Workers
3. Temp Workers: Just in Time Workforce
4. In Lieu of the Jobs Report…
5. Temp Hiring to Grow in Q4
6. World Watch
5 Employment Stats Every Hiring Manager Needs to KnowRobert Half
Learn five key employment stats that can help inform you about the current hiring climate and increase your chances of landing the talent you need to grow your business.
The Hays Global Skills Index offers important insights into the puzzle that is the global skills landscape. Use the Index to understand the talent gaps your business may be facing, enabling you to develop the skills pipeline you need to ensure you have the best workforce for today, and tomorrow: http://www.hays-index.com/
DCR TrendLine January 2015 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The January issue explores two broad themes: predictions for the upcoming year and worker wellness. We look at trends for 2015 in the IT industry, HR technology, employment and workforce happenings, and talent acquisition. We explore causes of worker burnout, and peek in on the recreational services industry. Our feature article examines the use of big data analysis in the human resources function.
The DCR TrendLine editorial staff would like to extend our wishes to you for a happy and successful new year – full of hope and joy.
Visit the DCR TrendLine website at trendline.dcrworkforce.com to easily access all of our current and previous articles, and view comprehensive charts of real-time trends.
INSIDE THIS ISSUE:
- Top IT Trends for 2015
- Disruptions in HR Technology
- Employment Trends for 2015 and Beyond
- The New Sources of Talent
- Worker Burnout
- Industry Highlight: Recreational Services Index
- Wisdom Comes From Putting Things Together
- 2015 College Grad Prospects
DCR Trendline December 2013 – Contingent Worker Forecast and Supply Reportss
Welcome to the final month of 2013! The staff at TrendLine is pleased to be wrapping up our first full year of publication. It’s been an exciting year in the world of the contingent workforce. In our last issue of 2013 we once again provide you with key insights into the temporary staffing industry. Our thorough research into pivotal trends and current events, along with our in-depth analysis of contingent worker supply and demand, is designed to give you a pulse of the market.
Inside This Issue:
- DCR National Temp Wage Index
- Post Shutdown Impact and Recovery
- OSHA Asked to Further Improve Temp Worker Protections
- TrendLine in 2013
- A Look Back at 2013: Sector By Sector
DCR TrendLine February 2015 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The February issue looks at minimum wage across the country and employment in the real estate sector. We’re also checking in on the labor markets in Europe. We compare the expectations and realities of the working world for new college grads, and also present what’s trending in Q1 of 2015. Our feature article discusses the importance of paying attention to the perception that candidates have of a company. And discover the questions that arise from the ongoing growth of the non-employee workforce.
DCR TrendLine September 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The September edition covers a range of topics, including the latest employment numbers from the Bureau of Labor Statistics and worker satisfaction with their wages. This month’s edition focuses on some topics gaining a lot of attention lately such as workplace flexibility, the upcoming global labor shortage, and the top metro cities with job opportunities for contingent workers. Be sure to keep an eye out for our quarterly feature – “What’s Trending in the Temp Market” – to see the hottest trends for Q3. September is back-to-school month in many U.S. cities, and to commemorate the start of the new school year, our monthly industry highlight is on education services. We also follow-up on last month’s article about Generation Z by providing tips for employers to engage and manage these workers. Our feature article this month looks at one of the biggest buzzwords for companies – global. We discuss how HR can be organized and designed to better meet the global objectives of companies, while still taking local actions.
Visit the DCR TrendLine portal at http://trendline.dcrworkforce.com to easily access all of our current and previous analyses, and view comprehensive charts of real-time trends.
DCR Trendline October 2013 – Contingent Worker Forecast and Supply Reportss
Welcome to the final quarter of 2013! As we wind down into the fourth quarter of the year, TrendLine again brings you key insights into the temporary staffing industry. Our thorough research into pivotal trends and current events, along with our in depth analysis of contingent worker supply and demand, gives you a pulse of the market.
Inside this issue:
1. DCR National Temp Wage Index
2. Temp Employment: A Move towards Happiness
3. Status Report: OSHA’s Protections for Temp Workers
4. The Shrinking Workforce: Non-Working Population Impact
5. Temporary Employment: A Glance at European Markets
6. LinkedIn Remains Top Choice for Employers
DCR TrendLine February 2014 – Contingent Worker Forecast and Supply Reportss
It’s hard to believe that 2014 is already well underway. In the second month of the year, the staff at TrendLine was hard at work to provide you with key insights into the temporary staffing industry. With thorough research and in-depth analysis of data, we aim to supply you with a pulse of the temporary staffing market. As usual, our articles this month uncover trends in the industry and give you hard, actionable information on contingent workforce supply and demand.
Michigan’s top economic leaders today issued a series of findings that forecast the state’s readiness to fill high-paying, high-demand jobs with educated and skilled workers.
And, while data show the state is generally prepared to meet the demand for high-wage jobs over the next three years, the ability to meet demand over the long-term is less certain.
Inside This Issue:
DCR National Temp Wage Index
I-Squared: Spoiling or Saving the U.S. Economy?
Economic Recovery brings Optimism to Temp Employment
Unemployment Crisis: Unearthing the Facts Behind Official Claims
Public or Private: Which Type of Job to Opt for?
DCR Trendline November 2013 – Contingent Worker Forecast and Supply Reportss
Heading into the end of the year, after a month full of economic uncertainty and fogginess, TrendLine brings you key insights into the temporary staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what is happening in the world of contingent worker supply and demand.
Inside this issue:
1. DCR National Temp Wage Index
2. The Government Shutdown: A Crisis for Federal Workers
3. Temp Workers: Just in Time Workforce
4. In Lieu of the Jobs Report…
5. Temp Hiring to Grow in Q4
6. World Watch
5 Employment Stats Every Hiring Manager Needs to KnowRobert Half
Learn five key employment stats that can help inform you about the current hiring climate and increase your chances of landing the talent you need to grow your business.
The Hays Global Skills Index offers important insights into the puzzle that is the global skills landscape. Use the Index to understand the talent gaps your business may be facing, enabling you to develop the skills pipeline you need to ensure you have the best workforce for today, and tomorrow: http://www.hays-index.com/
Evox ofrece precios increíbles en la tecnología de vanguardia, ayudando a las familias y empresas de todo el mundo a comunicarse en proporciones que anteriormente no disponibles. Nuestra Meta ser la mejor y más grande de telefonía VoIP y beneficios del país. Siempre dando prioridad a la excelencia en los servicios y la atención y el apoyo a los asociados y clientes.
La ética, el compañerismo, la honestidad, la responsabilidad, la calidad y la excelencia nos diferencian.
