The report provides an overview of employment trends across sectors and cities in India. Some key findings:
- Business and employment outlook are very positive, with 91% of respondents expecting business growth and 88% expecting employment growth over the next six months.
- Job growth is forecast to be 12.8%, the highest in 24 months. IT, FMCD, and healthcare are expected to see the strongest job growth.
- Demand is strongest for junior and senior level profiles as businesses ramp up. Sales, marketing, IT and engineering profiles will see increased demand.
- Top sectors by city in terms of outlook include healthcare, IT, and retail in Delhi and Bangalore and manufacturing in Chennai.
Rs. 12,000-15,000 Rs. 15,000-18,000 Rs. 18,000-22,000 Rs. 12,000-15,000
Executive: Rs. 18,000-22,000 Rs. 22,000-26,000 Rs. 26,000-30,000 Rs. 18,000-22,000
Manager: Rs. 30,000-35,000 Rs. 35,000-40,000 Rs. 40,000-45,000 Rs. 30,000-35,000
How to interpret unified industry salaries
The unified salary tables report salaries across temporary and permanent hiring markets for key job profiles in an industry.
Salaries are reported for
The TeamLease Employment Outlook Report - Oct-Mar, 2015-16 valuvox
The TeamLease Employment Outlook Report provides a rich overview of hiring sentiments and trends across 9 key sectors and 8 major cities in India. They are a half-yearly exercise in capturing and reporting on Talent Acquisition plans by Indian employers.
Over the years, the Employment Outlook – defined in the enclosure alongside –has come to reflect an accurate, forward looking, sense of the inclination to hire by organizations, thus helping Talent Managers across India with highly relevant decision support.
The report aims to:
1. Measure trends in hiring sentiment across the country, and
estimate Job Growth, by city and sector.
2. Drill across geographies, business size and hierarchy to provide additional dimensions of the statistic.
3. Identify the key drivers of hiring sentiment at a ‘big-picture’ as well as sector-level.
Jobs, Skills and Salaries: Trends across Indiavaluvox
The document is a radar chart showing relationships between job profiles, salaries, skills and attributes in different industries and cities in India. Job profiles are arranged around the chart and grouped by category. Skill attribute levels are printed near the corresponding job profiles. Within each category, job profiles are ordered with increasing attribute intensity from the center outward. Salaries increase moving outward from the center. Additional charts show the same type of information for other industries like automotive, banking, IT, and retail in various Indian cities.
Matching Talent Supply and Demand is a task fast gaining traction in the global talent market. However, turnaround time in acquiring talent is a related, unsolved, problem. This deck illustrates an analysis of the degree of difficulty a staffing business is faced with in fulfilling on a sample set of job profiles.
The Jobs and Salaries Primer is the latest in our continued endeavor to report unified salaries across temporary and permanent hiring markets, and relate these to skills across select cities and industries. This time round, we add ‘Jobs’ data to the set of insights and report industry-specific insights that have led, or are leading to, job creation.
The survey was conducted among 1,000 companies across 11 industry segments in India to assess their hiring intentions over the next 3 months and next year. Key findings include that while HR managers are uncertain about hiring in the short term due to recent economic experiences and policy uncertainty, most expect to significantly ramp up fresh hiring during 2010. Specific industries like IT and trade still face constraints impacting hiring but this is not expected to last long. Most companies anticipate sustained growth and an increasing need for new hires, though cost control will remain a major concern.
The Jobs and Salaries Primer, along with the Employment Outlook Report and the India Labour Report, is an ongoing quest to further this knowledge base and to be at the forefront of the market insights that drive business success for all our stakeholders.
Manpower Employment Outlook Survey Press Release_Quarter 3 _IndiaNidhi Gupta
The document is a press release summarizing the results of the Manpower Employment Outlook Survey for Q3 2015 in India. Some key findings include:
- Hiring intentions remain positive across all sectors and regions in India for Q3 2015.
- The strongest hiring prospects are reported in the Eastern and Southern regions of India, with Net Employment Outlooks of +39%.
- The Finance, Insurance & Real Estate, Mining & Construction, and Services sectors report the strongest Outlooks of +38%.
- Overall, Indian employers expect the hiring pace to remain brisk in Q3 2015, with an adjusted national Outlook of +37%.
Rs. 12,000-15,000 Rs. 15,000-18,000 Rs. 18,000-22,000 Rs. 12,000-15,000
Executive: Rs. 18,000-22,000 Rs. 22,000-26,000 Rs. 26,000-30,000 Rs. 18,000-22,000
Manager: Rs. 30,000-35,000 Rs. 35,000-40,000 Rs. 40,000-45,000 Rs. 30,000-35,000
How to interpret unified industry salaries
The unified salary tables report salaries across temporary and permanent hiring markets for key job profiles in an industry.
Salaries are reported for
The TeamLease Employment Outlook Report - Oct-Mar, 2015-16 valuvox
The TeamLease Employment Outlook Report provides a rich overview of hiring sentiments and trends across 9 key sectors and 8 major cities in India. They are a half-yearly exercise in capturing and reporting on Talent Acquisition plans by Indian employers.
Over the years, the Employment Outlook – defined in the enclosure alongside –has come to reflect an accurate, forward looking, sense of the inclination to hire by organizations, thus helping Talent Managers across India with highly relevant decision support.
The report aims to:
1. Measure trends in hiring sentiment across the country, and
estimate Job Growth, by city and sector.
2. Drill across geographies, business size and hierarchy to provide additional dimensions of the statistic.
3. Identify the key drivers of hiring sentiment at a ‘big-picture’ as well as sector-level.
Jobs, Skills and Salaries: Trends across Indiavaluvox
The document is a radar chart showing relationships between job profiles, salaries, skills and attributes in different industries and cities in India. Job profiles are arranged around the chart and grouped by category. Skill attribute levels are printed near the corresponding job profiles. Within each category, job profiles are ordered with increasing attribute intensity from the center outward. Salaries increase moving outward from the center. Additional charts show the same type of information for other industries like automotive, banking, IT, and retail in various Indian cities.
Matching Talent Supply and Demand is a task fast gaining traction in the global talent market. However, turnaround time in acquiring talent is a related, unsolved, problem. This deck illustrates an analysis of the degree of difficulty a staffing business is faced with in fulfilling on a sample set of job profiles.
The Jobs and Salaries Primer is the latest in our continued endeavor to report unified salaries across temporary and permanent hiring markets, and relate these to skills across select cities and industries. This time round, we add ‘Jobs’ data to the set of insights and report industry-specific insights that have led, or are leading to, job creation.
The survey was conducted among 1,000 companies across 11 industry segments in India to assess their hiring intentions over the next 3 months and next year. Key findings include that while HR managers are uncertain about hiring in the short term due to recent economic experiences and policy uncertainty, most expect to significantly ramp up fresh hiring during 2010. Specific industries like IT and trade still face constraints impacting hiring but this is not expected to last long. Most companies anticipate sustained growth and an increasing need for new hires, though cost control will remain a major concern.
