The document summarizes the results of a survey of over 63,000 employers across 39 countries and territories regarding their hiring outlook for the first quarter of 2011. Some key points:
- Employers in 32 of the 39 countries expect to add to their workforces over the next 3 months to varying degrees.
- The strongest hiring forecasts are reported in India, China, Taiwan, Brazil, Turkey and Singapore, while the weakest are in Greece, the Czech Republic, Austria and Ireland.
- Hiring intentions improved from a year ago in 28 of the 35 countries where comparisons are available.
3Q12 Global Manpower Employment Outlook SurveyAndrea Hubbert
According to ManpowerGroup's third-quarter 2012 Manpower Employment Outlook Survey–the longest running survey designed to measure employers' intentions to increase or decrease the number of employees in their workforce during the next quarter–hiring activity is expected to slow from last year at this time in two-thirds of the countries and territories surveyed. The survey reveals few clear signs of notable traction in the labor market, and employers are evidently adopting an intermittent hiring approach in response to economic uncertainty both at home and abroad. Bucking this trend, Indian employers post one of their most optimistic forecasts on record, and U.S. job prospects continue to improve. On the other hand, the German labor market is expected to lose steam in the quarter ahead after defying the declining trend in Europe for more than a year. Research shows employers in 33 of 41 countries and territories surveyed expect varying degrees of positive hiring activity for the third quarter, with those in 32 labor markets anticipating relatively stable or improved hiring activity compared to the second quarter. However, employer hiring expectations weaken in 26 markets compared to this time last year. Please contact me for more information.
3Q12 Global Manpower Employment Outlook SurveyAndrea Hubbert
According to ManpowerGroup's third-quarter 2012 Manpower Employment Outlook Survey–the longest running survey designed to measure employers' intentions to increase or decrease the number of employees in their workforce during the next quarter–hiring activity is expected to slow from last year at this time in two-thirds of the countries and territories surveyed. The survey reveals few clear signs of notable traction in the labor market, and employers are evidently adopting an intermittent hiring approach in response to economic uncertainty both at home and abroad. Bucking this trend, Indian employers post one of their most optimistic forecasts on record, and U.S. job prospects continue to improve. On the other hand, the German labor market is expected to lose steam in the quarter ahead after defying the declining trend in Europe for more than a year. Research shows employers in 33 of 41 countries and territories surveyed expect varying degrees of positive hiring activity for the third quarter, with those in 32 labor markets anticipating relatively stable or improved hiring activity compared to the second quarter. However, employer hiring expectations weaken in 26 markets compared to this time last year. Please contact me for more information.
Manpower Employment Outlook Survey - Global Report - Q3 2014 Right_Management
The latest Manpower Employment Outlook Survey, released today by ManpowerGroup, reflects continued hiring confidence among U.S. employers for Quarter 3 2014, as U.S. employers report a seasonally adjusted Net Employment Outlook of +14%. This is the strongest Net Employment Outlook since Quarter 2 2008, when the Outlook was also +14%. The third quarter Outlook is up from +13% in Quarter 2 2014 and from +12% during Quarter 3 2013.
Learn more here: http://www.manpowergroup.com/wps/wcm/connect/manpowergroup-en/home/thought-leadership/meos/#.UYlboCugmEw
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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Manpower Employment Outlook Survey - Global Report - Q3 2014 Right_Management
The latest Manpower Employment Outlook Survey, released today by ManpowerGroup, reflects continued hiring confidence among U.S. employers for Quarter 3 2014, as U.S. employers report a seasonally adjusted Net Employment Outlook of +14%. This is the strongest Net Employment Outlook since Quarter 2 2008, when the Outlook was also +14%. The third quarter Outlook is up from +13% in Quarter 2 2014 and from +12% during Quarter 3 2013.
Learn more here: http://www.manpowergroup.com/wps/wcm/connect/manpowergroup-en/home/thought-leadership/meos/#.UYlboCugmEw
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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.
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Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
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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.
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.
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.
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.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
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LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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.