Empresa Brasileira que cresce mais de 300% ao mes de forma sustentável. Com serviços:
Cadastre-se neste link
http://www.evoxclub.com.br/29
Me adicione no MSN para saber mais:
fformidavel@hotmail.com
Ganhe de 20 a 1.000 Dolares por Semana Publicando Anuncio na Internet em indicar ninguém, e fique rico indicando pessoas
Cadastre-se www.telexfree.com.br/edyexecuttivos
Assita o Vídeo de Apresentação parte 1,2 e 3
Parte 1 http://www.youtube.com/watch?feature=player_embedded&v=7yHY-3qB_rI
Parte 2 http://youtu.be/j18lIn1kqRU
Parte 3 http://youtu.be/Jj4NXuhhps4
Skip edyexecuttivo
Email edy.a@hotmail.com
Catálogo oficial de vídeos da Biblioteca e Videoteca da Secretaria Municipal de Saúde de Uberlândia - MG, criado e elaborado pela Diretoria de Gestão de Pessoas e Educação em Saúde – DGP, destinado à divulgação do acervo videográfico.
Please view to understand why this is Australia\'s fasted adopting email archiving solution. Highly Functional E-Discovery capability, unlimited storage, zero hardware. Solve your PST nightmare while having real time access to ALL company email.
Titulo: Casamento
Alunos:José Alexandre Ramalho Moura,
Cidade:
Disciplina:
Turma:
Data:31-05-2014
Hora:23:52
Comentarios:Professor, favor verificar o nome dos integrantes no trabalho pois os mesmos não aparecem na lista citada acima.
FAVOR VERIFICAR OS NOMES DOS INTEGRANTES NO TRABALHO, SENDO ELES: ALEXANDRE MOURA, UBIRATA SALEK, DIOGO SIMOES, SUASSUNA, ANDRESSA, REGI E LUIS FELIPE.
Publico até ápos a correção
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The June edition looks at the impact of oil prices on employment in the oil and gas industry and trends in talent management. We continue our global series on the ASEAN region by looking at Indonesia’s slowing economy. This month also features our quarterly topic “What’s Trending in the Temp Market.” We also discuss job prospects for the graduating class of 2015. Our feature article hones in on the need for simplicity in the workforce, and provides some ways to get started. Finally, we examine the long-term economic impact of the devastating earthquakes experienced by Nepal recently
DCR National Temp Wage Index
Employment Prospects for 2015 Grads
Indonesia’s Slowing Economy and Workforce Challenges
What’s Trending in the Temp Market – Q2 of 2015
Industry Highlight: Oil and Gas Index
4 Talent Management Trends
Simplicity is the Ultimate Sophistication
Nepal Earthquake: The Long-Term Economic Impact
DCR Trendline September 2013 – Contingent Worker Forecast and Supply Reportss
We bring you the Trendline Report for September 2013, offering key insights into the temporary staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a pulse of the market. Rigorous examination of contingent workforce supply and demand provides you with predictive forecasts of wage trends and market status.
DCR TrendLine January 2014 – Contingent Worker Forecast and Supply Reportss
Hello 2014! As we approach a fresh year, the editorial staff at TrendLine is excited to share our analysis and insights into the staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what’s happening in the world of contingent worker supply and demand and talent acquisition.
- DCR National Temp Wage Index
- 2014: What to Expect in the Workforce
- The Manufacturing Revival
- Temp Jobs Continue Steady Upward Trend
- Special Topic: Brazil e-commerce Market Watch
Michael Page - Global Employment Trends - Financial Sector 2013Raquel Kroich
3.800 profissionais do Mercado Financeiro foram entrevistados em Março de 2013. Participaram executivos de 47 países, nas Américas, Europa, Oriente Médio, África e Ásia-Pacífico.
O objetivo da pesquisa é entender como os últimos anos em ambiente de crise impactaram o dia-a-dia dos profissionais do mercado financeiro em termos de motivação, salário, pagamento de bônus, oportunidades e carreira, bem como entender como os profissionais avaliam a atual situação e o futuro do mercado financeiro em todo o mundo.
Publicado em junho/2013
Institute small-business-payroll-reportFTSA Academy
Conclusion and Implications
Small businesses are responsible for approximately half of all job creation in the United States and are therefore a critical element of the
US economy. This report provides a new lens on typical small business payroll outflows, their growth, and their volatility. We summarize
key conclusions and implications here:
Ardent partners Solution Spotlight on DCR Workforcess
This solution spotlight utilizes Ardent Partners longstanding contingent workforce management ("CWM") technology and best practices research and combines it with Ardent's perspective on the Vendor Management System(VMS) marketplace and recent market conducted on the same topics.The first half of this report highlights the evolution of the non-employee workforce industry,while the second half focuses on a deep profile of solution provider DCR Workforce.
DCR Trendline December 2014 Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The December issue looks to the future to provide predictions for HR in the next decade, and follows-up on our predictions of workforce trends in 2014. We’re also exploring the dynamics of the candidate-driven recruiting market, the top cities for a positive work-life balance, and the difference between talent networks and talent communities. Our industry focus this month is on aerospace employment and workforce challenges.
The DCR TrendLine editorial staff would like to extend our wishes for a happy holiday season with continued peace, joy, and success in 2014!
Visit the DCR TrendLine website at trendline.dcrworkforce.com to easily access all of our current and previous articles, and view comprehensive charts of real-time trends.
The mobile workforce has become 'business as usual'. In order to get the most value from your talent base, you need to ensure that your workers stay connected regardless of where business takes them. Smart Track is always on, from anywhere, at any time. Users can conduct all transactions - from requirements creation to worker offboarding - using any device, from any location offering an Internet connection.
DCR Trendline August 2013 – Contingent Worker Forecast and Supply Reportss
Each month, DCR Workforce brings you greater insight into the temporary staffing market. The Trendline Report, offered to you at no charge, provides original research and cutting-edge analysis of contingent worker demand and supply, and predictive forecasts of wage trends. We provide the context you need to set the course for what happens next.
Inside This Issue:
DCR National Temp Wage Index
The Temp Workforce: Multiple Angles
What’s Driving the Temporary Workforce?
Temporary Jobs: Hiring is On
VMS and MSP Hit a Plateau
Mission 2015: Buyers – Get Ready, ACA Ahead
The safety, health, and well-being of the workforce must be a high priority in any company’s daily operations. U.S. companies spend $170 billion a year on costs associated with injuries and illnesses sustained on the job, including more than $40 billion a year in worker’s compensation benefits. DCR Workforce helps to reduce these costs by incorporating robust workforce safety protection programs into each of our clients’ contingent workforce management solutions.