The Jobs and Salaries Primer, along with the Employment Outlook Report and the India Labour Report, is an ongoing quest to further this knowledge base and to be at the forefront of the market insights that drive business success for all our stakeholders.
Manpower Employment Outlook Survey Press Release_Quarter 3 _IndiaNidhi Gupta
The document is a press release summarizing the results of the Manpower Employment Outlook Survey for Q3 2015 in India. Some key findings include:
- Hiring intentions remain positive across all sectors and regions in India for Q3 2015.
- The strongest hiring prospects are reported in the Eastern and Southern regions of India, with Net Employment Outlooks of +39%.
- The Finance, Insurance & Real Estate, Mining & Construction, and Services sectors report the strongest Outlooks of +38%.
- Overall, Indian employers expect the hiring pace to remain brisk in Q3 2015, with an adjusted national Outlook of +37%.
Ease of doing business in Telangana and Arunachal PradeshSonakshi Gupta
Ease of doing business ranking is given to the states in India based on different parameters like getting electricity, starting a business, enforcing contracts, etc. Telangana is one of the top scorers and Arunachal is one of the lowest scorers.
The document provides an overview of the IT and ITES sector in India from an economic perspective. It discusses key aspects of the sector such as its economic activity and contribution to GDP, industry landscape, geographical distribution, and challenges. The IT and ITES sector is a major contributor to India's economy, accounting for over 5% of GDP and employing millions of workers. While the sector has grown significantly in recent decades, it faces challenges from increasing global competition and costs that threaten its continued growth.
Ease of doing business in Telangana & Arunachal PradeshShreyaGupta346
As the Indian States are also ranked on the basis of Ease of Doing Business, I have identified one of the best-performing states like Telangana and one of the worst-performing states like Arunachal Pradesh and explained the various reasons for the same.
Sneak Peek: The India Labor Market Report: a 5-year Specialvaluvox
Today’s world is not what it used to be just two years ago. And India – with all the resilience she has shown over the last 10 quarters – has the potential to emerge an economic might only if the teeming millions that are born and brought into the workspace are allowed to break free of the shackles of the Ovarian Lottery. What this takes is the moot point the 5-year Special addresses.
Take a sneak peek at The India Labor Report: 5 year Special. Comment or message me if you liked it and you will receive the complete report when it releases early November.
- The employment landscape is changing as job numbers have been revised upward and the September jobs report showed strong growth.
- The market is becoming more candidate-driven, so companies need to revise hiring strategies to attract candidates, such as considering less experience for roles if it is not essential.
- Using contract staffing/temporary workers is becoming a more viable option, as it allows companies to meet changing staffing needs in a cost-effective way while providing work for candidates. Contract workers are no longer viewed as just secondary employees and many companies expect 50% of their workforce to be contingent hires by 2020.
ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
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.
ANALYTICALAPPROCH ON ANNUAL SURVEY OF INDUSTRIAL DATA OF NCT OF DELHI DURING ...Sarvesh Kumar
In this paper we give the idea for operations of Annual survey of Industrial data for Delhi, NCR for the year 2008-09 to 2011-12 with complete
analysis. The Implementation of Industrial Statistical concept like Process Control, Six Sigma, estimation and forecasting, elasticity, correlation
and regression analysis and other quantitative quality programs, courses and general statistical methods is the big challenges for industry sector
with usual utilization. The new initiative of this work is to analysis the relationship between correlation coefficient and elasticity of major industrial
characteristics with estimation the trend and forecasted for future. The considered major characteristics are input capacity and output of industry
along with net income and total cost. Emphasis has been given on utilization of industrial statistics concept for industry so that optimum
production occurred with best utilization of raw material in limited cost. This paper also established the statistical relationships of interactions in
the labour market between employers and the intervention in these relations by governments/government agencies or others.
The document provides an overview of the Indian job market and salary trends based on a survey of over 240 employers. Some key findings include:
- The job market is growing with confidence high across sectors like e-commerce, healthcare and infrastructure. However infrastructure has yet to deliver expected returns.
- E-commerce is seeing major investment and talent diversion from sectors like retail and FMCG. Questions remain if this growth is sustainable.
- Most employers (99%) plan to give salary increases of 10-15% to direct reports in the next year and 86% provide annual bonuses typically of 10-15% of salary.
- In-demand skills include analytics, sales development, product management and project management.
-
The document discusses the improving job market in India as the economy recovers from slowdown. It notes that while recruitment is picking up, companies are now more focused on finding candidates with the right specialized skills and experience for roles. HR experts indicate hiring volumes are increasing but companies are linking compensation more closely to performance. The job market is becoming more nuanced as employers prioritize productivity and skills over just filling positions.
Mercer Capital's Value Focus: Professional Services Industry | Mid-Year 2014Mercer Capital
Mercer Capital's Professional Services Industry newsletter provides perspective on valuation issues. Each newsletter also typically includes a macroeconomic trends, industry trends, and guideline public company metrics.
The document provides an overview of job market trends in Asia based on a survey of over 4,500 professionals. Some key findings include:
- Job mobility decreased in 2014 across markets like China, Hong Kong, and Singapore, with fewer professionals changing jobs and more accepting counteroffers to stay put.
- Compensation increases were more modest overall in 2014 compared to previous years, though some markets like China still saw sizable increases, especially in consumer sectors.
- Sentiment about the 2015 economic and job market outlook was cautiously optimistic in China but more pessimistic in Hong Kong and Taiwan. Singapore stood out as being more confident.
- By sector, professionals in life sciences felt most positive while consumer/re
Malaysia's economy grew faster than expected in the first half of 2014, lifting GDP growth. The financial sector contributes 11% of GDP and remains an important driver of the economy. Contact center jobs are also growing, though demand for Mandarin and English speakers outstrips supply. The document provides salary ranges for various roles in contact centers, banking, and finance.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
The document is a report on hiring activity in India in June 2014 according to Naukri Job Speak Index. Some key findings include:
- Hiring activity increased 22% in June 2014 over June 2013 with the IT sector seeing the largest growth at 29%.
- Among cities, Bangalore and Pune saw the maximum growth at 30% and 31% respectively between June 2013-2014.
- In terms of functional areas, demand for IT and HR professionals grew the most at 29% and 27% respectively year-over-year.