2. Q1/11
Manpower Employment Outlook Survey Global
Contents
Global Employment Outlook 1
International Comparisons – Americas
International Comparisons – Asia Pacific
International Comparisons – EMEA
About the Survey 12
About Manpower 13
3. Global Employment Outlook
Nearly 64,000 employers Employers in India, China, Taiwan, Brazil, Turkey and
Singapore report the strongest first-quarter hiring plans,
have been interviewed while those in Greece, the Czech Republic, Austria and
Ireland report the weakest hiring forecasts. The hiring
across 39 countries and pace is expected to decline in 17 of the 36 countries
and territories where quarter-over-quarter comparisons
territories to measure are possible, and in the 35 countries and territories
anticipated employment where year-over-year comparisons are possible, the
hiring pace is expected to improve in 28.
trends* between January Regionally, employers in the Americas and Asia Pacific
and March 2011. continue to report positive Net Employment Outlooks.
Hiring demands have improved somewhat from 12 months
Employers in 32 of the 39 ago in all eight Asia Pacific countries and territories, and in
all but one country in the Americas where year-over-year
countries and territories data is available. Outlooks in the U.S. and India improve
slightly from both Quarter 4 2010 and last year at this
Manpower surveyed expect time, and Japan’s Net Employment Outlook continues
to improve incrementally with employers reporting their
to add to their workforces most optimistic forecast since Quarter 4 2008.
to varying degrees over the In the EMEA region, Outlooks decline in 11 of 18
next three months. countries from three months ago. However, year-over-
year comparisons are more favorable, showing improved
Employers in Bulgaria, Slovenia and Turkey participate job prospects in 12 countries from Quarter 1 2010.
in the survey for the first time, bringing the total number Hiring intentions are strongest in Turkey, Germany and
of countries surveyed in the Europe, Middle East & Africa Sweden, while employers in Italy report their first positive
(EMEA) region to 21. Net Employment Outlook since Quarter 3 2008.
* Commentary is based on seasonally adjusted data where available.
Survey Respondents by Region
Research for the Quarter 1 2011 Manpower Employment
Outlook Survey involved surveying 63,749 human
resources directors and senior hiring managers from
Asia Pacific
public and private organizations worldwide. 47% of
24%
respondents came from 10 countries in the Americas;
Americas 24% from eight countries and territories across Asia
47%
Pacific; and 29% from 21 countries in EMEA.
EMEA
29%
1
4. Manpower Employment Outlook Survey Global
Net Employment Outlook Qtr on Qtr Change Yr on Yr Change
Quarter 1 2010 Quarter 4 2010 Quarter 1 2011 Q4 2010 to Q1 2011 Q1 2010 to Q1 2011
% % %
Americas
Argentina 12 (10)1 17 (17)1 20 (18)1 3 (1)1 8 (8)1
Brazil 31 37 36 -1 5
Canada 2 (11)1 14 (14)1 5 (14)1 -9 (0)1 3 (3)1
Colombia 9 17 10 -7 1
Costa Rica 20 (17)1 23 (21)1 22 (19)1 -1 (-2)1 2 (2)1