The contingent workforce landscape is changing. As the use of temporary workers continues to grow, their impact on your business increases. Program quality, traditionally defined by the speed and cost of using agency contractors, now also addresses the value that an extended workforce can bring to your organization. Smart Track translates volumes of data that you generate each day into the valuable insights you need to drive performance.
Through Smart Track, DCR offers a big data solution - a single platform for viewing and manipulating transactional and interactional data from different areas of your company to evaluate the impact of temporary talent on your overall performance.
DCR Compliance Services bring you peace of mind by safeguarding against the three areas of temporary workforce risks: regulatory non-compliance, failure to comply with corporate policies, and supplier breach of contract.
Our services include classification assessments, reclassification, credentials verification, contract negotiation, certification status monitoring, training and guidance, and auditing services.
DCR's Aerospace & Defense Solutions enable you to prosper in this highly regulated, innovation-driven environment. Innovative approaches to labor sourcing and retention provide needed technical talent. Smart Track modules are custom-made for these highly regulated industries, offering flexible work scheduling and payment processing; built-in DoD, SCA and PCA compliance workflows; and comprehensive procurement and management of SOW project teams.
Smart Track, DCR's innovative cloud-based suite of workforce supply chain management applications, redefines the role of vendor management systems – expanding from conducting transactions to supporting critical interactions and decision-making. Through Smart Track, we forge networks of corporate executives, business managers, suppliers and indirect workers, creating an institutional memory of best business practices, and a means for sharing them.
White Paper: Complying With Regulations Regarding Temporary Workersss
The use of temporary workers is growing in the United States, now representing 22% of the total workforce. Temporary workers are referred to as freelancers, non-employees, indirect workers, agency contractors, consultants, interns, independent contractors, and many other terms.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
2. It’s almost summer! As the weather starts to heat up, the editorial staff at DCR TrendLine is eager to share our analysis and insights into the hottest trends in the
non-employee workforce market. With thorough research and in-depth analysis of data, DCR TrendLine strives to provide you with a pulse of the staffing market.
The DCR National Temp Wage Index focuses on temporary worker wage rates, analyzing the utilization of contingent workers, and tracking related developments in
the economy. This month, we look at the top metro areas for temporary employment, examine the increase in wellness program incentives by employers, and look into
Colorado’s marijuana tax revenue.
Recently indexes from Bloomberg and Citigroup ranked the U.S. economy as the most disappointing major economy in the world. We look at the reasons behind how these
reputable indexes arrived at their conclusion.
Overall, job growth has had an upward trend over the past two years. However, economists argue that wages have not seen the same progress. We look at how variations
among industry segment and location impact the perception of wage growth across the United States.
Our industry highlight for May focuses on the automobile manufacturing sector. The DCR TrendLine Automobile Manufacturing Index provides an overview of
employment and wage trends in the sector over the last six years. We discuss how the growing imports of car parts from Mexico and China have had an impact on employ-
ment in the industry.
What do millennials want?With more millennials occupying leadership positions across the world, organizations are considering how they can best ensure their success and
engagement. We look at what it is that millennials want when it comes to leadership and work-life balance.
We’re also continuing our global series, with focus on the ASEAN region. This month, we examine Malaysia and the threat its economy faces due to oil prices.
Our feature article discusses a topic that’s red hot – innovation. We deliberate on the definition of innovation, and provide information on how companies can get started
on incorporating innovation into their organizations as a core business function.
This edition’s final article looks at the talent acquisition sector and how it’s been disrupted due to changes in the ways companies access and engage with talent. Keep an
eye out for our highlight on companies that are leading the way towards this new evolution of recruitment.
Ammu Warrier
Ammu Warrier, President
“
note from the editor
inside this issue “Although the leading economic index
still points to a moderate expansion in
economic activity, its slowing growth rate over
recent months suggests weaker growth may be
ahead.” ~Ataman Ozyildirim, Economist at The
Conference Board
1
Note from the Editor..............................................................................................................................................page 1
DCR National Temp Wage Index........................................................................................................................page 2
U.S. Economy: Disappointing..?..........................................................................................................................page 7
Wage Growth Across The U.S..............................................................................................................................page 9
Industry Highlight: Automobile Manufacturing Index...............................................................................page 13
What Do Millennials Want?.................................................................................................................................page 17
Malaysia: Oil Prices Pose Threat to Economy................................................................................................page 22
Innovation as Usual...............................................................................................................................................page 27
Recruiting Disrupted,............................................................................................................................................page 31
Methodology........................................................................................................................................................... page 34
References................................................................................................................................................................page 35
About DCR.................................................................................................................................................................page 36
3. “
DCR National Temp Wage Index
“Raising real wages is a big part of the unfinished business.”~Tom Perez, U.S. Secretary of Labor
2
The United States economy added only 126,000 jobs in March 2015, the lowest since December 2013, and way below the 250,000 new jobs economists were forecasting.
Among the jobs created, health care, business services, and the retail sector had the highest contributions. Professional and business services had the largest gains with
40,000 jobs added; the industry on average has seen 34,000 jobs added each month in the first quarter of 2015. Retail added 26,000 jobs, in line with the industry’s 12-month
average gain, and healthcare added 22,000 jobs. Due largely to the drop in oil prices, employment in mining declined by 11,000 jobs, for a total of 30,000 jobs in 2015 so far.
4. DCR National Temp Wage Index
3
A further disappointment was that wage growth remained sluggish. A year ago, American earned an average of $24.34 per hour, and today that is $24.86
an hour. The Federal Reserve Bank of Atlanta forecast the economy remained flat in the first quarter compared to a year ago.
The unemployment rate remained unchanged at 5.5 percent, the lowest since May 2008. A broader guage of unemployment that includes workers who
have part-time jobs but would like full-time work dropped to 10.9
Employment Growth In Past Year
Source: BLS
5. DCR National Temp Wage Index
4
According to a separate forecast by CareerBuilder, nearly 4 out of 10 employers plan to hire temporary or contract workers in the second quarter of 2015,
up from 33 percent in 2014. And a third of employers surveyed say they plan to transition some contract or temporary staff into permanent employees in
the second quarter.
A new survey from Glassdoor and Harris Poll of 515 human resources and business managers in the United States finds that recruiters say that a talent
shortage is their number one hiring challenge today. Forty-eight percent of respondents said they are having trouble finding qualified canddiates for
open positions.