This document summarizes the Robert Walters 2015 Global Salary Survey. It provides an overview of Robert Walters as an international professional recruitment firm with 53 offices in 24 countries. The survey details salary and recruitment trends across various sectors and regions globally based on placement, role, candidate, and market data collected over the year. Key points include anticipated salary increases of 10-20% in Singapore and Hong Kong, 3-4% in UK, 1.65% in Australia, and 2.4% in New Zealand. For Brisbane, the forecast is a 1.7% increase on average with the highest growth of 4.8% for banking and financial services. Procurement salaries in Brisbane are expected to rise 2.7%
The recruitment market for core finance roles showed a modest improvement in the second half of 2013. Organizational changes, regulatory issues, and IT projects continued to drive demand. Experience with ERP systems and changes to reporting standards remained highly valuable. The outlook for 2014 is cautiously optimistic, with further recovery expected although salary growth will remain moderate and hiring budgets tight. Candidates are advised to seek employers with opportunities for career progression and a good cultural fit.
Punjab has taken major initiatives over the last two years to promote its IT/ITeS sector, including infrastructure development, skills training, and policy reforms. The state aims to increase its contribution to national IT exports and workforce over the next decade. Currently, Mohali has emerged as Punjab's key IT cluster, with over 350 registered IT units exporting $196 million in 2009-10. Major players like Dell, Quark, and Tata have set up facilities in the state's IT parks and economic zones, taking advantage of its educated workforce and improving infrastructure.
The document discusses how the executive, managerial, and professional job market continues to be candidate-driven due to increased job opportunities and talent shortages. Top performers have an advantage with multiple job offers to consider, allowing them to reject less desirable positions. However, retention is challenging for companies as talented candidates feel more confident changing jobs due to lengthy hiring processes and uncompetitive salaries at some employers. Unless companies improve their recruitment and retention strategies, they will struggle to attract and keep top talent in this favorable environment for candidates.
TeamLease Employment Outlook Survey - Report Previewvaluvox
The document is a quarterly report on employment outlook from TeamLease that provides insights into hiring sentiment across different sectors, locations, experience levels and functions for the January-March 2011 quarter in India. Key highlights include:
- The employment outlook index increased slightly by 1 percentage point while the business outlook index grew by 2 percentage points from the previous quarter.
- Sectors like IT, ITeS saw increases in hiring sentiment while manufacturing saw a decrease. Mumbai and Chennai were the only cities with increases in business outlook.
- Hiring intent grew the most at entry levels and in tier 2 cities. The blue collar function saw a notable increase in hiring intent.
The TeamLease Employment Outlook Report: July-September 2011valuvox
The quarterly TeamLease Employment Outlook Report provides human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months. The Employment Outlook Survey is carried out, and the analysis done, in the preceding quarter.
Ease of doing business in Telangana and Arunachal PradeshSonakshi Gupta
Ease of doing business ranking is given to the states in India based on different parameters like getting electricity, starting a business, enforcing contracts, etc. Telangana is one of the top scorers and Arunachal is one of the lowest scorers.
The document provides an overview of the IT and ITES sector in India from an economic perspective. It discusses key aspects of the sector such as its economic activity and contribution to GDP, industry landscape, geographical distribution, and challenges. The IT and ITES sector is a major contributor to India's economy, accounting for over 5% of GDP and employing millions of workers. While the sector has grown significantly in recent decades, it faces challenges from increasing global competition and costs that threaten its continued growth.
Ease of doing business in Telangana & Arunachal PradeshShreyaGupta346
As the Indian States are also ranked on the basis of Ease of Doing Business, I have identified one of the best-performing states like Telangana and one of the worst-performing states like Arunachal Pradesh and explained the various reasons for the same.
Sneak Peek: The India Labor Market Report: a 5-year Specialvaluvox
Today’s world is not what it used to be just two years ago. And India – with all the resilience she has shown over the last 10 quarters – has the potential to emerge an economic might only if the teeming millions that are born and brought into the workspace are allowed to break free of the shackles of the Ovarian Lottery. What this takes is the moot point the 5-year Special addresses.
Take a sneak peek at The India Labor Report: 5 year Special. Comment or message me if you liked it and you will receive the complete report when it releases early November.
- The employment landscape is changing as job numbers have been revised upward and the September jobs report showed strong growth.
- The market is becoming more candidate-driven, so companies need to revise hiring strategies to attract candidates, such as considering less experience for roles if it is not essential.
- Using contract staffing/temporary workers is becoming a more viable option, as it allows companies to meet changing staffing needs in a cost-effective way while providing work for candidates. Contract workers are no longer viewed as just secondary employees and many companies expect 50% of their workforce to be contingent hires by 2020.
ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
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.
ANALYTICALAPPROCH ON ANNUAL SURVEY OF INDUSTRIAL DATA OF NCT OF DELHI DURING ...Sarvesh Kumar
In this paper we give the idea for operations of Annual survey of Industrial data for Delhi, NCR for the year 2008-09 to 2011-12 with complete
analysis. The Implementation of Industrial Statistical concept like Process Control, Six Sigma, estimation and forecasting, elasticity, correlation
and regression analysis and other quantitative quality programs, courses and general statistical methods is the big challenges for industry sector
with usual utilization. The new initiative of this work is to analysis the relationship between correlation coefficient and elasticity of major industrial
characteristics with estimation the trend and forecasted for future. The considered major characteristics are input capacity and output of industry
along with net income and total cost. Emphasis has been given on utilization of industrial statistics concept for industry so that optimum
production occurred with best utilization of raw material in limited cost. This paper also established the statistical relationships of interactions in
the labour market between employers and the intervention in these relations by governments/government agencies or others.
The document provides an overview of the Indian job market and salary trends based on a survey of over 240 employers. Some key findings include:
- The job market is growing with confidence high across sectors like e-commerce, healthcare and infrastructure. However infrastructure has yet to deliver expected returns.
- E-commerce is seeing major investment and talent diversion from sectors like retail and FMCG. Questions remain if this growth is sustainable.
- Most employers (99%) plan to give salary increases of 10-15% to direct reports in the next year and 86% provide annual bonuses typically of 10-15% of salary.
- In-demand skills include analytics, sales development, product management and project management.
-
The document discusses the improving job market in India as the economy recovers from slowdown. It notes that while recruitment is picking up, companies are now more focused on finding candidates with the right specialized skills and experience for roles. HR experts indicate hiring volumes are increasing but companies are linking compensation more closely to performance. The job market is becoming more nuanced as employers prioritize productivity and skills over just filling positions.
Mercer Capital's Value Focus: Professional Services Industry | Mid-Year 2014Mercer Capital
Mercer Capital's Professional Services Industry newsletter provides perspective on valuation issues. Each newsletter also typically includes a macroeconomic trends, industry trends, and guideline public company metrics.
The document provides an overview of job market trends in Asia based on a survey of over 4,500 professionals. Some key findings include:
- Job mobility decreased in 2014 across markets like China, Hong Kong, and Singapore, with fewer professionals changing jobs and more accepting counteroffers to stay put.
- Compensation increases were more modest overall in 2014 compared to previous years, though some markets like China still saw sizable increases, especially in consumer sectors.
