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: 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.
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 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.
Employment Outlook - October 2014-March 2015valuvox
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.
Retail project on hariyali hyper market by Vidya Bhooshan Singh 8960188100vbsingh1990
The document discusses the growth of organized retail in rural India. Several large retail chains are establishing outlets in rural areas to tap the large untapped rural market potential. Companies like ITC have launched rural malls and one-stop shops catering to farmers' needs. Hariyali Kisaan Bazaar is a retail chain providing access to banking, LPG and motorcycles to serve rural customers. Organized retail can benefit farmers, rural craftsmen and the overall economy if done sustainably without only short-term gains.
Montague Consult Global Recruitment Survey Q3 2012DavidGMontague
The document provides an overview of hiring trends and employment outlooks across different regions in Q3 2012 based on surveys. Key points include:
- Hiring is expected to remain positive in the Americas, with the strongest outlooks in Brazil, Panama, and Peru and weakest in Argentina and US.
- In Asia Pacific, hiring intentions are strongest in India, Taiwan, and Singapore, though outlooks weakened in 5 of 8 countries year-over-year. Hiring is expected to be strongest in India's services, retail, and manufacturing sectors.
- The document then provides more detailed analyses of hiring trends and outlooks in individual countries across the Americas and Asia Pacific regions.
The year 2010 saw major economies registering modest growth and India on a balanced growth path. India story gained primacy at the beginning of 2010, with the changing market scenarios across the world.
The outlook is more or less stable across sectors over the
months. The optimism of early 2010 was further
strengthened due to a positive economic outlook, but the
recent political developments marked with scandals have
made an impact on the overall business confidence, albeit
marginal. Employment generation has remained stable and
upbeat in most of the sectors. However, continuous
inflation, price of raw materials and intermediate industrial
products, scams involving ministers and so on have created
some caution in the minds of entrepreneurs. The
movement of skilled workforce within the sector continued
during the 4th Quarter of 2010. The change in
employment across sectors is given in the table below.
The employment scenario during any specific time period
needs to be viewed from the perspective of various
activities and at several fronts, for a considerable period.
This section has presented the estimated employment
numbers with expectations for different sectors of the
Indian economy. It also lists some of the issues that might
have an impact on the employment scenario, either directly
or indirectly. This will help correlate between the trends
observed regarding employment and economic as well as
political fundamentals.
The BFSI sector is expected to add 116,240
jobs in 2011.
The stable and positive sentiment at the economic front continues
to help the BFSI sector to grow further during the 4th Quarter of
2010. Responses from the BFSI companies indicate that almost
similar condition will prevail during the first two quarters of 2011
as well as for the entire year. The sector is cautiously optimistic
about growth of employment numbers.
The raise of Repo and Reverse Repo rates by RBI on 25th January
2011 has caused an increase of Repo rate by 175 basis points and
Reverse Repo rate by 225 basis points, since March 2010. CRR has
increased by 100 basis points during the same time.
Inflation has remained a cause for concern over the past months
and is expected to continue for a few more months to come.
However, the response to structural causes of inflation needs to be
through reallocation of resources across sectors. Short term
measures like interest rate hikes, though manage to contain
inflation to a moderate level are not strong enough to sustain
growth. .
The recent RBI report on the Micro Finance sector has
recommended several checks to resolve the issues and improve
transparency. However, observations have also been made
regarding the “Recovery Culture” in the financial sector and its
adverse effects on the customers. This is an important observation
made by RBI, in view of the recent measures taken by the Andhra
Pradesh Government to regulate the recovery of loans from the
small borrowers by the MFIs. However, the drive towards financial
inclusion will certainly play a positive role in employment
generation in this sector.
Bank credit to commercial sector is increasing steadily, which is
one of the major driving forces for the banking sector in the
country.
Insurance sector, both life and general, has witnessed a positive
sentiment in the 4th Quarter as compared to the previous ones
and is expected to do better in coming months.
The Education, Training and Consulting sector
is expected to add 107,500 jobs in 2011.
Education sector continued to contribute significantly to the
employment base of the country during the last Quarter of 2010.
The sector is expected to grow at similar rate during the first
couple of Quarters of 2011. However, the expectation regarding
growth for the entire calendar year of 2011 is slightly lower
compared to the first two Quarters of the year.
The regulatory ambiguity still remains the biggest impediment that
holds back the sector’s transformation into one of country’s
largest industry
A slide pack re the June 2014 UIster Bank NI PMI, including analysis of Global, Eurozone, UK, UK Regions, NI & Republic of Ireland economic performance by sector
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.
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 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.
Employment Outlook - October 2014-March 2015valuvox
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.
Retail project on hariyali hyper market by Vidya Bhooshan Singh 8960188100vbsingh1990
The document discusses the growth of organized retail in rural India. Several large retail chains are establishing outlets in rural areas to tap the large untapped rural market potential. Companies like ITC have launched rural malls and one-stop shops catering to farmers' needs. Hariyali Kisaan Bazaar is a retail chain providing access to banking, LPG and motorcycles to serve rural customers. Organized retail can benefit farmers, rural craftsmen and the overall economy if done sustainably without only short-term gains.
Montague Consult Global Recruitment Survey Q3 2012DavidGMontague
The document provides an overview of hiring trends and employment outlooks across different regions in Q3 2012 based on surveys. Key points include:
- Hiring is expected to remain positive in the Americas, with the strongest outlooks in Brazil, Panama, and Peru and weakest in Argentina and US.