The survey reveals that 52 percent of hiring managers say that “passive recruiting” has been less effective in the past year, and 51 percent believe that
canddiates are growing tired of emails from networking sites and responding at a lower late. Forty-seven percent indiciate that candidates are not
responding to emails, and 44 percent say that they are reluctant to return phone calls as well.
“The brisk hiring anticipated for the second quarter comes against the backdrop of stronger sales, new product development and
market expansion among companies of all sizes.”~Matt Ferguson, CEO of CareerBuilder
1
2
3
4
5
6
7
8
9
10
Metro
Memphis, TN-MS-AR
Grand Rapids-Wyoming, MI
Indianapolis-Carmel-Anderson, IN
Chicago-Naperville-Elgin, IL-IN-WI
Nashville-Davidson-Murfreesboro-Franklin, TN
Atlanta-Sandy Springs-Roswell, GA
Louisville/Jefferson County, KY-IN
Dallas-Fort Worth-Arlington, TX
Columbus, OH
Milwaukee-Waukesha-West Allis, WI
Percentage of Temporary Jobs
5%
4.7%
3.9%
3.4%
3.4%
3.2%
3.1%
3%
3%
2.9%
10 Metros with the Highest Percentage of Temp Jobs (in relation to overall employment)
Source: CareerBuilder
A recent CareerBuilder study forecasts that temporary employment will continue on an upward trajectory. The study also found that some United States
metros have a concentration of temporary jobs 45-150 percent higher than the national average of 2 percent.
Metros with the Highest Percentage of Temporary Jobs
Talent Shortage is Getting Worse
“
6. 5
DCR National Temp Wage Index
Employers Offering More in Wellness Programs Incentives
H-1B Cap Reached Quickly
Recent findings by Fidelity Investments and the National Business Group on Health have found that 79 percent of employers now offer wellness programs,
which can include health questionanaires, blood tests, biometric screenings, and smoking cessation and weight-loss classes. On average, employers are
offering a record $693 per employees as a financial incetive for participating in wellness programs.This is up from an average of $594 in 2014 and $430 five
years ago. Companies with more than 20,000 employees are offering an average of $878 per employee, while companies with between 5,000 to 20,000
employee are offering $661 per employee. These incentives take the form of cash, reduced insurance premiums or contributions to a healthcare account.
Meanwhile, fewer employers are imposing penalties such as charging more for insurance if workers do not participate or achieve goals. For example, only
6 percent of employers say they penalize workers for not answering health risk assessments, down from 11 percent in 2014.
However only 47 percent of employees earned their full incentive amount in 2014, translating into millions of dollars of unclaimed incentives.
Every year on April 1st, businesses submit applications on behalf of their foreign workers for temporary employment visas, knows as the H1-B. A maximum
of 85,000 work visas, including 20,000 for holders of master’s degrees, are available each year under limits set by Congress. If the number of applications
exceeds the 85,000 quota within the first week, visas are granted via a lottery system.
This year, 233,000 people applied for the H1-B, up significantly from the 172,500 applications in 2014, and nearly double the 124,000 applications in 2013.
Advocates of raising the H-1B visa quota argue that this volume of applications is further proof that the government needs to take action. According to
estimates from Complete America, a coalition representing major technology companies including Amazon, Facebook, and Microsoft, the United States
loses about 500,000 jobs a year because of the limits on H1-B visas.
“Year after year, the government falls back on a lottery system to determine which U.S. employers will ‘win’ the ability to hire top
world talent. This year, employers had a mere 36 percent chance of being granted an H-1B visa. U.S. economic growth should not
be left up to this gamble.”~Lynn Shotwell, Executive Director of the Council for Global Immigration
“
7. DCR National Temp Wage Index
It’s been over a year since Colorado became the first state in the country to allow people to legally sell and buy marijuana in January 2014. When the
state made marijuana legal for everyone, not just medical patients, it also implemented a 25 percent tax rate on sales. In February 2014, Governor John
Hickenlooper’s office projected that Colorado would take in $118 million in taxes on recreational marijuana in its first full year after legalization. However,
recent projections based on seven months of revenue data say that the state will collect $69 million through the end of the fiscal year in June, missing intial
estimates by 42 percent.
Experts believe that the projections were off for several reasons, including economists overestimating the number of people who would stop buying
marijuna on the black market and the number of medical patients that would switch to recreational marijuana. Medical marijuana is taxed at a much lower
rate of 2.9 percent. According to Andrew Freedman, Colorado’s Director of Marijuna Coordination, the biggest drag on revenues is that much of the market
remains unregulated. A 2014 report by the state’s Department of Revenue estimated that 130 metric tons of marijuna was consumed in Colorado that year,
while only 77 metric tons was sold through medical dispensaries and recreational marijuana retailers. Samantha Chin, the Director of Marketing at Colorado
Pot Guide, says retail prices have fallen between 16 and 30 percent in the Denver area since November 2014.
The fiscal benefit of changing marijuna policies has been a driving force behind its legalization throughout the country.
6
A Look at Colorado’s Marijauna Tax Revenue
“Tax revenue is nice to have, but in most states it is not going to be enough to change the budget picture significantly. The stakes
in reducing criminal activity and incarceration and protecting public health are way higher than the stakes in generating revenue.”
~Mark Kleiman, Drug Policy Expert at University of California – Los Angeles
“
Sale Statistics for Colorado Marijuana
Source: Colorado Department of Revenue
8. 7
U.S. Economy: Disappointing?
Recently, the Bloomberg Economic Surprise Index ranked the U.S. economy as the most dissapointing major economy in the world. The index which
measures incoming economic data against economic expectations says that U.S. economic data has consistently been falling short of expert’s predictions
in the last six years.
Corroborating this statement is Citigroup’s U.S. Economic Surprise Index, whose scoreboard shows that the U.S. is the most disappointing relative to
consensus forecasts. The Citigroup U.S. Economic Surprise Index gauges how U.S. economic data performs relative to expectations on a rolling
three-month basis. While American policymakers frequently talk about weakness in the European and Chinese economies, both are exceeding
expectations.
While the media often focuses on the positive – the 1.3 million jobs added over the past 4 months and the low unemployment rate – other measures fall
short of expectations. This month alone, personal income and spending, manufacturing, automobile sales, factory orders, and retail sales are all weak.
Most Disappointing Countries
Source: Citigroup
9. U.S. Economy: Disappointing?
8
First-Quarter Growth Forecasts: First-quarter U.S. growth forecasts continue to be cut by leading banks. Michael Feroli of JPMorgan Chase cut his forecast
to 2.0 percent from 2.5 percent, while Barclay Capital reduced its estimate to 1.5 percent.