- Sentiment about the 2015 economic and job market outlook was cautiously optimistic in China but more pessimistic in Hong Kong and Taiwan. Singapore stood out as being more confident.
- By sector, professionals in life sciences felt most positive while consumer/re
Malaysia's economy grew faster than expected in the first half of 2014, lifting GDP growth. The financial sector contributes 11% of GDP and remains an important driver of the economy. Contact center jobs are also growing, though demand for Mandarin and English speakers outstrips supply. The document provides salary ranges for various roles in contact centers, banking, and finance.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
The document is a report on hiring activity in India in June 2014 according to Naukri Job Speak Index. Some key findings include:
- Hiring activity increased 22% in June 2014 over June 2013 with the IT sector seeing the largest growth at 29%.
- Among cities, Bangalore and Pune saw the maximum growth at 30% and 31% respectively between June 2013-2014.
- In terms of functional areas, demand for IT and HR professionals grew the most at 29% and 27% respectively year-over-year.
This document summarizes the Robert Walters 2015 Global Salary Survey. It provides an overview of Robert Walters as an international professional recruitment firm with 53 offices in 24 countries. The survey details salary and recruitment trends across various sectors and regions globally based on placement, role, candidate, and market data collected over the year. Key points include anticipated salary increases of 10-20% in Singapore and Hong Kong, 3-4% in UK, 1.65% in Australia, and 2.4% in New Zealand. For Brisbane, the forecast is a 1.7% increase on average with the highest growth of 4.8% for banking and financial services. Procurement salaries in Brisbane are expected to rise 2.7%
The recruitment market for core finance roles showed a modest improvement in the second half of 2013. Organizational changes, regulatory issues, and IT projects continued to drive demand. Experience with ERP systems and changes to reporting standards remained highly valuable. The outlook for 2014 is cautiously optimistic, with further recovery expected although salary growth will remain moderate and hiring budgets tight. Candidates are advised to seek employers with opportunities for career progression and a good cultural fit.
Punjab has taken major initiatives over the last two years to promote its IT/ITeS sector, including infrastructure development, skills training, and policy reforms. The state aims to increase its contribution to national IT exports and workforce over the next decade. Currently, Mohali has emerged as Punjab's key IT cluster, with over 350 registered IT units exporting $196 million in 2009-10. Major players like Dell, Quark, and Tata have set up facilities in the state's IT parks and economic zones, taking advantage of its educated workforce and improving infrastructure.
The document discusses how the executive, managerial, and professional job market continues to be candidate-driven due to increased job opportunities and talent shortages. Top performers have an advantage with multiple job offers to consider, allowing them to reject less desirable positions. However, retention is challenging for companies as talented candidates feel more confident changing jobs due to lengthy hiring processes and uncompetitive salaries at some employers. Unless companies improve their recruitment and retention strategies, they will struggle to attract and keep top talent in this favorable environment for candidates.
TeamLease Employment Outlook Survey - Report Previewvaluvox
The document is a quarterly report on employment outlook from TeamLease that provides insights into hiring sentiment across different sectors, locations, experience levels and functions for the January-March 2011 quarter in India. Key highlights include:
- The employment outlook index increased slightly by 1 percentage point while the business outlook index grew by 2 percentage points from the previous quarter.
- Sectors like IT, ITeS saw increases in hiring sentiment while manufacturing saw a decrease. Mumbai and Chennai were the only cities with increases in business outlook.
- Hiring intent grew the most at entry levels and in tier 2 cities. The blue collar function saw a notable increase in hiring intent.
The TeamLease Employment Outlook Report: July-September 2011valuvox
The quarterly TeamLease Employment Outlook Report provides human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months. The Employment Outlook Survey is carried out, and the analysis done, in the preceding quarter.
The TeamLease Employment Outlook Report: April-June 2011valuvox
The quarterly TeamLease Employment Outlook Report provides human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months. The Employment Outlook Survey is carried out, and the analysis done, in the preceding quarter.
TeamLease Employment Outlook Report: Jul - Sep 2010valuvox
TeamLease Services, one of India's largest staffing companies and a pioneer in the Indian temporary staffing industry, has mandated inTouch analytics to bring out the Employment Outlook Report once every quarter with the purpose of providing human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months.
This document provides an overview of the Vietnam job market and salary trends for 2024. It notes that while 2023 presented economic challenges for Vietnam due to global instability and local difficulties, the economy is on a positive trajectory supported by government measures. The job market remains cautious, with 74% of businesses expecting limited to modest growth and some planning to cut workforces. Key skills in demand include change management, leadership, and digital/technological abilities. The salary guide provides compensation data for various industries in Vietnam.
Driving growth in Indian manufacturing industry Sumit Roy
Indian manufacturing is just perfectly poised to Unlocking the transformation value with technology .While businesses understand that in order to build an organisation that is agile and suited to withstand current market and economic volatilities, there are several things to be considered before taking a digital leap. More than just a strategy for any individual technology trend or for combining more than one of them, companies need a systematic approach to adopt technologies in a holistic fashion. The industry trends and challenges primarily drive the appropriate selection of technology solutions, which need to be fine-tuned to a company’s needs based on its scale, capabilities and its specific issues. This joint CII-PwC report takes a closer look at two industries in particular, manufacturing and infrastructure, and tries to decode the prevalent challenges in these two sectors, the kind of initiatives being taken to drive growth and development, and how IT adoption is playing an important role to overcome these challenges
TeamLease Employment Outlook Survey - Oct-Dec, 2010valuvox
The document provides a summary of the TeamLease Employment Outlook Report for Quarter 16 (October-December 2010). Some key points:
1) The Net Employment Outlook Index improved by 4 percentage points from the previous quarter to +68, while the Net Business Outlook Index increased more sharply by 10 percentage points to +71.
2) Retail & FMCG was the only sector with a significant increase in employment outlook, while ITeS saw a notable decline. Mumbai was the only city with a significant improvement.
3) Infrastructure and Telecom drove the surge in business outlook, with 10 percentage point increases each.
4) Hiring intent was relatively stable across locations and functions but varied
1) The document provides salary figures and market insights for procurement and supply chain professionals in the UK based on data from Reed Procurement & Supply Chain.
2) It finds that salaries have remained largely static while demand for skilled candidates remains high, creating a tight talent market.
3) Employers must focus on career development, flexible working, efficient hiring and retention to attract candidates in this competitive environment with limited budget increases.
The document discusses the changing demographics and economic drivers in mainland China and the implications for businesses and their talent strategies. Specifically:
- Mainland China is witnessing shifts including an aging workforce, slowing economic growth rates, and a diminishing workforce due to the one-child policy. This will impact the available talent pool for companies.
- Rapid urbanization and rising wages are drawing talent away from major business centers to second-tier cities. Companies must adapt their talent strategies to changing regional dynamics.