- In Asia Pacific, hiring intentions are strongest in India, Taiwan, and Singapore, though outlooks weakened in 5 of 8 countries year-over-year. Hiring is expected to be strongest in India's services, retail, and manufacturing sectors.
- The document then provides more detailed analyses of hiring trends and outlooks in individual countries across the Americas and Asia Pacific regions.
The year 2010 saw major economies registering modest growth and India on a balanced growth path. India story gained primacy at the beginning of 2010, with the changing market scenarios across the world.
The outlook is more or less stable across sectors over the
months. The optimism of early 2010 was further
strengthened due to a positive economic outlook, but the
recent political developments marked with scandals have
made an impact on the overall business confidence, albeit
marginal. Employment generation has remained stable and
upbeat in most of the sectors. However, continuous
inflation, price of raw materials and intermediate industrial
products, scams involving ministers and so on have created
some caution in the minds of entrepreneurs. The
movement of skilled workforce within the sector continued
during the 4th Quarter of 2010. The change in
employment across sectors is given in the table below.
The employment scenario during any specific time period
needs to be viewed from the perspective of various
activities and at several fronts, for a considerable period.
This section has presented the estimated employment
numbers with expectations for different sectors of the
Indian economy. It also lists some of the issues that might
have an impact on the employment scenario, either directly
or indirectly. This will help correlate between the trends
observed regarding employment and economic as well as
political fundamentals.
The BFSI sector is expected to add 116,240
jobs in 2011.
The stable and positive sentiment at the economic front continues
to help the BFSI sector to grow further during the 4th Quarter of
2010. Responses from the BFSI companies indicate that almost
similar condition will prevail during the first two quarters of 2011
as well as for the entire year. The sector is cautiously optimistic
about growth of employment numbers.
The raise of Repo and Reverse Repo rates by RBI on 25th January
2011 has caused an increase of Repo rate by 175 basis points and
Reverse Repo rate by 225 basis points, since March 2010. CRR has
increased by 100 basis points during the same time.
Inflation has remained a cause for concern over the past months
and is expected to continue for a few more months to come.
However, the response to structural causes of inflation needs to be
through reallocation of resources across sectors. Short term
measures like interest rate hikes, though manage to contain
inflation to a moderate level are not strong enough to sustain
growth. .
The recent RBI report on the Micro Finance sector has
recommended several checks to resolve the issues and improve
transparency. However, observations have also been made
regarding the “Recovery Culture” in the financial sector and its
adverse effects on the customers. This is an important observation
made by RBI, in view of the recent measures taken by the Andhra
Pradesh Government to regulate the recovery of loans from the
small borrowers by the MFIs. However, the drive towards financial
inclusion will certainly play a positive role in employment
generation in this sector.
Bank credit to commercial sector is increasing steadily, which is
one of the major driving forces for the banking sector in the
country.
Insurance sector, both life and general, has witnessed a positive
sentiment in the 4th Quarter as compared to the previous ones
and is expected to do better in coming months.
The Education, Training and Consulting sector
is expected to add 107,500 jobs in 2011.
Education sector continued to contribute significantly to the
employment base of the country during the last Quarter of 2010.
The sector is expected to grow at similar rate during the first
couple of Quarters of 2011. However, the expectation regarding
growth for the entire calendar year of 2011 is slightly lower
compared to the first two Quarters of the year.
The regulatory ambiguity still remains the biggest impediment that
holds back the sector’s transformation into one of country’s
largest industry
A slide pack re the June 2014 UIster Bank NI PMI, including analysis of Global, Eurozone, UK, UK Regions, NI & Republic of Ireland economic performance by sector
The 90th Business Outlook Survey from the Confederation of Indian Industry found:
1) The CII Business Confidence Index increased slightly to 56.4 from 56.2 in the previous quarter, driven by an improvement in the Expectations Index.
2) Respondents expect GDP growth of 6.5-7.5% for 2014-15, inflation below 6%, fiscal deficit below 4.5%, and current account deficit below 2.5%.
3) Capacity utilization and sales are expected to increase in the fourth quarter of 2014-15, while input costs are expected to moderate. Profits are also expected to rise.
Low Incidences of High Growth Firms in Scotland: Why is Scotland lagging behind?enterpriseresearchcentre
The document analyzes the low levels of high-growth firms in Scotland compared to other UK regions from 2010-2018. It uses logistic regression on firm-level panel data from various sources to examine the influence of firm characteristics, regional characteristics, and entrepreneurial activity on the likelihood of high-growth episodes. The results show that factors like firm age, size, sector, and regional controls can explain some but not all of the differences between Scotland and other regions. Future research will incorporate additional variables like anticipated growth.
The document provides an overview of the Indian real estate sector in the first half of 2016. It notes that real estate is gradually strengthening as an investment market with regulatory reforms adding credibility. Key initiatives like 'Housing for All' and 'Smart Cities' have revived the market. The Real Estate Regulatory Act and Goods and Services Tax are expected to bring further transparency. Foreign investment in real estate reached $40 billion for 2015-16, up 29% from the previous year, indicating improved ease of business. Overall the sector is poised for further growth driven by expanding demand.