Wage Growth: While monthly job gains continue to gain
consumer confidence, wage growth has not seen an improvement.
Job Creation: Economists says that despite job creation, the
biggest disappointment has been the types of jobs being created
and the overall strength of the labor market.
The U.S. Dollar: According to some economists, in the past six
months, the dollar has increased by a near-record amount making
U.S. goods about 25 percent more expensive on global markets.
Manufacturing Output: According to Federal Reserve data, in
March 2015, manufacturing output had a 0.1 percent gain, its first
advance in four months.
Industrial Output: In March 2015, U.S. industrial production fell
sharply by 0.6 percent. A year ago, industrial output was up 2
percent.
Utilities Output: Utilities output fell 5.9 percent in March 2015, the
biggest decrease since January 2006.
U.S. Firm Borrowing: U.S. corporations have been borrowing large amounts to buy back stocks, increasing their leverage without building new production
capacity.
Housing: The Commerce Department recently released a report showing a smaller than expected rebound in housing starts. Economists were expecting
housing starts to jump to a rate of 1.05 million in March 2015, but they actually only rose 2 percent to 926,000. Also, building permits, an indicator of future
housing demand, fell 5.7 percent to an annual rate of 1.039 million.
Jobless Claims: A report from the Labor Department showed an increase in initial jobless claims in the week ending April 11th, 2015. Initial jobless claims
climbed to 294,000, an increase of 12,000 from the previous week. Economists had expected jobless claims to edge down to 280,000.
March’s Job Report: The U.S. economy added 126,000 jobs in March 2015, the lowest monthly job gains since December 2013. Economists were expecting
245,00 new jobs.
“[The latest figures add] to a growing list of dissapointing U.S.
economic indicators, suggesting that the economy ended
the quarter on a very weak footing. Moreover, there is little
indication of an impending rebound.” ~Millan Mulraine,
Analyst at TD Securities
“Are we creating enough jobs that people with a range of skills
can possibly take on? Do we have the right skills? Are we creating
jobs that fit the skills we can create?” ~Jerry Webman, Chief
Economist at Oppenheimer Funds
“The dollar is a wet blanket on manufacturing. If the dollar
remains this strong, we’re going to have headwinds in
manufacturing for a while.” ~Guy Berger, U.S. Economist at RBS
Securities, Inc.
““
“
10. Wage Growth Across The U.S.
9
While overall job growth is on a upward trend, economists question how variations in this growth among and within industry segments impacts
wage growth. Over the majority of the past two years, job growth in the United States has averaged over 200,000 new jobs per month. However,
during the same period, hourly wages grew much slower at only about 4 percent in total. And this wage growth rate was exactly the same as the
change in prices for the same period, which means that real average hourly wage did not increase.
While many economists broadly interpret this as a sign that wage growth is stationary, the reality is quite different. The diversity of job creation at
different wage levels paints a different picture.
Between the period from July 2012 to July 2014, the sectors contributing the largest number of jobs were a mix between those that pay a higher
wage on average (business and professional services and construction) and those that pay a lower wage on average (retail and leisure and
hospitality). In some sectors, such as information workers and financial workers, wages grew faster than average, while in other sectors, such as
utilities, wage growth was below average.
Wage Growth Across Industries
Employment and Hourly Wage by Sector
Source: BLS
11. 10
Wage Growth Across The U.S.
National aggregate numbers also mask another important source of variation – location. States have different average hourly wages, ranging from
a low of $19.34 in Mississippi to a high of $29.01 in Massachusetts. Thus, the national average wage depends to some degree on where new jobs
are being created. Additionally, the states vary widely in the distribution of jobs across industries. For instance, 15.2 percent of total Massachusetts
nonfarm employment is in professional and businesses services, which has a higher wage growth than average. In Mississippi, this sector makes up
8.9 percent of employment.
Comparing total private
employment growth to wage
growth by state, it appears
that several states are actually
experiencing a wage decline. But
in reality, while this is true with
regard to these states’ average
wages, the situation is likely a
reflection of faster growth in
some low-wage industries or in
lower-wage occupations within
an industry.
Wage Growth Across States
Source: Deloitte University Press
Total Private Employment Growth vs. Wage Growth, by State
12. 11
Wage Growth Across The U.S.
The professional and business services sector, which contributes substantially towards the employment of temporary workers, has experienced
large job growth over the period from July 2012 to July 2014. And jobs in professional and business services tend to pay higher-than-average wages.
The industry has been a major job creator since the beginning of the economic recovery in 2009. Currently, this sector employs 1.2 million more
people than it did when the recession started in December 2007.
Since professional and business services is an industry which provides services to other businesses, its health depends largely on the health of the
businesses it serves. The industry has benefited from the turnaround in the U.S. economy. Additionally, the long-term trend of outsourcing non-core
functions to professional and businesses services has played a large part towards the industry’s growth.
Looking at Professional and Business Services
Professional and Business Services Employment and Hourly Wages
Source: BLS
13. 12
Wage Growth Across The U.S.
Looking at the types of occupational areas served by professional and business services, they are quite varied, ranging from administrative and
support services that comprises 43 percent of the industry and has an average hourly wage of $18.40 to the higher-paying computer and system
design services, which has an average hourly wage of $42.73 per hour.
Professional and Business Services Employment Growth Compared to National Average
Sector Growth, By State
Source: BLS
14. 13
Industry Highlight: Automobile Manufacturing Index
Due to strong domestic demand and a steady increase in exports, United States auto production is nearing an all-time high. According to
WardsAuto.com, American automakers built 11.37 million light vehicles in 2014, among the higher output totals since the record of 12.59 million
produced in 1999. Exports of American-made vehicles was over 2 million for the first time last year.
However, this growth in automobile manufacturing is not creating the jobs that analysts would expect, due to these American-made cars and
trucks being made with parts imported from Mexico, China, and other foreign countries.
15. 14
Industry Highlight: Automobile Manufacturing Index
In 2014, the U.S. imported a record $138 billion in car parts last year, equivalent to $12,135 of content in every American vehicle built. Mexico was
the largest supplier of car parts to the U.S. last year, accounting for 34 percent of imports, followed by China at 13 percent. Since 2008, imports from
China have more than doubled, while imports from Mexico have increased by 86 percent.
While the U.S. is manufacturing the highest volume of automobiles since 1999, and has hit a record with its volume of exports, the growth of parts
imports has left the nation with a growing deficit in overall trade in cars and parts of $168.3 billion in 2014. This is compared to $156.2 billion in 2013.