Guatemala 12 9 9 0 -3
Mexico 6 (6)1 16 (17)1 14 (16)1 -2 (-1)1 8 (10)1
Panama – 19 21 2 –
Peru 19 (16)1 23 (22)1 25 (22)1 2 (0)1 6 (6)1
United States 0 (5)1 4 (5)1 4 (9)1 0 (4)1 4 (4)1
Asia Pacific
Australia 19 (19)1 20 (20)1 21 (21)1 1 (1)1 2 (2)1
China 14 (15)1 51 (42)1 38 (40)1 -13 (-2)1 24 (25)1
Hong Kong 13 (14)1 17 (17)1 20 (21)1 3 (4)1 7 (7)1
1 1 1
India 36 (37)1 42 (39) 41 (42) -1 (3) 5 (5)1
Japan -4 (1) 1 4 (6)1 2 (7)1 -2 (1)1 6 (6)1
New Zealand 14 (14)1 15 (16)1 16 (16)1 1 (0)1 2 (2)1
Singapore 22 (21)1 22 (22)1 27 (26)1 5 (4)1 5 (5)1
Taiwan 22 (27)1 40 (39)1 32 (37)1 -8 (-2)1 10 (10)1
EMEA*
Austria -1 (3)1 5 (5)1 -7 (-3)1 -12 (-8)1 -6 (-6)1
Belgium -4 (-5)1 6 (6)1 4 (4)1 -2 (-2)1 8 (9)1
Bulgaria – – 4 – –
Czech Republic -6 -2 -5 -3 1
France 0 (1)1 1 (0) 1
-1 (1) 1
-2 (1) 1
-1 (0)1
1
Germany 1 (5) 7 (7) 1
7 (11) 1
0 (4) 1
6 (6)1
Greece 1 -10 -15 -5 -16
Hungary -7 0 1 1 8
Ireland -13 (-11)1 -3 (-2)1 -5 (-3)1 -2 (-1)1 8 (8)1
Italy -8 (-7)1 -8 (-6)1 2 (3)1 10 (9)1 10 (10)1
1 1 1 1
Netherlands -3 (-3) 2 (1) 1 (3) -1 (2) 4 (6)1
Norway 5 (7)1 9 (11)1 5 (7)1 -4 (-4)1 0 (0)1
Poland 4 11 5 -6 1
Romania -11 0 -2 -2 9
Slovenia – – 2 – –
South Africa 13 (11)1 6 (7)1 5 (3)1 -1 (-4)1 -8 (-8)1
Spain -12 (-10)1 -4 (-1)1 -4 (-2)1 0 (-1)1 8 (8)1
Sweden 2 (6)1 5 (6)1 5 (9)1 0 (3)1 3 (3)1
Switzerland 4 (0)1 9 (15)1 4 (0)1 -5 (-15)1 0 (0)1
Turkey – – 27 – –
UK -1 (1)1 2 (1)1 0 (2)1 -2 (1)1 1 (1)1
*EMEA – Europe, Middle East and Africa.
1. Number in parentheses is the Net Employment Outlook when adjusted to remove the impact of seasonal variations in hiring activity. Please note that this data
is not available for all countries as a minimum of 17 quarters worth of data is required.
2
5. Quarter-on-Quarter Year-on-Year
Movement Movement
STRONGER STRONGER
Italy 9 pts. China 25 pts.
Germany 4 pts. Italy 10 pts.
Hong Kong 4 pts. Mexico 10 pts.
Singapore 4 pts. Taiwan 10 pts.
United States 4 pts. Belgium 9 pts.
India 3 pts. Romania 9 pts.*
Sweden 3 pts. Argentina 8 pts.
Netherlands 2 pts. Hungary 8 pts.*
Panama 2 pts.* Ireland 8 pts.
Argentina 1 pt. Spain 8 pts.
Australia 1 pt. Hong Kong 7 pts.
France 1 pt. Germany 6 pts.
Hungary 1 pt.* Japan 6 pts.
Japan 1 pt. Netherlands 6 pts.
United Kingdom 1 pt. Peru 6 pts.
Canada 0 pts. Brazil 5 pts.*
Guatemala 0 pts.* India 5 pts.
New Zealand 0 pts. Singapore 5 pts.
Peru 0 pts. United States 4 pts.
Brazil -1 pt.* Canada 3 pts.
Ireland -1 pt. Sweden 3 pts.
Mexico -1 pt. Australia 2 pts.
Spain -1 pt. Costa Rica 2 pts.
Belgium -2 pts. New Zealand 2 pts.
China -2 pts. Colombia 1 pt.*
Costa Rica -2 pts. Czech Republic 1 pt.*
Romania -2 pts.* Poland 1 pt.*
Taiwan -2 pts. United Kingdom 1 pt.
Czech Republic -3 pts.* France 0 pts.
Norway -4 pts. Norway 0 pts.
South Africa -4 pts. Switzerland 0 pts.
Greece -5 pts.* Guatemala -3 pts.*
Poland -6 pts.* Austria -6 pts.
Colombia -7 pts.* South Africa -8 pts.
Austria -8 pts. Greece -16 pts.*
Switzerland -15 pts.
WEAKER
WEAKER
36 Countries and Territories** 35 Countries and Territories***
*Indicates unadjusted data.