The Malaysian property market is experiencing uneven demand and supply conditions across segments. There is strong demand but insufficient supply in the housing market, especially for affordable housing. Between 2011-2015, the annual completion of new houses fell short of the increase in households by an average of 85,911 units per year. In contrast, the office and retail markets have seen oversupply as many new buildings have been constructed. This imbalance has led to rapidly rising house prices that have outpaced income growth, reducing housing affordability. The shortage is most severe for affordable housing priced below RM250,000, which constitutes only 21% of new launches yet is needed by half of Malaysian households. If unaddressed, this mismatch between house prices and income
1) The study analyzes differences in entrepreneurial intentions among immigrants, regional in-migrants, and life-long residents in the UK, as well as the impact of gender and other factors.
2) It finds that both immigrants and in-migrants are more likely to have entrepreneurial intentions than life-long residents, and that the propensity is highest in the first 3 years after arrival.
3) While immigrants have higher entrepreneurial intentions from the start, barriers prevent many from acting on those intentions in early years, showing a gap between intentions and action.
The document summarizes recent economic data and developments in India:
- Industrial production posted its first increase in four months in January, rising 0.1% year-over-year, though manufacturing output continued to decline at a slower pace.
- Inflation fell to a 25-month low in February as vegetable prices declined, while exports ended a seven-month streak of increases and the trade deficit narrowed.
- GDP growth was 4.7% in the final quarter of 2013, below expectations, with services growing 7% while agriculture and manufacturing contracted. The RBI raised interest rates to curb inflation.
The document assesses changes in employment and wages in India relating to economic reforms from the 1980s-1990s. It reviews studies of liberalization's impact on the labor market in India and argues they fail to recognize the importance of theory. Economic liberalization led to increased competition and changes in manufacturing structure. While growth accelerated, employment did not increase commensurately, and casual and informal work rose. Overall, the quality of employment did not clearly improve during the period of reforms.
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.
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
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.
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.
This document summarizes survey results about job satisfaction in the digital industry. It finds that 64% of professionals are satisfied in their roles, with higher satisfaction among more senior roles. Satisfaction is highest in the first year and lowest between 2-5 years. Personal interest in the role and career progression are the biggest drivers of satisfaction. Company success is also an important factor for more experienced employees. The report recommends monitoring and increasing satisfaction for employees with 2-5 years in a role, and better engaging junior employees in company values.
Introducing the Professional Service Maturity ModelJeanne Urich
Introducing the leading Professional Service Maturity model used by over 10,000 service and project-oriented organizations to chart their course to service excellence.
RMG Recruitment Insider Survey is a quarterly project to help the public gain more insight into the recruitment market of different businesses in mainland China. The data is collected from more than 1600 respondents who are working at 10 different types of the company in 10+ cities and 20 industries. All the results collected come from HR managers, line-managers or “C level” executives. The data includes headcount, salary package, salary rise, employment demand, etc. The results of the survey will be published at the end of each quarter.
The document summarizes key findings from the RMG Recruitment Insider Survey for Q2 2015 in China:
- Hiring demand remained high at 90.8%, with most new headcounts (63%) ranging from 1-10. Salary increases were mostly between 5-10%.
- Second-tier cities saw higher hiring demand at 93.1% while manufacturing declined to 80%. Emerging industries like pharmaceuticals and logistics saw highest demand.
- Top functions in demand were sales (61.8%), marketing (50.2%), and product management (40.1%). Communication skills, professional skills and education were most valued by employers.
- For fresh graduates, 47.4% of bachelor's
With 2018 upon us, Procore decided to have a look at what we may expect in the coming months. This calls for the inaugural release of the Procore Construction Industry Outlook (PCIO), which analyses the expectations within the construction sector for the next six months.
The PCIO is based on surveys carried out among construction industry leaders from across the U.S, and the responses are used to generate diffusion indices. The bigger the value, the better the results; values above 50 represent the signs of optimism.
This document summarizes the key findings from a survey of creative agency leaders conducted by The Agency Works in Q3 2015. The survey found that more respondents expect their agency's performance to decrease over the next quarter compared to late 2014. Agencies are focusing on increasing new business but struggling with retaining existing clients due to reduced budgets and increased competition. The majority of agencies set goals over the next 1-5 years and review targets monthly. Success is defined as both financial and personal achievements. The report provides insight into the challenges facing the creative industry.
This report summarizes the results of a survey of agency leaders about the challenges and goals in their businesses. Key findings include:
- More respondents said their agency's outlook is decreasing compared to last quarter, and increasing new business leads and decreasing client budgets and retention were top challenges.
- Goals focused on increasing revenue, profit margins, and new business over time periods of 6 months to 5 years.
- Success was defined largely in terms of personal and staff satisfaction rather than just financial targets.
- Utilization rates for creative/digital and client service teams were mostly in the 50-70% range, indicating room for increased efficiency.
Agency Food is a quarterly barometer for Agency heads to feed in their views on how their Agencies operate and in return benefit from the collective feedback.
Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
The document summarizes an executive employment trends report from Q3 2017 to Q3 2018. Some key findings include:
- The average length of an executive job search was 4.9 months, lower than national averages.
- Networking accounted for 71% of how executives found new jobs.
- Higher paid, more educated, experienced, and older executives took longer to transition but times were lower than 5 years ago.
- 89% of executives pursued similar or better re-employment rather than retirement or entrepreneurship.
The 90th Business Outlook Survey from the Confederation of Indian Industry found:
1) The CII Business Confidence Index increased slightly to 56.4 from 56.2 in the previous quarter, driven by an improvement in the Expectations Index.
2) Respondents expect GDP growth of 6.5-7.5% for 2014-15, inflation below 6%, fiscal deficit below 4.5%, and current account deficit below 2.5%.
3) Capacity utilization and sales are expected to increase in the fourth quarter of 2014-15, while input costs are expected to moderate. Profits are also expected to rise.