“We’ve never produced so many cars in the U.S., but we’ve never made so few of the parts.” ~Sean McAlinden, Chief
Economist at the Center for Automotive Research
American Cars, Foreign Parts
Percentage of U.S. Content for Car Models, 2010 vs. 2015
Source:
The Wall Street Journal
“
16. 15
Industry Highlight: Automobile Manufacturing Index
The shift of parts production to foreign countries has shrunk an industry that has long been considered one of the largest sources of
manufacturing jobs in the country. In 2014, employment at manufacturers of car parts averaged about 537,000, a decline of 36 percent from
2000. Meanwhile, while the output has grown, employment at manufacturers of completed vehicles declined 32 percent from 2000 to 2014.
Industry experts attribute this decline in part to productivity imporvements that include automation.
To compete in a growing global market, the larger U.S. automobile parts makers have invested in foreign countries. For example, American Axle,
based in Detroit, has plants in Mexico, Brazil, Poland, the U.K., India, China, and Thailand. Only about 30 percent of the company’s employees are
in the United States.
Wages in the sector have also been trending downwards. In 2014, the average hourly wage for production and other nonsupervisory workers
at car-parts markers was $19.91, a decrease of 23 percent from a decade earlier. According to the Bureau of Labor Statistics (BLS), automobile
manufacturers saw a wage decline of 22 percent to $27.83 in the same period.
“The U.S. tech industry continues to make significant contributions to our economy. The tech industry accounts for 7.1
percent of the overall U.S. GDP and 11.4 percent of the total private sector payroll. With annual average wages that are
more than double that of the private sector [overall], we should be doing all we can to encourage the growth and vitality
of our nation’s tech industry.” ~Todd Thibodeaux, President and CEO of CompTIA
“
How This Impacts Employment
Automobile Manufacturing Employment and Hourly Wages
Source: BLS
17. 16
Industry Highlight: Automobile Manufacturing Index
In 2007, U.S. automakers were concerned with how to close a $30-per-hour labor cost gap with their Asian rivals. Today, however, Fiat Chrysler
Automobiles (FCA US) has labor costs for its U.S. workers that are on par with Toyota and Honda, and General Motors (GM) and Ford are at about
$10 less per hour. According to the Center for Automotive Research, FCA US pays its workers about $48 per hour (with all benefits and bonuses
included), while GM pays $58 per hour, and Ford pays $57 per hour. These per-hour labor costs averages include pay for temporary workers who
are formally employed by staffing agencies, but work full-time alongside workers employed directly by automakers.
The Center for Automotive Research (CAR) says that Japanese-owned plants utilize temporary workers as a larger percentage of their workforces
than U.S. automakers. CAR estimates that Nissan uses temps for as much as 43 percent for its U.S. workforce, while Toyota uses them for 10 to 20
percent of their workforce. Meanwhile, at Ford, temporary workers make up about 2 percent of the workforce, and as much as 4 percent during
high-production months.
According to Rick Hesterberg, a spokesman for Toyota, the company uses temporary workers to handle fluctuations in demand and to screen
hires. Since 2011, Toyota has permanently hired 1,900 of its temp workers in its Georgetown, Kentucky plant.
Temp Workers at Auto Manufacturing Plants
Source: Center for Automotive Research
Average Hourly Total Labor Costs Per U.S. Worker by Auto Manufacturer
18. 1717
What Do Millennials Want?
Projected Demographics in the U.S.
Source: U.S. Census Bureau
What is it that millennials want? As more millennials are occupying leadership positions across the world, organizations are trying to discover
what they can do to ensure their success.
According to the U.S. Census Bureau, millennials will comprise the majority of the workforce by 2025. When it comes to employee engagement,
this means that there is a large variance in the current workforce and each worker needs to be treated differently. Each category of worker
has their own priority, from work-life balance to health care benefits. And employees today don’t just care about salary; they are looking for
additional benefits from employers.
Adding to the urgency to determine what millennials want at work is that most of the existing research on the generation is skewed towards a
Western population. Conclusions based on this limited sample could lead to missed opportunities about attracting, retaining, and developing
millenial leaders in a global business environment.
Why Does it Matter?
19. 18
What Do Millennials Want?
Why Do you Want to Be a Leader?
Source: HBR
INSEAD’s Emerging Markets Institute, Universum, and the HEAD Foundation recently conducted a survey on millennials, surveying 16,637 people
between the ages of 18 and 30 in 43 countries. On average, 40 percent of respondents claimed that becoming a manager or leader was “very
important” to them. The reasons, ranging from money to building career foundations, varies across countries. High future earnings stood out as
the most dominant global theme, but the range was still wide. Half of respondents from Central and Eastern Europe chose high future earnings
as a reason to pursue leadership, while only 17 percent of African respondents did.
Leadership
20. 19
What Do Millennials Want?
Work-Life Balance
Numerous articles have been written about how millennials want a strong work-life balance, but it is rare to find research on the kind of balance
this means. For previous generations, work-life balance often meant a work-family balance. For millennials, it seems to mean more of a work-me
balance. Millennials want time for themselves and space for their own self-expression. In the survey by Insead et al, the dominant definition
of work-life balance was “enough time for my private life” followed by “flexible work hours”. This might be explained by the fact that a large
population of millenials are currently single, do not have children, and are not providing care for aging parents.
What Does Work-Life Balance Mean?
Source: HBR
21. 20
What Do Millennials Want?
Millennials and the Future of Work
Human resource experts are recognizing that millennials might understand the future of work better than other generations, and that
companies can learn a lot about where the workplace is heading by watching how millennials approach and define their careers.
The internet has opened more doors to the millennial generation than any other. Their whole lives, millennials have been told that they can and
should pursue as many interests as they want, so they are a generation with diverse interests. This is why the idea of a portfolio of work comes
naturally to them. Millennials have been doing web design for thir mom’s coworkers after school, and teaching themselves video editing through
online courses and picking up gigs to supplement their part-time job.
This natural flexibility positions millenials to take advantage of where the future of work is heading. According to a national survey conducted
by Freelancers Union and Elance-oDesk, 38 percent of millenials are freelancing, and 82 percent are optimistic about the future of freelancing.
Millennials understand networks and hubs, which make for successful freelancers. They understand the power of affiliations, more so than earlier
generations. And they are putting this understanding to use in areas besides their career. In the U.S., the Occupy movement took up the cause
of social justice and economic equality and built a networked infrastructure to advance their ideas. In Spain, Podemos, founded by millennials,
is one of the fastest-growing political parties in the country.