- To attract and retain top talent amid these changes, companies need to closely link rewards to business strategy and focus on differentiation, perceived value of compensation, and cultivating a high-performance culture.
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
The document discusses the changing nature of the global workforce by 2020 and the challenges it poses for companies. It notes that the workforce will be more diverse in age, nationality, and types of employment relationships. Many companies will need to change their strategies and operations to adapt. However, the research found that for most companies, HR currently lacks the strategic influence, tools, and culture needed to help organizations meet their workforce goals to build a talent pipeline that can address future business needs. Unless companies empower HR and prioritize people management, they may struggle to capitalize on opportunities or respond effectively to risks in the changing employment environment.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
The document provides the results of a survey of 253 professionals in the facilities management industry in the Middle East. Some key findings from the survey include:
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- Overall the survey indicates positive confidence in the facilities management industry across the Middle East region
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
Financial Distribution Summit 2014 CII's 3rd International Conferenceelithomas202
The CII theme of 'Accelerating Growth, Creating Employment' for 2014-15 aims to strengthen a growth process that meets the aspirations of today's India. During the year, CII will specially focus on economic growth, education, skill development, manufacturing, investments, ease of doing business, export competitiveness, legal and regulatory architecture, labour law reforms and entrepreneurship as growth enablers.
The TeamLease Employment Outlook Report: Quarter-3, 2011-12valuvox
The quarterly TeamLease Employment Outlook Report provides human resource policy and decision makers a forward looking tool that tracks hiring sentiments in the market. The report carries an insight into what businesses of various sizes – across the country and across industry sectors – have on their talent acquisition anvil for the immediate next three months. The Employment Outlook Survey is carried out, and the analysis done, in the preceding quarter.
The TeamLease Industry Salary Primer - 2013valuvox
The Salary Primer is an annual compilation of temp and perm market salaries across the most relevant geographies and industries, accompanied by trends and insights which add value to hiring and talent management decisions our stakeholders make.
Temp and Perm salaries have been seen to be converging for some years now. During our course of an annual analysis of salaries we found that the margin of difference between the two is not statistically significant anymore and has, therefore, practically diminished. This meant, reporting a ‘unified’ or a single salary across the temp and perm domains is now feasible.
As the differential between temp and perm salaries pales into insignificance – ‘not significant’, as statistics puts it – we decided it is time the convergence is reported for what it is: a unified industry salary.
This document discusses human resources planning for companies in the information and communications technology industry. It notes that ICT companies face challenges in accurately forecasting staffing needs due to fluctuations in orders and forecasts. The document outlines the steps in human resources planning, which include developing an organization profile through external and internal analysis, forecasting future labor requirements and availability, analyzing gaps between requirements and availability, planning initiatives to address gaps, and measuring the effectiveness of the planning process. Key objectives of planning include maximizing resource use, ensuring productivity and capacity to meet goals. Tools provided include templates for forecasting requirements and developing action plans.
The COVID-19 pandemic has encouraged many recruitment companies to adapt their talent acquisition processes to new realities. A survey was conducted to know what the talent acquisition function looks like now and what it will look like in the future. Go through this PDF and get an overview of the significant findings of the survey! For talent management solutions and services, visit - https://www.emptrust.com/
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
Similar to Employment Outlook - October 2014-March 2015 (20)
The digital revolution has spurred innovation at an unprecedented scale and pace. It has democratized technological opportunities, changed our lives and the world of work, and pushed organizations to remodel themselves. The impact of this ongoing revolution is being felt across geographies and industries, in ways big and small. It is hard to imagine a domain that is isolated from this change.
The MSME (Micro, Small and Medium Enterprises) sector in India is a vital cog in India’s development wheel. Today, 6.3 crore MSMEs employ 11.1 crore people and contribute 28.77% of India’s GDP, in spite of several hurdles that lie in their path. Instamojo understands the travails of the MSME entrepreneur.
Advancements in technology and the democratization of the internet are enabling new ways of hiring with enormous improvements in volume, quality and speed. This report outlines the various trends, and the nature of their adoption by employers in India, in order to help our audience with key technological decisions in their hiring processes.
Between 47 central labour laws and 200 state labour laws, India has an over regulated and poorly governed labour law eco-system. Multiplicity of rules and procedural delays impose unreasonable legislations and transaction costs on businesses. The top three laws which require reforms are: The Trade Unions Act, 1926; The Contract Labour (Regulation & Abolition) Act, 1971 and the Industrial Disputes Act, 1947.
The Jobs and Salaries Primer is the latest in our continued endeavor to report unified salaries across temporary and permanent hiring markets, and relate these to skills across select cities and industries. This time round, we add ‘Jobs’ data to the set of insights and report industry-specific insights that have led, or are leading to, job creation.
GST - Impact on Job Creation [2016 version]valuvox
The report attempts to estimate Job Creation / Loss across sectors due to the introduction of the GST. This version was compiled well before the introduction of the GST and therefore is DATED. We will soon update this with the latest GST rates and data that has emerged after the introduction of GST.
Signaling value of Skills Education and Hands-on Jobsvaluvox
India ranks among the lowest in percentage of students enrolled for Skills Education. To get some perspective China has about 10 times, and Germany 14 times the percentage of students undergoing vocational training every year.
In the 15-29 year age group, among those in the hands-on labourforce, only 2% would have been formally trained and 8% acquire skills on the job. And of those that receive formal training only 3% secure employment. The starkness of the picture is apparent when one considers the numbers at hand – 12.8 million people entering the workforce every year.
The cost of an ill-trained workforce? Poor productivity. Despite appreciable improvements, workforce productivity for India is amongst the lowest, not just in the world but within Asia as well. The demand-supply mismatch – in terms of the inability of education to be able to feed employable skills into employment – is grave.
Workplace gender inequality is a global phenomenon. McKinsey Global Institute estimates that women add 37% of the world’s GDP while constituting one-half of the global working age population. If they played an identical role to men in the labour markets, however, women could add about USD 28 Trillion to global GDP by 2025, or add about USD 12 Trillion if their proportion in the workforce was brought up to ‘best-in-the-region’ levels.
On each of the above numbers India has the most to gain, compared with 95 other countries. Women’s share of India’s GDP is about 17%, and the above two scenarios could elevate the country’s GDP by 60% and 16%, respectively. Getting anywhere close to these numbers requires India to recast its outdated social mores substantially, however.
The Temp Salary Primer: an annual report on salaries in the Indian contract / temp staffing market. This, along with the Quarterly Employment Outlook and our very own Salary Predictor tool comprises a powerful decision tool set for managers looking to hire and reward talent effectively.
inTouch was engaged by a contract manufacturing firm based in India and serving clients clients internationally, to develop and deploy an Incentive and Rewards system that drove direct results in areas of - Performance Management, Talent Recognition, Rewards and Retention as well as strong Top- and Bottom-line impact
Successful rewards programs anywhere in the world have always had customer data at the center of their strategy. Without strong customer analytics capabilities, a successful rewards program is simply inconceivable.