Low Incidences of High Growth Firms in Scotland: Why is Scotland lagging behind?enterpriseresearchcentre
The document analyzes the low levels of high-growth firms in Scotland compared to other UK regions from 2010-2018. It uses logistic regression on firm-level panel data from various sources to examine the influence of firm characteristics, regional characteristics, and entrepreneurial activity on the likelihood of high-growth episodes. The results show that factors like firm age, size, sector, and regional controls can explain some but not all of the differences between Scotland and other regions. Future research will incorporate additional variables like anticipated growth.
The document provides an overview of the Indian real estate sector in the first half of 2016. It notes that real estate is gradually strengthening as an investment market with regulatory reforms adding credibility. Key initiatives like 'Housing for All' and 'Smart Cities' have revived the market. The Real Estate Regulatory Act and Goods and Services Tax are expected to bring further transparency. Foreign investment in real estate reached $40 billion for 2015-16, up 29% from the previous year, indicating improved ease of business. Overall the sector is poised for further growth driven by expanding demand.
The Malaysian property market is experiencing uneven demand and supply conditions across segments. There is strong demand but insufficient supply in the housing market, especially for affordable housing. Between 2011-2015, the annual completion of new houses fell short of the increase in households by an average of 85,911 units per year. In contrast, the office and retail markets have seen oversupply as many new buildings have been constructed. This imbalance has led to rapidly rising house prices that have outpaced income growth, reducing housing affordability. The shortage is most severe for affordable housing priced below RM250,000, which constitutes only 21% of new launches yet is needed by half of Malaysian households. If unaddressed, this mismatch between house prices and income
1) The study analyzes differences in entrepreneurial intentions among immigrants, regional in-migrants, and life-long residents in the UK, as well as the impact of gender and other factors.
2) It finds that both immigrants and in-migrants are more likely to have entrepreneurial intentions than life-long residents, and that the propensity is highest in the first 3 years after arrival.
3) While immigrants have higher entrepreneurial intentions from the start, barriers prevent many from acting on those intentions in early years, showing a gap between intentions and action.
The document summarizes recent economic data and developments in India:
- Industrial production posted its first increase in four months in January, rising 0.1% year-over-year, though manufacturing output continued to decline at a slower pace.
- Inflation fell to a 25-month low in February as vegetable prices declined, while exports ended a seven-month streak of increases and the trade deficit narrowed.
- GDP growth was 4.7% in the final quarter of 2013, below expectations, with services growing 7% while agriculture and manufacturing contracted. The RBI raised interest rates to curb inflation.
The document assesses changes in employment and wages in India relating to economic reforms from the 1980s-1990s. It reviews studies of liberalization's impact on the labor market in India and argues they fail to recognize the importance of theory. Economic liberalization led to increased competition and changes in manufacturing structure. While growth accelerated, employment did not increase commensurately, and casual and informal work rose. Overall, the quality of employment did not clearly improve during the period of reforms.
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.
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
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.
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.
This document summarizes survey results about job satisfaction in the digital industry. It finds that 64% of professionals are satisfied in their roles, with higher satisfaction among more senior roles. Satisfaction is highest in the first year and lowest between 2-5 years. Personal interest in the role and career progression are the biggest drivers of satisfaction. Company success is also an important factor for more experienced employees. The report recommends monitoring and increasing satisfaction for employees with 2-5 years in a role, and better engaging junior employees in company values.
Introducing the Professional Service Maturity ModelJeanne Urich
Introducing the leading Professional Service Maturity model used by over 10,000 service and project-oriented organizations to chart their course to service excellence.
RMG Recruitment Insider Survey is a quarterly project to help the public gain more insight into the recruitment market of different businesses in mainland China. The data is collected from more than 1600 respondents who are working at 10 different types of the company in 10+ cities and 20 industries. All the results collected come from HR managers, line-managers or “C level” executives. The data includes headcount, salary package, salary rise, employment demand, etc. The results of the survey will be published at the end of each quarter.
The document summarizes key findings from the RMG Recruitment Insider Survey for Q2 2015 in China:
- Hiring demand remained high at 90.8%, with most new headcounts (63%) ranging from 1-10. Salary increases were mostly between 5-10%.
- Second-tier cities saw higher hiring demand at 93.1% while manufacturing declined to 80%. Emerging industries like pharmaceuticals and logistics saw highest demand.
- Top functions in demand were sales (61.8%), marketing (50.2%), and product management (40.1%). Communication skills, professional skills and education were most valued by employers.
- For fresh graduates, 47.4% of bachelor's
With 2018 upon us, Procore decided to have a look at what we may expect in the coming months. This calls for the inaugural release of the Procore Construction Industry Outlook (PCIO), which analyses the expectations within the construction sector for the next six months.
The PCIO is based on surveys carried out among construction industry leaders from across the U.S, and the responses are used to generate diffusion indices. The bigger the value, the better the results; values above 50 represent the signs of optimism.
This document summarizes the key findings from a survey of creative agency leaders conducted by The Agency Works in Q3 2015. The survey found that more respondents expect their agency's performance to decrease over the next quarter compared to late 2014. Agencies are focusing on increasing new business but struggling with retaining existing clients due to reduced budgets and increased competition. The majority of agencies set goals over the next 1-5 years and review targets monthly. Success is defined as both financial and personal achievements. The report provides insight into the challenges facing the creative industry.