23. 22
Malaysia: Oil Prices Pose Threat to Economy
Many labor experts consider Malaysia to be one of Southeast Asia’s success stories. With a population of around 30 million, it is the region’s third-largest economy and has
a relatively strong literacy rate. It is a moderate and democratic Muslim state, where the Islamic majority lives mostly in harmony with the country’s Chinese and Indian
communities.
However, recently the delicate political and ethnic balance of the country is starting to unravel. Since 1957, Malaysia has been ruled by the United Malays National
Organization (UMNO). In recent years, however, the opposition political party has won more of the popular vote. Experts worry that if political tension grows it could have a
damaging impact on Malaysia’s economy.
In 2014, Malaysia had a real GDP growth of 6 percent, the second-highest performance in South East Asia. But the country is a significant net exporter of energy, which
makes it vulnerable to fluctuations in oil prices. Also, foreign bond ownership is high at more than 40 percent, and political and economic unstability could make foreign
bondholders wary.
Malaysia Labor Market at a Glance
Source: Trading Economics
24. 23
Malaysia: Oil Prices Pose Threat to Economy
The World Bank recently stated that lower oil prices would slow growth through delays in capital expenditures in the oil and gas sector. In 2015, Malaysia’s economic growth
is expected to slow down to 4.7 percent, before normalizing at 5 percent in 2016.
Comparativley, the World Bank expects other countries in Southeast Asia to grow, with Indonesia projected to grow 5.2 percent this year, Thailand to grow 3.5 percent, and
the Philippines to grow 6.5 percent.
According to the World Bank reports, a fifth of the government’s revenues depend on oil, so a decline in oil prices is a key risk to near-term growth, fiscal and external
accounts.
“As a net hydrocarbon exporter, lower oil prices will dampen the outlook for investments and growth. The outlook for 2016 and beyond
is clouded by uncertainty in the direction of commodity prices and the pace of structural reforms to move investments decisively to
skills-intensive sectors.”~World Bank
Malaysia’s Imports and Exports
Source: Trading Economics
Malaysia’s Economy Expected to Slow
“
25. Malaysia: Oil Prices Pose Threat to Economy
In Malaysia, traditional sources of employment in extractive industries (mining, quarrying, dredging, and oil and gas extraction) and light manufacturing are slowing down.
Many labor experts believe that employment will depend on how quickly Malaysia can adopt the workplace methods of a global economy.
A recent study by the Organization for Economic Cooperation and Development (OECD) ranked Malaysian students at number 39 among its 44 countries in
problem-solving, comprehension, language, computation, and analysis. A recent government study says this has long-term implications for employment, as Malaysia’s
percentage of skilled workers in the workforce is 25 percent, less than half that of neighboring Singapore. The use of English, the language of the global economy, has
actually declined in Malaysia over the last 40 years.
“People here are willing and able to work, and the country has good connections to the region and decent infrastructure.They could make
this place the back-office to the economy of the Internet. But they need more and better basic education for this to become a reality.”
~Kal Joffres, Local Consultant at Tandemic
24
Malaysia’s Education by Attainment
Source: Ministry of Education, Malaysia
Education at the Crux of the Employment Challenge
“
26. 25
Malaysia: Oil Prices Pose Threat to Economy
Educational Attainment of Population Aged 25 and Older
Source: UNESCO Institute for Statistics
27. Malaysia: Oil Prices Pose Threat to Economy
26
In recent years, electronic companies have pulled thousands of jobs out of Malaysia, in order to pay lower wages for comparable skills in China and other nearby countries.
According to the World Bank, Malaysia faces the challenge of implementing productivity-enhancing reforms to support long-term growth. This includes modernizing
social policies towards income-targeted programs focused on equality of opportunities, reforming the education system without public spending, reducing dependence on
energy revenues, and enhancing competition in the economy.
In Malaysia, according to the Fair Labour Association, workers come from more than 12 countries in Asia with the majority coming from Indonesia. At the National Council
of Professors (MPN) Conference in December 2014, it was stated that there were about 2.9 million legal foreign workers in Malaysia. National labor statistics show that 40
percent of migrant workers have no formal education.
The Malaysia Employers Federation (MEF) says that foreign labor, especially blue-collar workers, contribute significantly to the national economy. Datuk Shamsuddin Bardan,
Executive Director of MEF, says that while these foreign workers contribute positively to the country, there is a negative perception towards them among Malaysians, with
migrant workers being blamed for increasing crime rates and other issues.
According to the International Labour Organization (ILO), foreign workers make up around 50 percent of the construction workforce in the country, and nearly 60 percent
of the workforce in the manufacturing sector.
Average Monthly Wages, Manufacturing
Source: Trading Economics
Malaysia’s Migrant Workers
28. 27
What is innovation? To many managers and executives, the idea of defining innovation can be daunting. Innovation may not be simple but it is
straightforward. And in today’s fast-paced market, it is just as standard and as essential as any other core business function.
To frame it in another way, was there a time when HR was not a core function of a company? Many might say no since HR has been a critical business
function for quite some time. However, the concept of HR is fairly new – in the early 1900s, we started to recognize its value and in the 1920s, we started to
formalize worker rights and HR processes. In today’s business world full of multi-billion dollar companies with thousands of employees, it would be impos-
sible to imagine a company where HR is not a core business function.
In many companies, innovation today is a business process in the same transition period that HR was in during the early 1900s. No matter what you read,
everyone is talking about innovation. Executives and managers know that innovation is a priority, and many companies are trying to find ways to innovate
within their industries. The problem is that some companies are unsure of how to get started.
Innovation as Usual
29. 28
Often when we think about innovation, we automatically consider it to be an amorphic concept which has no structure, is complex, and immeasurable.
But in reality, innovation can be quite the opposite. It is possible to structure the innovation process, and make it as measurable as any other function in
business.
The difficulty is not that innovation is too complex, but rather that companies do not precisely define what innovation means to their organization.
Companies need to consider what makes innovation a success.
One of the first steps a company should take towards solving the problem of innovation is to define what innovation means to the organization. This
involves considering how important innovation is to the company and its business model, and what strategic purpose innovation would serve. Managers
should consider where the company currently stands in terms of innovation, and identify the greatest areas of opportunity for innovation within the
organization. Also important is to consider if innovation is a priority, and if so, does the organization or its key functions need to be re-structured to make
room for innovation. And finally, it is important to discuss the implications of not innovating.
Many managers think of innovation as simply new products or services. But really, innovation applies to all business activities, not just end products.
Innovation can be in logistics, merchandising, business strategy, marketing, selling, or even within human resources and recruiting. The idea behind
integrating innovation within the core business model is to think creatively and holistically about the entire business concept and to rethink the way the
company does things.