**Quarter-on-quarter unavailable for Bulgaria, Slovenia and Turkey which participated for the first time in Q1 2011.
***Year-on-year unavailable for Panama, which participated for the first time in Q2 2010, and Bulgaria, Slovenia and
Turkey which participated for the first time in Q1 2011.
3
6. Manpower Employment Outlook Survey Global
International Comparisons – Americas
Nearly 30,000 interviews have been conducted across a modest hiring pace to continue in the first three months
Argentina, Brazil, Canada, Colombia, Costa Rica, of the year. In fact, U.S. employers are reporting their
Guatemala, Mexico, Panama, Peru and the United States most optimistic forecast since Q4 2008 and, together with
to measure employment prospects for Quarter 1 2011. Mexican employers, report their strongest first-quarter
The data shows positive hiring intentions across the hiring intentions in three years. Similarly, Canadian
region for the next three months; however, the Net employers remain upbeat, buoyed by moderate quarter-
Employment Outlooks are expected to be slightly over-quarter and year-over-year improvements in the
weaker quarter-over-quarter in four of the 10 countries Wholesale & Retail Trade industry sector.
surveyed but stronger in all countries except Guatemala
In Brazil, where four in 10 employers indicate they will
where year-over-year data is available.
add to their payrolls in the upcoming quarter, optimism
Employers in Brazil, Peru and Panama report the is further driven by strength in the Services industry
strongest hiring intentions within the region. Meanwhile, sector: for the second consecutive quarter more than
job seekers in Guatemala and the United States are half of the sector’s employers surveyed report they
likely to encounter the region’s weakest employment intend to add employees.
prospects, although employers in both countries expect
Argentina Brazil
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Argentina joined the survey in Q1 2007. Brazil joined the survey in Q4 2009.
Canada Colombia
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Colombia joined the survey in Q4 2008.
4
7. Costa Rica Guatemala
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Costa Rica joined the survey in Q3 2006. Guatemala joined the survey in Q2 2008.
Mexico Panama
50 60
40 50
40
30
30
20
20
10
10
0
0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. Panama joined the survey in Q2 2010.
Peru USA
60 50
50 40
40
30
30
20
20
10
10
0
0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Peru joined the survey in Q2 2006. No bar indicates Net Employment Outlook of zero.
5
8. Manpower Employment Outlook Survey Global
International Comparisons – Asia Pacific
Nearly 16,000 interviews have been conducted across India’s hiring pace continues to be dynamic: more than
Australia, China, Hong Kong, India, Japan, New Zealand, half of all Service sector employers plan to add to their
Singapore and Taiwan to measure anticipated hiring workforces in the January to March period; while those
activity between January and March 2011. in the Manufacturing industry sector report their most
optimistic hiring intentions since the survey began.
Employer hiring expectations continue to be optimistic
Similarly, Chinese job seekers in the Wholesale & Retail
throughout the region where job prospects improve
Trade industry sector are likely to benefit from the
year-over-year in all eight countries and territories
sector’s most optimistic employer hiring plans since the
surveyed. Compared to three months ago, job prospects
survey began there in 2005.
improve or remain stable in six of the countries and
territories surveyed. Regional hiring plans continue to
be strongest in India, China and Taiwan, and weakest
in Japan despite employers there reporting five
consecutive quarters of steadily improving Outlooks.
Australia China
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. China joined the survey in Q2 2005.
Hong Kong India
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. India joined the survey in Q3 2005.
6
9. Japan New Zealand
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
New Zealand joined the survey in Q2 2004.
No bar indicates Net Employment Outlook of zero.
Singapore Taiwan
70 50
60
50 40
40
30 30
20
20
10
0 10
-10
-20 0
-30
-40 -10
-50 Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-60 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. Taiwan joined the survey in Q2 2005.
7
10. Manpower Employment Outlook Survey Global
International Comparisons – EMEA
Over 18,000 interviews have been conducted with German employers–buoyed by upbeat forecasts in the
employers across 21 EMEA countries to measure Finance & Business Services industry sector–report
anticipated hiring activity for Quarter 1 2011. Employers their most optimistic hiring plans in three years, while
in Bulgaria, Slovenia and Turkey join the survey for the Swedish employers anticipate their country’s strongest
first time in Quarter 1 2011. hiring pace in over two years. Meanwhile, the employer
optimism evident in the first Turkish survey is partly
First-quarter hiring expectations remain mixed, with
fueled by strong hiring intentions in the Construction
employers in 14 countries reporting varying degrees of
and Manufacturing industry sectors. Additionally, data
positive hiring activity. While Net Employment Outlooks
for Italy shows improved hiring expectations for the third
weaken in 11 countries from three months ago, a year-
consecutive quarter, resulting in the first positive forecast
over-year comparison reveals stronger Outlooks in
from Italian employers in more than two years.