This report summarizes the results of a survey of agency leaders about the challenges and goals in their businesses. Key findings include:
- More respondents said their agency's outlook is decreasing compared to last quarter, and increasing new business leads and decreasing client budgets and retention were top challenges.
- Goals focused on increasing revenue, profit margins, and new business over time periods of 6 months to 5 years.
- Success was defined largely in terms of personal and staff satisfaction rather than just financial targets.
- Utilization rates for creative/digital and client service teams were mostly in the 50-70% range, indicating room for increased efficiency.
Agency Food is a quarterly barometer for Agency heads to feed in their views on how their Agencies operate and in return benefit from the collective feedback.
Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
The document summarizes an executive employment trends report from Q3 2017 to Q3 2018. Some key findings include:
- The average length of an executive job search was 4.9 months, lower than national averages.
- Networking accounted for 71% of how executives found new jobs.
- Higher paid, more educated, experienced, and older executives took longer to transition but times were lower than 5 years ago.
- 89% of executives pursued similar or better re-employment rather than retirement or entrepreneurship.
BPI group Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
BPI group's Executive Employment Trends Report offers visibility into the executive job market. The findings of this report are based on landing data collected on our Executive Transition Services clients who completed their job search between Q3 2017 and Q3 2018.
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 communications function in Asia is growing in influence and focus on reputation management. While over half of senior communicators have a seat on the executive team, employee engagement remains a lower priority compared to other regions. Most communicators expect their influence and budgets to increase in coming years. Measurement of communications impact is improving but still focuses more on outputs like media clippings rather than outcomes like audience understanding or behavior change. Adoption of principles for robust impact measurement set globally in 2010 is mixed in Asia.
This document provides an overview and analysis of IT salary and recruitment trends in the UK for June 2011. Some key points:
- Contractor salaries and vacancies continued to increase while permanent vacancies declined slightly. There is a shift from permanent to contractor roles.
- Developers remained the most in-demand role, while project managers and business analysts are also in high focus.
- The retail sector saw the largest growth in permanent vacancies driven by seasonal factors and Olympics preparation.
- Public sector permanent vacancies declined sharply while contractor vacancies increased, as the sector prefers flexible resources.
- Telecoms and banking/finance permanent vacancies decreased as these sectors fill roles quickly, but contractor demand
This summary provides the key information from the IT Monitor document in 3 sentences:
The document discusses recent trends in the UK IT job market, noting increases in salaries for both permanent and contract roles as well as a shift from permanent to contract vacancies. Demand remains highest for developers, project managers, analysts and other commercially-focused IT roles. While permanent salaries are increasing more slowly, contract rates continue to rise as flexibility remains important for employers.
The document provides an investor presentation for BBSI, a PEO company. It summarizes BBSI's business model of partnering closely with small and mid-sized businesses to help improve their success rates. BBSI utilizes a decentralized structure with local teams to closely support over 6,500 client businesses. The presentation outlines BBSI's growth strategies including organic growth through referrals and expansion in existing and new geographic markets. Financial highlights show BBSI has consistently grown annual gross billings, revenues, and earnings per share over recent years.
Similar to The TeamLease Employment Outlook Report: April-June 2011 (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.
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.
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.
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.
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.
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.
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 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.
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 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.
- A large American air conditioning company hired inTouch to model historical sales data and evaluate the effectiveness of various promotional programs over five years.
- inTouch devised an advanced analytics solution using a Cobb Douglas model to analyze transaction data, incentives, shipments, weather data and more.
- The models helped the client understand which programs generated the most sales, margins and returns, and which territories and product mixes performed best under different programs.
- This allowed the client to optimize their promotional investments and prioritize programs, locations and products to maximize returns on their $4 million annual sales program budget.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
High-Quality IPTV Monthly Subscription for $15advik4387
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NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
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.
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.
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
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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?
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
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Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
Adani Group's Active Interest In Increasing Its Presence in the Cement Manufa...Adani case
Time and again, the business group has taken up new business ventures, each of which has allowed it to expand its horizons further and reach new heights. Even amidst the Adani CBI Investigation, the firm has always focused on improving its cement business.
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
2. Contents
1. Preface
2. Executive Summary
3. Project Objectives
4. Index definitions
4.1. Employment Outlook Index
4.2. Business Outlook Index
5. The Indices
5.1. 4-Quarter trends
5.2. Quarter-18 Outlook Analysis
5.3. Trends, by sector and by city
6. What’s driving hiring
6.1. Business Sentiment & Hiring
6.2. City & Industry Growth Sentiment
6.3. People Supply & Attrition
7. Who’s hiring
7.1. City-Sector Hiring Sentiment
7.2. Hiring Sentiment by Size of Business
7.3. Forecasts
8. Who’ll get hired
8.1. Geography, Hierarchy & Functional Area
8.2. Forecasts
9. Sweet spots, blind spots & gray areas
10. Annexure
10.1. Research Methodology
10.2. Sample Design & Data Collection
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3. 1. Preface
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.
With this issue of the Employment Outlook Report, we are beginning to tell the story anew
– the new format this report carries is a more visual and analytical representation of
findings of the survey. The attempt is to share more insights in each section of the report
and incorporate statistics within the charts.
The Employment Outlook Survey spans eight industry sectors and eight cities across India.
The survey covers small, medium and large companies across these sectors, studies
attrition and employment trends, and gleans information on hiring sentiments, all this
covering different locations, hierarchical levels and functional areas.