The document discusses a customer feedback management solution implemented for a 40-outlet fine dining restaurant chain in India. The solution collects around 1,000 customer responses daily, categorizes the feedback, and provides a dashboard with near-real time reports. The dashboard allows drilling down from satisfaction levels to specific comments. The solution also sends intelligent response emails based on feedback and occasion-based promotional messages. It has securely managed over 200,000 customer contacts and led to a 10-15% increase in repeat visits for the restaurant chain.
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During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
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Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
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The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
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Employment Outlook - October 2014-March 2015
1. EMPLOYMENT OUTLOOK REPORT
TEAMLEASE SERVICES
Deep insights and comprehensive overview of the mechanics of jobs, hiring, skills and their
drivers, trends and forecasts across eight cities and nine sectors in India.
2. carries an infographic
1
PREFACE
The Team Lease Employment Outlook Surveys are designed to deliver
a deep and wide, analytical, insight about business and employment
sentiment trends across sectors and cities in India.
The surveys are structured broadly to capture the factors that influence
sentiment, job growth, employer needs and candidate aspirations, skill
and salary trends and state them at an overall and at city- and sector-levels.
Project Objectives:
1. Map Employment and Business Outlook, Job Growth and
related trends across the country, cities and sectors.
2. Identify and profile the factors that influence sentiment and job
growth.
3. Explore skills employers need, candidate aspirations and map
salary trends across cities and sectors.
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3. 2
Contents
1. Executive Summary
2. Outlook and Jobs
2.1. Employment and Business Outlook
2.2. Job Trends
3. The big picture: what drive outlook and jobs
4. Sector and City Trends
4.1. Employment and Business Outlook Trends – by sector and city
4.2. Job Trends – by sector and city
5. Skills employers want
5.1. What skills are in demand for HY and what are not
5.2. Skills for tomorrow
6. Jobs candidates want
6.1. Aspirational jobs and gaps
6.2. Why employees call it quits
7. Outlook and Jobs by other key dimensions
7.1. Hierarchy, Geography and Functional Area
8. City-Sector sweet spots
8.1. What city-sector clusters top outlook
8.2. What are the [new] hiring grounds for the HY
9. The talent funnel: from acquisition to retention
10. The Salary Scene: what employers will pay
11. Research Methodology
11.1. Approach
11.2. Sample Design
11.2.1. Employers: City-Sector breakup
11.2.2. Employers: Business size-wise breakup
11.2.3. Candidates: City-wise breakup
4. 3
EXECUTIVE SUMMARY
• Global macroeconomic trends and domestic demand have put business and employment sentiments
on a fast paced upward trajectory. Business Outlook, for the coming half year, has taken a leap of faith
at 91% [+9%] and Employment Outlook growth is almost equally fast at 88% [+8%]. Job Growth is
expected to follow suit at a stupendous 12.8% [+2.8%].
• Business Outlook zips ahead magnificently in case of Financial Services [+15%], Infrastructure [+14%],
Information Technology [+14%] and Telecommunication [+29%], and Delhi [+25%], Mumbai [+14%] and
Pune [+20%].
• The widespread cheer in Employment Outlook is most evident with Information Technology [+5%],
Healthcare & Pharmaceuticals [+6%], Manufacturing & Engineering [+6%] and Retail [+4%] among sectors,
and with Delhi [+8%], Kolkata [+6%], Chennai [+6%] and Hyderabad [+7%] among cities. Infrastructure is
the lone sector that sees a dip – although marginal [-2%].
• A 24-month high Job Growth rate is likely to favour Information Technology [+1.47%], FMCD [+1.08%] and
Healthcare & Pharmaceuticals [+0.85%] the most, among sectors, and Mumbai [+1.57%], Delhi [+3.79%],
Bangalore [+2.69%] and Ahmedabad [+2.29%] among cities.
• Junior- (1 – 3 years’ experience) [+5%] and Senior-level [+4%] profiles are likely to be in high demand as
businesses ramp up capacity and enter new markets. As a consequence, Sales and Marketing [+5%]
and IT / Engineering profiles [+5%] would likely get a leg up over the next 6 months.
• Top three sectors (by city) in terms of employment outlook growth are -
o Mumbai: Healthcare & Pharma (4%) / Telecom (3%) / Information Technology (3%)
o Delhi: Healthcare & Pharma (8%) /Retail (4%) / Infrastructure (4%)
o Bangalore: Retail (6%) / Financial Services (5%) / Healthcare & Pharma (3%)
o Kolkata: Financial Services (4%) / Healthcare & Pharma (4%) / Infrastructure (3%)
o Chennai: Manufacturing & Engineering (6%)/ Telecom (3%) / Retail (3%)
o Pune: Financial Services (6%) / Healthcare & Pharma (5%) / Manufacturing & Engineering (4%)
o Hyderabad: Infrastructure, Telecom(4% each)
o Ahmedabad: Infrastructure (6%) / Telecom (4%) / Retail (3%)
• Employer need for newer, and more sophisticated, skills is accelerating, as are candidate aspirations
for cutting edge careers. The gap that separates the two consists of institutional inadequacies that
empower candidates with technological and market-focused capabilities. Employers are also placing
more emphasis on soft skills and team / collaborative skills and leveraging technological tools that
enable hiring right-fit skills at scale. Candidates, on the other hand, are increasingly demanding of
workplace environs that nurture their unique capabilities.
5. 4
OUTLOOK AND JOBS
BUSINESS AND EMPLOYMENT OUTLOOK
Outlook Trends
Current HY period: Apr 2014-Sep 2014; Forecast HY period: Oct 2014-Mar 2015
Steady, non-linear growth in business sentiment
Oct '12-
Mar '13
Employment sentiment growing, but slightly slower
Apr '13-
Sep '13
Oct '13-
Mar '14
Apr '14-
Sep '14
Oct '14-
Mar '15
110
100
90
80
70
60
50
40
30
20
[Net of positive and negative responses]
Business Outlook 72 74 77 82 91
Employment Outlook 75 79 76 80 88
% Respondents
A marked upward trend in both Business and Employment sentiments is accentuated with even higher
optimism for the next 6 months. Employment sentiment is staging a gradual rebound following the
downward inflection that occurred a year back.
Consumer demand, booming new-age sectors and a slowly recovering export market would drive
economic activity over the next 6 months [elaborated in the next chapter] and, increasingly discerning
as they have turned out to be, employers are meticulously acquiring valuable skills pushing hiring
sentiment up.