12 countries. Hiring expectations are strongest in Turkey,
Germany and Sweden. In contrast, employers in Greece,
the Czech Republic, Austria, Ireland, Spain and Romania
report the weakest and only negative forecasts globally.
Austria Belgium
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. No bar indicates Net Employment Outlook of zero.
Bulgaria Czech Republic
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Bulgaria joined the survey in Q1 2011. Czech Republic joined the survey in Q2 2008.
8
11. France Germany
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero.
Greece Hungary
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Greece joined the survey in Q2 2008. Hungary joined the survey in Q3 2009.
No bar indicates Net Employment Outlook of zero. No bar indicates Net Employment Outlook of zero.
Ireland Italy
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Net Employment Outlook
Seasonally Adjusted Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero.
9
12. Manpower Employment Outlook Survey Global
Netherlands Norway
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Poland Romania
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Poland joined the survey in Q2 2008. Romania joined the survey in Q2 2008.
No bar indicates Net Employment Outlook of zero.
Slovenia South Africa
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Slovenia joined the survey in Q1 2011. South Africa joined the survey in Q4 2006.
10
13. Spain Sweden
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Seasonally Adjusted Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero. No bar indicates Net Employment Outlook of zero.
Switzerland Turkey
50 50
40 40
30 30
20 20
10 10
0 0
-10 -10
Seasonally Adjusted Outlook Net Employment Outlook Net Employment Outlook
-20 -20
2003 2004 2005 2006 2007 2008 2009 2010 2011 2003 2004 2005 2006 2007 2008 2009 2010 2011
Switzerland joined the survey in Q3 2005. Turkey joined the survey in Q1 2011.
No bar indicates Net Employment Outlook of zero.
UK
50
40
30
20
10
0
-10
Seasonally Adjusted Outlook Net Employment Outlook
-20
2003 2004 2005 2006 2007 2008 2009 2010 2011
No bar indicates Net Employment Outlook of zero.
11
14. Manpower Employment Outlook Survey Global
About the Survey
The Manpower Employment Outlook Survey is conducted
Net Employment Outlook
quarterly to measure employers’ intentions to increase or
Throughout this report, we use the term “Net Employment
decrease the number of employees in their workforces during
Outlook.” This figure is derived by taking the percentage of
the next quarter. The survey has been running for more
employers anticipating an increase in hiring activity and subtracting
than 47 years and is one of the most trusted surveys of
from this the percentage of employers that expect to see a
employment activity in the world. Various factors underpin
decrease in employment at their location in the next quarter.
the success of the Manpower Employment Outlook Survey:
The result of this calculation is the Net Employment Outlook.
Unique: It is unparalleled in its size, scope, longevity and
area of focus. Seasonal Adjustment
Projective: The Manpower Employment Outlook Survey Seasonal adjustments have been applied to the data for
is the most extensive, forward-looking employment survey Argentina, Australia, Austria, Belgium, Canada, Costa Rica,
in the world, asking employers to forecast employment over China, France, Germany, Hong Kong, India, Ireland, Italy,
the next quarter. In contrast, other surveys and studies focus Japan, Mexico, Netherlands, New Zealand, Norway, Peru,
on retrospective data to report on what occurred in the past. Singapore, South Africa, Spain, Sweden, Switzerland, Taiwan,
the United Kingdom and the United States to provide
Independent: The survey is conducted with a representative
additional insight into the survey data. These adjustments
sample of employers from throughout the countries in which
make it possible to review the data without the employment
it is conducted. The survey participants are not derived from
fluctuations that normally occur at the same time each year,
Manpower’s customer base.
thus providing a clearer picture of the data over time.