With the most critical drivers that influence hiring being tracked quarter on quarter, the
Employment Outlook Report is the only one of its kind seeking to deliver high impact
hiring decision support to its stakeholders – Business & HR heads, Senior Management as
well as industry policy makers.
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4. 2. Executive Summary
• The Net Employment Outlook Index steps up by 5 points, as conservatism
reluctantly gives way to cheer. Business sentiment growth keeps pace with the
previous quarters - with the Net Business Outlook Index growing by a rather
incremental 3 points – but hiring intent has picked up appreciably. Businesses are
gradually loosening the leash on hiring – which still lags business sentiment, but
inches closer to it this quarter.
• Cities display a subdued response to both business and hiring sentiment than
sectors. However incremental the growth in indices is, positive business
sentiment in Bangalore, Chennai, Pune and Hyderabad has by now inched up to
90% levels. Mumbai and Delhi put brakes on this effervescent business
sentiment with about 25% respondents sticking to status quo and not intending
to hire.
• Sectors witness fairly high changes in both Employment Outlook and Business
Outlook index values. With Retail & FMCG and Infrastructure as the only
exceptions, sectors increase / decrease Employment Index values significantly. IT,
ITeS and Telecommunication lift hiring and business sentiments by between 8
and 20 points. Between them, this trio also has a 100% response rate for hiring
intent across many cities.
• The growth in intent to hire Entry- and Middle-level profiles is appreciable and
constitute close to 50% of all those intending to hire. While hiring intent
decrements slightly for Junior level profiles, the magnitude of hiring intent is
seen to be well over 60%, with much of this intent being contributed by small
sized (up to 500 employee) businesses. A large proportion of the demand for
Senior level profiles originates in medium sized businesses with between 500 and
999 employees.
• Small businesses, with up to 500 employees in size, are the prime mover fueling
hiring intent. With an appetite for Junior profiles, as well as with the least number
of respondents not intending to hire, they add up to a valuable volume hiring
segment. The hiring intent growth, however, is the sharpest – at 47% for Senior
level profiles – with businesses employing between 500 and 999 people.
• A discernible pattern emerges from the trends captured for this coming quarter.
Geographically, while tier-2 cities maintain their status tier-3 towns and rural
areas find lesser favour among businesses. While large businesses – especially in
the technology / communications industries – are all geared to hire across
multiple cities, small businesses smartly cherry pick junior profiles for Sales and
Blue Collar functions. Administrative and back-office profiles do not find much
favour this quarter.
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5. 3. Project Objectives
The Employment Outlook Report aims at –
• Providing forward looking estimates of hiring sentiment and thus enabling its
users with a tool to make effective hiring / people decisions for the immediate
next quarter.
• Providing *Hiring Sentiment Intelligence* for different industry sectors, business
sizes and geographies, as well as across hierarchical levels and functional areas.
4. Index Definitions
• Employment Outlook Index: The Employment Outlook Index is computed as the
difference in the proportion of respondents who report an increase in hiring
needs and those who report a decline in hiring needs over the next three months.
• Business Outlook Index: The Business Outlook Index is computed by subtracting
the percentage respondents who say business in the next three months is likely
to decrease from the percentage who say it will increase.
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6. 5. The Indices
5.1. 4-Quarter trends
5.2. Quarter-18 Outlook Analysis
5.3. Trends, by City and by Sector
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7. 5.1 4-Quarter trends
The Net Employment Outlook Index climbs up by a steep 5 points and yet again touches a new high. This
growth is underpinned by a corresponding growth of 3 points in the Net Business Outlook Index.
While both the indices ramp up, the Employment Outlook Index beats its own pace of growth vis-à-vis
the Business Outlook Index this quarter. It has been trailing the Business Outlook Index for 3 quarters
now, implying a rather conservative hiring sentiment. The slight uptick in the current quarter means
marginally higher growth in hiring sentiment and hence, points to an overall sense of cheer.
5.2 Quarter-18 Outlook Analysis
The net growth in indices could be attributed to respondent sentiments leaning more towards city-
centric industrial growth than towards sectoral growth. More cities, than sectors, reported an increase
in both Employment and Business Outlook indices. On the flip side, more sectors reported a decrease in
Employment Outlook compared with the numbers that reported an increase.
The pattern is more homogeneous on Business Outlook, however. Business sentiments have fared
better than hiring sentiments – for cities as well as for sectors.
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8. As many as 3 cities and 4 sectors contribute to a decrease in hiring sentiment although just 1 city and 3
sectors report reduction in business sentiment. A conservative sentiment persists, therefore, in general
– businesses are bullish about growth but their intent to hire lags the business sentiment a wee bit.
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9. 5.3 Trends, by City and by Sector
Mum Del Blr Kol Chn Pun Hyd Ahd
Q-18 74 69 86 60 72 76 61 70
Q-17 69 67 83 63 67 79 58 73
Q-16 70 67 80 58 66 77 64 73
Q-15 63 62 82 54 62 79 63 68
Mumbai and Chennai see an appreciable improvement in the Net Employment Index this quarter. Three
more cities just about increment the index. The decreases – in case of Kolkata, Pune and Ahmedabad –
are marginal as well.
The incremental nature of this quarter’s index movements is thanks also to a quarter of all respondents
in 4 cities reporting no change in their hiring plans. Three of these cities – Delhi, Kolkata and Ahmedabad
– also report a correspondingly high proportion of respondents with unchanged business sentiment (see
chart below).