6. 5
JOB TRENDS
Job Growth
Current HY period: Apr 2014-Sep 2014; Forecast HY period: Oct 2014-Mar 2015
Forecasted HY
Forecasted HY, 12.8%
Current HY, 10%
Oct '14-Mar '15
Apr '14-Sep '14
Oct '13-Mar '14
Apr '13-Sep '13
Oct '12-Mar '13
Current HY
0.0% 2.0% 4.0% 6.0% 8.0% 10.0% 12.0% 14.0% 16.0% 18.0%
% growth in jobs over the previous HY
Good hiring practices are getting the better of conservatism, boosting job growth to a 24-month high.
A rising trajectory indicates that the slack in talent demand may have clearly bottomed out.
With newer, technologically advanced, modes of talent acquisition – discussed in the next chapter –
employers are being able to bridge the skill gap more efficiently. As a consequence of this, and in
addition to the demand driven growth many sectors are witnessing, jobs are set to grow at a faster clip
this coming half year.
7. THE BIG PICTURE
WHAT DRIVE OUTLOOK AND JOBS
While the overarching theme driving Business and Employment Outlook is the hope employers are
reposing in the new regime, there are four broad factors contributing significantly to a reinvigorated
labour market.
6
1. A steadily clawing back global economy:
Much of the western markets are in recovery mode and business and hiring sentiments are
improving globally. The incremental, but steady, job creation this is resulting in is particularly
visible in the IT and Outsourcing sectors that are seen to be getting back to the table with
businesses in the US.
2. Domestic consumer demand:
The already resurgent consumer demand in India is getting a fillip from never-before seen rates of
adoption of mobile-internet and ecommerce. Ecommerce businesses, on an overdrive in
acquiring both customers and talent, are expanding the demand envelope for the FMCD and FMCG
sectors as well.
3. Organizational maturity in hiring for skills at scale:
An indirect fallout of the consumerization of technology has been the enthusiastic adoption of
newer, and more scientific, modes of talent acquisition. Talent engagement tools that include
Social recruitment, gamification and crowd sourcing are enabling right-skill acquisition at scale.
4. Technology services moving up the value chain:
Technology firms are aggressively investing in the SMAC [Social-Mobile-Analytics-Cloud] domain
and developing new-age solutions that they expect enormous global demand for. SMAC is symbolic
of a next wave of outsourcing tech firms are hiring superior technological expertise for.
The common theme that is emerging for the coming half year is globalization and consumer
technology. Indian employers are looking at a paradigm shift in the way their businesses are going to
be run and the profile of talent they would be acquiring. A caveat though: tech companies are non-linearizing
their business models. This works at cross-purposes with hiring and, therefore, job growth
rates are relatively lower for IT.
8. 7
SECTOR AND CITYTRENDS
EMPLOYMENT AND BUSINESS OUTLOOK
EMPLOYMENT OUTLOOK
Respondents across more than half the sectors and cities express a healthy growth in hiring
sentiment over the next half year. The factors driving this sentiment are predominantly external – new
projects, healthier opportunity pipeline and availability of better-skilled talent – besides the hope of
renewed economic activity that the new regime will likely usher in.
FMCD / FMCG
not represented
previous HY
BUSINESS OUTLOOK
The corresponding Business Outlook trends display an almost superlative growth over the next half
year, for about half the sectors. The sectors that report such hyper growth rates – 24-month highs in
most cases – are a diverse mix. Add to this, a positive trend for each sector and city and we are
about to witness an exuberant business atmosphere.
Infrastructure is a significant exception this time round. The respondents in the sector are extremely
bullish about business prospects but indicate a net negative (albeit not significant) hiring sentiment.
% respondents % respondents
New Sectors
added
5
1
2
7
4
.
3
18
New Sectors
added
6
.
20
8
4
.
FMCD / FMCG
not represented
previous HY
Sector City
Sector City
9. This is because the sector has actively bolstered its talent pool over the past twelve months and has
adequate people capacity to execute on the surfeit of projects the sector expects to be executing
starting the coming half year.
8
JOBS
Job Growth rates are double-digit upwards for half the sectors and most cities. However, it must be
noted that there is a noticeable disconnect between the magnitudes of positive sentiment and job
growth rate. As sentiment translates into real job numbers organizational factors such as skill
deficiency and attrition gain in significance.
Sector % respondents City
JOB GROWTH
City Key
MUM MUMBAI
DEL DELHI
BLR BANGALORE
KOL KOLKATA
CHN CHENNAI
PUN PUNE
HYD HYDERABAD
AHD AHMADABAD
Sector Key
IT INFORMATION TECHNOLOGY
FMCD FAST MOVING CONSUMER DURABLES
FMCG FAST MOVING CONSUMER GOODS
FS FINANCIAL SERVICES
INF INFRASTRUCTURE
RET RETAIL
M&E MANUFACTURING & ENGINEERING
TEL TELECOMMUNICATION
10. SKILLS EMPLOYERS WANT
WHAT SKILLS ARE IN DEMAND FOR THE HY AND WHAT
ARE NOT
IN-DEMAND OFF-DEMAND
Product / Project Management Voice Processes
New [Social] Media Management Administrative / Accounting
Big Data and Predictive Analytics Feet-on-street Sales
Team Work oriented soft skills Quality Control
9
WHAT DRIVES DEMAND
• Mega projects, complexity
• Explosive growth in social media adoption and
Big Data
• Proliferation of multi-cultural work environs
WHAT’S BRINGING DOWN DEMAND
• Task automation, smart systems
• Rapid adoption of online / mobile
commerce
SKILLS FOR TOMORROW
Employers are placing far more emphasis on soft skills than ever, while planning talent acquisition for
the next half year. The following are an indicative list of skills employers would be seeking out in
tomorrow’s marketplace:
• Human Factors and User Interface Design [Indicative Salary: Rs. 4.2 lacs p.a.]
• Agile and Adaptive Thinking [Indicative Salary: Rs. 7 lacs p.a.]
• Machine Learning and Artificial Intelligence [Indicative Salary: Rs. 5 lacs p.a.]
• Virtual / Cross-cultural Collaboration [Indicative Salary: Rs. 4.5 lacs p.a.]
11. 10
JOBS CANDIDATES WANT
ASPIRATIONAL JOBS AND GAPS
The above infographic illustrates three of the aspirational career avenues for candidates and lists the
challenges they face with each.
12. 11
WHY EMPLOYEES CALL IT QUITS
Based on a candidate survey across sectors and cities, we identified the following five factors as the
most critical determinants of employee dissatisfaction and attrition:
• Role-expectation mismatch:
Job reality substantially different from candidate’s perception of role prior to joining.
• Career Instability / Lack of growth:
A sense of insecurity in what may, usually, be an uncertain work environment; or when the job
lacks clarity.
• Lack of Autonomy:
Candidate does not / not made to feel independent to choose a working style / make routine
task-related decisions.