Innovation as Usual
Why is it Difficult?
Getting Started on Innovation
Types of Innovation
30. 29
In companies that embrace innovation as business as usual, innovation has its own budget, goals, teams, and projects. In many leading companies known
for their innovation, managers encourage “what could be?” thinking rather that “what should be?” thinking. It’s a continuous ongoing process that goes
beyond one specific project. For example, Google allows employees to work on innovative project for 5-6 hours per week, and 3M encourages workers to
use office time to develop innovative ideas.
Bringing innovation into the core business involves creating an environment that encourages collaboration, creative thinking and accepts failure as a part
of that process.
While innovation programs can be costly, when they help to meet corporate strategic goals, they are often worth the investment. So it’s important to
align innovation objectives with the company’s strateic agenda. Assessing the connection between the innovation program and the company’s goals
provides an opportunity to measure innovation. Some common innovation metrics include looking at the impact of innovation. For example, after the
implementation of a service innovation, is the company seeing better customer service ratings? Or after a transformation of a business process, is there
more efficiency or productivity? For an innovation program to really become business as usual, it needs to generate value.
Innovation as Usual
Measuring Innovation
31. 30
Innovation as Usual
Other metrics look at at the process of innovation itself. For example, how many innovative ideas were actually acted upon and implemented? Or how quick
is the turnaround beween idea suggestion and implementation. Innovation programs are naturally creative, and require flexibility and some risk-taking,
but the rules of planning and goal setting still apply.
Measuring the Innovation Process
32. 31
Recruiting Disrupted
For years, leading companies’ process for finding talent has followed a typical routine involving investing in several college and university programs,
sponsoring events and conferences, and expecting applicants to apply by the hundreds. However, with the war for talent intensifying and as millennials
become a larger percentage of job seekers, the model is changing. The future of recruiting is about accessing and engaging talent in new ways.
Deloitte recently introduced the concept of the“open talent economy”which is“a collaborative, transparent, technology-enabled, rapid-cycle way of doing
business.”Similar to the way the film industry operates, Deloitte believes that the way recruiting is headed involves employers and candidates finding each
other on a playing field that is more level and open.
The workforce today is evolving; now comprised of a mixture of employees, contractors, freelancers, and people with no formal ties to the organization.
According to the Harvard Business Review, 1.3 billion people will work virtually in the next few years.
“
“Welcome to the open talent economy – a collaborative, transparent, technology-enabled, rapid-cycle way of doing
business. What the open source model did for software, the open talent economy is doing for work.”~Deloitte
Open Talent Economy Continuum
Source: Deloitte
33. In this economy, access to talent is more important than ownership of talent. People will move freely from role to role and across organizational and
geographic boundaries. Driven by personal mobility, connected markets, social media, and mobile technology, the open talent economy is forcing
businesses to reframe the way they think about talent and talent acquisition.
Rather than just a business expense, talent of all kinds will become an asset and a strategic investment that will drive performance and productivity in
business operations.
Several global trends are driving the shift towards an open talent market.
Globalization: The emergence of a global talent market is changing the way recruiters and managers acquire, develop, and manage talent and work. The
open transmission of ideas, practices, and people, lets different parts of the world to influence each other in new ways.
Technology:The increase in computing speed, storage, and power is making global, real-time collaboration possible in almost every area. In HR, technology
is shifting from“systems of record”to“systems of engagement”.
Mobility: Today’s workforces are more able to work where they want, making career moves more seamless and more frequent.
Social: With people connecting, sharing information, and building communities online, there is a shift from the traditional organization to dynamic talent
networks. Organizations now use social media to not only build and promote their talent brand, but to connect with people who relate to the organization
in different ways.
Education: Rapidly growing pools of talented manufacturing, services, and knowledge workers continue to reshape global talent networks. Massive Open
Online Courses (MOOCs) through leading universities are making high-quality courses available to thousands of students around the world.
Analytics: Rather than looking at historical data to make decisions, employers are now using data analytics for predictive purposes. Those who can
effectively mine large pools of worker and business data for hidden insights and apply them are able to perform more successfully in the new talent
economy.
32
Recruiting Disrupted
What’s Causing the Shift?
34. 31
Recruiting Disrupted
Several companies are already embracing the future of recruiting. Glassdoor, a website that provides an inside look at organizations, is disrupting how
candidates find information about employers. Since employers do not control the view, potential hires can see real-life salary details and personal views
about the company from employees.
Meanwhile, companies such as GitHub and StackOverflow, which started off as places to share coding, have evolved into leading job platforms where users
can be invited to apply for jobs by companies like Apple and Google.
CodinGame, a website where programmers play and solve puzzles to improve their skills, has become a place for job searches and recruiting. While playing
games to practice their skills, programmers are able to demonstrate their abilities to potential employers, while employers are able to get an inside look at
candidate potential that goes beyond what a resume or portfolio might reveal.
DCR Workforce has built a productive and collaborative ecosystem, Smart Track xCHANGE, which redefines the traditional relationship between staffing
agencies, managed service providers, candidates, and client companies. Smart Track xCHANGE takes a client-centric approach to matching skilled talent
with top staffing professionals, leading to faster and more cost-efficient sourcing.
33
Companies Leading the Way
35. 34
methodology
The DCR NationalTempWage Index is developed to assess the relative movements of temporary wage rates in the U.S. economy.The wage
rates for temporary workers or contingent workforce are based on payments made by staffing firms to these workers based upon hours
worked. Data collected from sources such as Bureau of Labor Standards (BLS) and other government sites as well as an internal pool of
staffing companies and consultants, is aggregated and classified based on regions and skill categories, to arrive at an aggregate index.
The baseline for the index is set at 100 for January 2007. Index value for a particular month indicates relative wages with the said baseline
and is representative in terms of direction and scale of change. Five years of data has been included to observe seasonal patterns and
distinguish seasonality from long-term wage movements. The data and the model has been further refined over last six months.
DCR TrendLine combines the exhaustive data from BLS with practical and more recent developments and data from on-field consultants
and clients, to provide timely near-term indications of trends and consistent long-term actionable and objective information.
DCR TrendLine uses multiple economic variables to ensure the robustness of its forecasts and cross-validation of trends.
Key data sources and parameters of interest included and influencing the index are:
Unemployment data
Gross Domestic Product
Prime rate of interest
New and seasonal Job openings
Non Farm employment
Job Openings
All Export
All Import
Average Hourly Earnings of All Employees Total Private
Aggregate consultant data on job market parameters
source data