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10. Mum Del Blr Kol Chn Pun Hyd Ahd
Q-18 63 52 81 70 81 85 80 71
Q-17 59 51 79 75 77 85 79 76
Q-16 54 52 79 77 70 83 80 77
Q-15 52 49 73 76 72 80 74 77
With nearly 90% of respondents rooting for business growth, Bangalore, Chennai, Pune and Hyderabad
lead the charge of an effervescent business sentiment. The cheer is kept in check, primarily, by Mumbai
and Delhi where a significant (approximately 25%) proportion of respondents share a sober, no-change,
business sentiment.
The changes in business sentiment, this quarter, are largely incremental as well. The more significant
changes in index values, as in case of Mumbai and Kolkata, do not serve to either add or take away from
the overall sentiment.
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11. M&E R&F FS IT ITeS INF TEL H&P
Q-18 53 70 56 91 94 63 86 65
Q-17 82 68 62 70 64 60 64 73
Q-16 74 60 65 69 63 68 61 74
Q-15 71 66 60 61 57 66 59 70
Sector trends for the Employment Index are more drastic than the trends across cities. With just two
sectors – Retail & FMCG and Infrastructure – incrementing index values, all others witness fairly high
changes. The significant changes are seen to be equally balanced between increases for IT, ITeS and
Telecommunication, and decreases for Manufacturing & Engineering, Financial Services and Healthcare
& Pharmaceuticals.
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12. M&E R&F FS IT ITeS INF TEL H&P
Q-18 63 88 49 94 80 60 55 65
Q-17 82 69 55 77 59 67 47 76
Q-16 72 63 58 67 56 70 51 81
Q-15 73 66 57 65 46 64 41 76
Sector trends for Business Index mirror those for the Employment Index – significant shifts in index
values across the board mark this quarter’s sectoral performance. Besides IT, ITeS and
Telecommunication, Retail & FMCG also increments the index value significantly. With a sole exception
of Healthcare & Pharmaceuticals, the same set of sectors that saw a significant proportion of
respondents who reported no change in hiring sentiment, repeats its performance on Business
sentiment.
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13. 6. What continues to drive hiring
6.1. Business Sentiment & Hiring
6.2. City & Industry Growth Sentiment
6.3. People Supply & Attrition
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14. 6.1 Business Sentiment & Hiring
A growing business sentiment has limited, but appreciable, influence on hiring trends across hierarchies.
Entry- and Middle-level hiring intent benefit the most, followed by an ever-so-slight increase in the
intent to hire at Senior-levels. Hiring intent for the Junior-levels sees a small dip but a much higher
proportion of respondents with this intent more than compensates for the dip.
A noteworthy, and continuing, trend from the previous quarter is a significant drop in the number of
respondents who report no hiring requirements. This segment now represents just 10% of the sample.
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15. 6.2 City & Industry Growth Sentiment
Q-on-Q trends illustrate the stronger influence of Overall Industry growth sentiment on Business
sentiment compared with the influence of City-centric growth of Industry. The incremental change in
business sentiment is seen to be marginal for a given quantum of change in Overall Industry growth
sentiment. Further increments in the Business Outlook Index are seen to need marginally higher growth
in Overall Industry and City-centric Industry sentiments.
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16. 6.3 People Supply & Attrition
Trends for People Supply gap and Attrition rates are very well in sync, with a few isolated sectoral
exceptions. This implies that attrition is, indeed, significantly driven by inadequacies in the people
supply chain.
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17. The trend is pronounced for cities where, attrition rates are in sync with the gap in people supply. In
case of Bangalore, however, the supply inadequacy is so high that attrition rates seem almost out of
sync. Among sectors, Retail & FMCG and Healthcare & Pharmaceuticals witness a very similar
relationship between these two attributes.
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18. 7. Who’s hiring
7.1. City-Sector Hiring Sentiment
7.2. Hiring Sentiment by Size of Business
7.3. Forecasts
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19. 7.1 City-Sector Hiring Sentiment
With a large proportion of the respondent sample intending to hire for the forthcoming quarter, most
cities are seen to have multiple sectors with a 100% intent to hire. A closer look reveals that IT, ITeS and
Telecommunication are the only occurrences of this incidence. In half the cities – Mumbai, Bangalore,
Chennai and Pune – all IT and ITeS respondents intend to hire. These two sectors are in aggression
mode: across cities, at least 80% of respondents from these sectors intend to hire.
None of the other sectors is seen to share the level of consistency that IT and ITeS exhibit this quarter.
Manufacturing & Engineering and Financial Services are the worst performing sectors on this count –
both stay well below 80% intent levels across cities, with the former even dipping to 40% intent levels in
Mumbai and Delhi.
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20. 7.2 Hiring Sentiment by Size of Business
Business size is seen to have a limited bearing on hiring intent – the pattern seems mixed, albeit with
two seemingly logical observations: Junior-level hires in vogue with small businesses of size up to 500
employees, and Senior-level hires predominantly being hired more in medium (500 to 999 employees)
and large (greater than or equal to 1,000 employees) sized businesses.
The ‘500 to 999 employees’ category of business has emerged as having the highest growth in hiring
intent this quarter. The sweet spot, however, belongs to small businesses of size up to 500 employees –
the volume hiring evident in this sector is what fuels the hiring sentiment. It is also to be noted that this
segment of businesses has a much lower proportion of respondents that do not intend to hire,
compared with the other two segments.
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21. 7.3 Forecasts
The below visuals illustrate directions the Employment Outlook Index is likely going to take across
sectors and cities. Bold lines depict index values for the four quarters in consideration and the dotted
trendlines mark an estimate for the quarter after next (Q-19) with their tail-ends.