• Employer Brand:
The stature of the company and how it is positioned in the minds of the candidate’s peers.
• Absence of Recognition / Rewards:
No formal mechanism to measure performance, identify, recognize and reward employee
contribution to the company.
62%
46%
31%
32%
14%
Role-expectation mismatch
Employer Brand
Career Instability / Lack of growth
Absence of Recognition / Rewards
Lack of Autonomy
% of respondents [Base: 150 candidates]
Includes overlapping responses
13. 12
Why employers believe attrition
occurs
Better career opportunities
Better utilization of Skills
Career switch / Sabbatical
Expectation mismatch
Whay employees actually quit
Employer brand
Career Instability / lack of growth
No / inadequate rewards / recognition
No / inadequate autonomy
Just one overlapping attribute
14. 13
EMPLOYMENT OUTLOOK BY
OTHER KEY DIMENSIONS
HIERARCHY, GEOGRAPHY AND FUNCTIONAL AREA
Tier-1
represented
along with
Metros
previous HY
EMPLOYMENT OUTLOOK
% respondents
Organizations – mostly in the M&E and IT sectors – bolstering their core operations and expanding to
new markets mean substantial increase in the sentiment at the Junior and Senior levels of the
hierarchy. Geographic trends do not vary much, given that cities house much of the mature talent
employers are looking to hire.
SMS: Sales & Marketing Services | IT/ENG: Information Technology / Engineering | OS: Office Services | BC: Blue Collar Workforce
Metros - Delhi, Kolkata, Chennai, Mumbai
Tier I Cities - Bangalore, Hyderabad, Pune, etc.
Tier II Towns - Ahmadabad, Chandigarh, Mangalore, etc.
Tier III Towns - Raipur, Meerut, Ranchi, etc.
15. 14
CITY-SECTOR SWEET SPOTS
WHAT CITY-SECTOR CLUSTERS TOP OUTLOOK
EMPLOYMENT OUTLOOK
% respondents
Delhi and Bangalore form a clutch of high-growth clusters that leave out – most conspicuously – the IT
and Telecom sectors. Delhi has a healthy dose of Employment and Business sentiment spread across
multiple cities. With both sentiment though, clusters are few and far between, with incremental growth
across most sector-city combinations adding up to the overall outlook.
Positive growth (> 4) in hiring sentiment.
Negative growth (< -3) in hiring sentiment.
16. 15
BUSINESS OUTLOOK
Positive growth (> 4) in hiring sentiment.
WHAT ARE THE [NEW] HIRING GROUNDS FOR THE HY
Employers are constantly looking to hire from new geographies. The following are the [new] catchments
recruiters have identified to hire from over the next half year:
• Hindupur
• Visakhapatnam
• Hubli / Belgaum
• Thiruvananthapuram
• Aurangabad
• Kota
• Ajmer
• Meerut
% respondents
Besides driving down costs organizations hiring from these
towns over the coming 6 months have earmarked the
below destinations because of four main reasons:
1. Better institutional throughput of talent
2. Extension of an existing urban recruiting hub to its
neighbourhood
3. Tax breaks for manufacturing set ups and
4. Improved geographic access.
17. THE TALENT FUNNEL
FROM ACQUISITION TO RETENTION
The below illustration sums up the trends for the forthcoming half year, through the talent funnel. The
talent management process is seen to be moving towards candidate-centricity. Each step of the
way, in the talent acquisition process, candidate concerns and aspirations are taking precedence.
16
Attrition
Retention
FMCD / FMCG
not represented
previous HY
ATTRITION TRENDS
Acquisition
Engagement
0-day attrition
[Candidate no-show
Recognition
Autonomy
% attrition rate
New Sectors
added
0.8
1
0.2
1
.1
1.4
Sector City
on day-1 of job]
18. 17
THE SALARY SCENE
WHAT EMPLOYERS WILL PAY
# City Sector Job Profile Salary (Rs. per month)
1
Mumbai
FMCD Service Technician 11,000
2 FMCG Corp Comm Executive 42,000
3 H&P Medical Underwriter 18,000
4
Dehi
INF Project Coordinator 47,000
5 RET Merchandising Exec 14,000
6 H&P Lab Technician 16,000
7
Bangalore
FS Relationship Manager 42,000
8 RET Business Analyst 28,000
9 IT Data Scientist 145,000
10
Kolkata
TEL Retail Manager 48,000
11 M&E Production Engineer 38,000
12 FMCG Reg Comm Manager 44,000
13
Chennai
M&E Tool Engineer 23,000
14 TEL Survey Support Engr 14,000
15 IT Text Mining Engineer 37,000
16
Pune
INF CAD CAM Engineer 23,000
17 FS Financial Planner 31,000
18 H&P Chemical Engineer 25,000
19
Hyderabad
FMCD Key Account Manager 110,000
20 TEL Structural Design Engr 31,000
21 INF Instrumentation Engr 36,000
22
Ahmedabad
RET Category Manager 33,000
23 FMCG Media Planning Exec 26,000
24 IT Info Security Engineer 19,000
Job Profiles Sampling Criteria: Profiles have been selected for the sheer number of jobs they
represent, and the representative salary they carry, in the respective city-sector clusters.
19. 18
RESEARCH METHODOLOGY
.APPROACH
• Business environment, influencers: Secondary research / literature review
• Industry and Job trends, Sentiment and # Jobs, Salaries and Skills: Quantitative research [email
/ tele-surveys]
• Attrition, root causes and talent retention: Depth surveys
SAMPLE DESIGN
Employers Mumbai Delhi Bangalore Kolkata Chennai Pune Hyderabad Ahmedabad Total
IT 11 12 15 10 11 11 11 9 90
FMCD 11 14 13 9 12 10 12 11 92
FMCG 10 10 11 13 12 13 9 13 91
FS 13 12 11 10 10 13 15 9 93
RET 10 12 11 10 12 10 13 11 89
INF 10 13 10 11 12 10 12 10 88
M&E 10 8 12 10 12 8 10 9 79
TEL 10 9 11 8 8 13 10 9 78
H&P 13 10 13 9 12 10 9 15 91
Total 98 100 107 90 101 98 101 96 791
Business
Size
Small
[Up to 249 employees]
Medium
[250 – 999 employees]
Large
[1,000 + employees] Total
Mumbai 28 48 22 98
Delhi 27 59 14 100
Bangalore 39 47 21 107
Kolkata 24 52 14 90
Chennai 25 52 24 101
Pune 27 51 20 98
Hyderabad 24 56 21 101
Ahmedabad 29 48 19 96
Total 223 413 155 791
Candidates
Mumbai 18
Delhi 16
Bangalore 21
Kolkata 18
Chennai 18
Pune 19
Hyderabad 19
Ahmedabad 21
Totals 150