Robust: The survey is based on interviews with nearly 64,000 Manpower intends to add seasonal adjustments to the data
public and private employers across 39 countries and territories for other countries in the future, as more historical data is
to measure anticipated employment trends each quarter. compiled. Note that in Quarter 2 2008, Manpower adopted
This sample allows for analysis to be performed across specific the TRAMO-SEATS method of seasonal adjustment for data.
sectors and regions to provide more detailed information.
Focused: For nearly five decades, the survey has derived all
of its information from a single question.
Survey Question
All employers participating in the survey worldwide are asked
the same question, “How do you anticipate total employment
at your location to change in the three months to the end of
March 2011 as compared to the current quarter?”
Methodology
The Manpower Employment Outlook Survey is conducted
using a validated methodology, in accordance with the highest
standards in market research. The research team for the
39 countries and territories where the survey is currently
conducted includes Manpower’s internal research team
and Infocorp Ltd. The survey has been structured to
be representative of each national economy. The margin
of error for all national, regional and global data is not
greater than +/- 3.9%.
12
15. History of the Survey
1962 First generation of the Manpower Employment Outlook 2006 Manpower operations in Costa Rica, Peru and South
Survey launched in the United States and Canada. Africa join the survey program. Surveys in Australia,
1966 Manpower’s United Kingdom operation launches the Austria, Belgium, France, Germany, Hong Kong, Ireland,
equivalent of the United States survey, naming the report Italy, Japan, Mexico, Netherlands, Norway, Singapore,
the Quarterly Survey of Employment Prospects. The survey Spain and Sweden add seasonally adjusted data in the
adopts the same forward-looking research format as the third quarter.
United States survey and is the first of its kind in Europe. 2007 Manpower operations in Argentina launch the Manpower
1976 Second generation of the Manpower Employment Employment Outlook Survey. The survey in New Zealand
Outlook Survey launched in the United States and adds seasonally adjusted data in the first quarter.
Canada. Research methodology is updated to evolve 2008 Manpower operations in Colombia, the Czech Republic,
with advancements in the field of market research. Greece, Guatemala, Poland and Romania join the survey
2002 Manpower United Kingdom’s Quarterly Survey of program. China and Taiwan add seasonally adjusted
Employment Prospects is updated to adopt an enhanced data in the second quarter. India and Switzerland add
research methodology. Manpower’s operations in Mexico seasonally adjusted data in the third quarter.
and Ireland launch the survey in their respective countries. 2009 Manpower operations in Hungary and Brazil launch
2003 Third generation of the Manpower Employment Outlook the Manpower Employment Outlook Survey.
Survey is launched, expanding the program to a total 2010 Manpower’s Panama operation launches the
of 18 countries and territories worldwide: Australia, Manpower Employment Outlook Survey, expanding
Austria, Belgium, Canada, France, Germany, Hong Kong, the program total to 36 countries and territories
Ireland, Italy, Japan, Mexico, Netherlands, Norway, worldwide. Peru adds seasonally adjusted data
Singapore, Spain, Sweden, the United Kingdom and in the second quarter. Costa Rica adds seasonally
the United States. adjusted data in the fourth quarter.
2004 Manpower operations in New Zealand launch the 2011 Beginning in the first quarter, operations in Bulgaria,
Manpower Employment Outlook Survey. Slovenia and Turkey join the Manpower Employment
2005 Manpower operations in China, India, Switzerland and Outlook Survey. Additionally, seasonally adjusted data
Taiwan launch the Manpower Employment Outlook Survey. is added in the first quarter for Argentina and South Africa.
About Manpower Inc.
Manpower Inc. (NYSE: MAN) is a world leader in innovative workforce solutions; creating and delivering services that enable
its clients to win in the changing world of work. With over 60 years’ experience, Manpower offers employers a range of services
and solutions for the entire employment and business cycle including permanent, temporary and contract recruitment;
employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower’s worldwide network
of nearly 4,000 offices in 82 countries and territories enables the company to meet the needs of its 400,000 clients per year,
including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations.
The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their
total workforce, enabling clients to concentrate on their core business activities. Manpower Inc. operates under five brands:
Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. More information about Manpower Inc.
is available at www.manpower.com.