1. Information Technology
2. Retail & FMCG
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23. 8. Who’ll get hired
8.1. Geography, Hierarchy & Functional Area
8.2. Forecasts
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24. 8.1 Geography, Hierarchy & Functional Area
Trends for Geographical preferences to hire
stay largely the same, with metros leading
the rest of the geographies by a large margin.
The lesser geographies – especially, tier-2
cities – are indeed catching up, but still have
some way to go.
As seen earlier, Junior-level hiring intent is
strong. And much of this intent is expressed
by businesses of a size less than 500
employees. Also to be noted is the significant
rise in the proportion of respondents that
intend to hire middle-level professionals.
Sales, Marketing & Customer Service retains
its leadership over all other functional areas
with a close-to-80% hiring intent. An increase
in intent to hire the Blue Collar workforce and
a relegation of Administrative and related
profiles are other trends to be noted this
quarter.
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25. 8.2 Forecasts
The below visuals illustrate directions the Employment Outlook Index is likely going to take across
‘Hierarchies’ and ‘Functional Areas’. Bold lines depict index values for the four quarters in consideration
and the dotted trendlines mark an estimate for the quarter after next (Q-19) with their tail-ends.
1. Hierarchies
2. Functional Areas
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26. 9. Sweet spots, blind spots & gray areas
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27. The below matrix is a visualization of hiring intent – a match between ‘Who’s hiring’ and ‘Who’ll be
hired’. This will serve as a quick overview of how employment opportunities are likely to stack up across
the country over the next quarter.
The matrix is to be read –
1. Along the three ‘intent to hire’ rows: against ‘HIGH’, ‘MEDIUM’ and ‘LOW’, and
2. As an intersection of the row descriptors and the column descriptors (size of business): ‘SMALL’,
‘MEDIUM’ and ‘LARGE’.
This visual is a summary of the foregoing discussion this report carries. The first set of rows,
alongside ‘HIGH’, constitutes the ‘Sweet spots’. The subsequent rows depict ‘gray’ and ‘blind’
spots, in that order. An illustration of the visual’s reading is as follows:
Within the ‘Small’ sized business segment, Sales / Blue Collar profiles and Junior level hires are
associated with a ‘HIGH’ intent to hire (between 40% to 75%). They, therefore, form a ‘Sweet
spot’. Again, in the ‘Small’ sized business segment, Senior level hires are associated with a ‘LOW’
intent to hire (between 7% to 17%) and so form the ‘Blind spot’.
IT / ITeS: Tel:
HIGH
Sales / Blue Collar Mum/Blr/Chn/Pun Del/Blr/Pun/Hyd
Intent to Hire
JUNIOR LEVEL MIDDLE LEVEL Engineering / Sales
H&P:
MEDIUM
Chn/Hyd
M&E: Mum / Del
Back-office / Support
LOW
SENIOR LEVEL Tier-3 and Rural
SMALL MEDIUM LARGE
Size of Business
The sector-city combinations on the right extreme of the above matrix are a sweet spot – these
combinations have a 100% positive response on intent to hire. The Healthcare & Pharmaceuticals sector
– Chennai / Hyderabad combination, as well as the Manufacturing & Engineering sector-Mumbai / Delhi
combination, with ‘MEDIUM’ intent to hire (about 50%), fall in a ‘gray’ spot.
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28. 9. Annexure
Research Methodology
The Employment Outlook Survey follows a rigorous and statistically validated
process as detailed below.
Sample Design & Data Collection
Random sampling technique was used to identify respondents for the survey. Data
sources used to collect contact data were:
1. Kompass directory for small, medium and large sized companies in the
private sector. To ensure continuity with the baseline measurement, the
core random sample was drawn from this database.
2. NASSCOM database for IT companies
3. Companies registered with bpo.india.org in the case of ITES and
4. Financial companies registered with the Bombay Stock Exchange (BSE).
Respondent Selection
Target respondents for the study were Business & HR Heads as well as Senior
Managers with hiring mandates. The databases offered a contact name for each
company listed. Interviewers called into each of these companies and obtained the
names of the appropriate individuals who were responsible for hiring decisions.
Data Collection
The survey instrument was then administered to the target respondents using the
CATI (Computer Aided Telephonic Interview) methodology. Appropriate computer
software was used for data collection and tabulation. Please refer the following
section named ‘Sample Distribution’ for details on city and business size-wise
breakup of the sample.
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29. Sample Distribution
City-wise breakup
Sectors Mum Del Blr Kol Chn Pun Hyd Ahd Total
Manufacturing &
Engineering 9 10 10 9 10 11 12 8 79
Retail & FMCG 23 14 10 11 10 9 9 10 96
Financial Services 10 10 12 9 10 10 11 9 81
IT 8 10 12 11 10 11 10 8 80
ITeS 8 10 11 6 10 10 9 10 74
Infrastructure 10 11 10 7 7 10 10 8 73
Telecom 11 12 15 10 12 10 6 7 83
Health Care /
Pharma 9 12 9 9 10 11 8 6 74
Total 88 89 89 72 79 82 75 66 640
Business Size Breakup
Small Medium Large
[Up to 249 employees] [250 – 999 employees] [1,000 or more employees]
Mum 24 46 18
Del 15 62 12
Blr 22 51 16
Kol 14 49 9
Chn 20 44 15
Pun 16 48 18
Hyd 19 44 12
Ahd 16 39 11
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