Tuesday, August 22, 2017

Digital Transformation In Manufacturing

Navigating Digital Transformation in Manufacturing

Why a Career and Talent Management Partner is a Critical Resource to Develop Your Digital Manufacturing Workforce

Manufacturing is experiencing the greatest evolution since the first major automation shift — digital transformation during the Fourth Industrial Revolution, the “Digital Manufacturing Age”. This evolution will impact manufacturing organizations at all levels, especially with changes to roles and skills, how work is organized, and in both how and what leaders lead.

As productivity has flat-lined over the past few years, digital manufacturing transformation is the next horizon to achieve improved time to market and radically increased productivity, gain the ability to offer truly innovative products, continuous improvement in waste reduction and efficiency gains and an enhanced competitive position. Yet many organizations are not prepared to move successfully through this digital shift.

At Right Management, we recognize the unique challenges facing organizations in the manufacturing sector, and can help them navigate to and through digital transformation regardless of their current position along the Digital Journey.

Visit the full microsite and download comprehensive resource materials while exploring the full volume of content available.

Work, for Me [Infographic]

Understanding Candidate Demand for Flexibility

Workplace flexibility as a talent management policy is no longer an option; it is an essential practice that enables organizations to attract and develop skilled talent. The practice is rapidly becoming a win-win: reflective of employee and employer needs. According to the Alfred P. Sloan Center on Aging and Work at Boston College, “As companies become multinational in their scope of services, suppliers and products, the ability to interact with customers and clients all around the world requires a workforce that can operate flexibly in terms of hours and locations.”

Candidates today report a dramatic increase in the importance of schedule flexibility in their career decisions. In many countries, this factor has risen between 20 and 30 percent in just one year. In fact, nearly 40 percent of global candidates report that schedule flexibility is now among the top three factors they consider when making career decisions.
Historically, workplace culture has valued presenteeism over results and output. But two-thirds (63 percent) of today’s candidates do not believe they need to be sitting at their desk to get their work done. Technology has irreversibly shifted the paradigm in many workplaces. In response, more companies are implementing some type of flexibility policy than ever before. As a result, companies that are proactively creating flexible work arrangements may be at an advantage in recruiting and retaining in-demand talent.

To better understand how employers can leverage global candidate preferences and perceptions, ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, went directly to the source — candidates. In the Global Candidate Preferences Survey, nearly 14,000 individuals in the workforce between the ages of 18 and 65 shared what matters to them in the job search process. The study was fielded in 19 influential countries across the globe.

Flexible work arrangements are no longer just a concern of working mothers. People of all ages are interested in the blend of work and home that technology affords and society demands. This report provides new insights into schedule flexibility preferences across the globe.

To download the Whitepaper report visit the microsite.

2017 Q2 North American Quarterly Market Report

ManpowerGroup Solutions provides market trends as well as insight into North American metro area contingent workforces as they evolves each quarter. Featured in this second quarter of 2017 are the 'Gig Economy' and Informal Workers, changing minimum wages, Paid Sick Leave Requirements, Finance and Banking candidate availability, Telecommunications candidate availability, and Manufacturing candidate availability. Also included are regional and micro level labor statistics, like the gender wage gap and hourly pay by job title, for metro areas within the United States and Canada.

In a fast-paced, unpredictable marketplace, organizations must be able to react quickly. Today, organizations increasingly rely on the contingent workforce, such as independent contractors, temporary workers, consultants and freelancers. The contingent workforce is scalable and flexible, which provides organizations with the agility they need to remain competitive.

But as the world of contingent work evolves, how can organizations keep pace with change? The key is for organizations to consult analyst insights and data. Through the ManpowerGroup Solutions and TAPFIN Quarterly Market Reports, organizations can access market intelligence on a local, regional and global scale and determine how trends and regulations may impact worker cost, performance and availability - putting the power to gain a quantifiable advantage in their hands.

Download the complete Q2 2017 North American Quarterly Market Report.

Inside the Heads of Job Seekers: U.S. IT Candidate Preferences [Infographic]

United States Information Technology Candidate Preferences

Any human resources (HR) professional these days will tell you that there is a talent shortage in the U.S. information technology (IT) workforce. IT candidates represent one of today’s most competitive talent markets, and positions seeking specific skills and experience are the hardest to fill. Moreover, there is increasing preference for IT professionals who have soft, or interpersonal, skills that help them lead enterprise-wide teams in a world where technology has become mission critical. Twenty-six percent of IT leaders report communications skills as most in-demand, followed by collaboration skills (18 percent), according to “The Softer Side of IT,” a report from Experis, the professional resourcing and project-based solutions arm of ManpowerGroup.

In the ManpowerGroup 2016-17 U.S. Talent Shortage Survey, IT staff ranked second globally among the top 10 hardest jobs to fill. And in many cases, the best candidates for a job are often the ones who are already employed somewhere else. Savvy companies need to understand what motivates IT candidates and how to reach them in a credible and authentic way. From companies where technology and innovation are the primary products to corporations where technology supports business model transformation, IT candidates are essential to organizational success.

To better understand how employers can leverage global candidate preferences and perceptions, ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, went directly to the source: candidates. In the Global Candidate Preferences Survey, nearly 14,000 individuals currently in the workforce between the ages of 18 and 65 shared what matters to them in the job search process. The survey was fielded in 19 influential employment markets around the world during the fourth quarter of 2016. In the United States, ManpowerGroup Solutions surveyed 1,384 candidates and special emphasis was given to the fastest growing industries: IT, healthcare, retail and financial services.

The second in a series exploring U.S. candidate preferences by industry, this report provides new insights into the successful recruitment and retention of IT candidates. The results reveal how employers can be led astray by presuming that all candidates think, feel and behave exactly the same way. IT candidates are a unique breed; they are a new group of disruptive candidates that inherently challenge commonly held perceptions about career advancement.

To download the Infographic or complete Whitepaper report visit the microsite.

2017 Q2 European Quarterly Market Report

TAPFIN provides market trends as well as insight into the European contingent workforce as it evolves across Europe each quarter. Featured in this second quarter of 2017 are Global Trends, European Employment Outlook statistics and Legal and Regulatory updates in countries throughout Europe as well as regional and micro level labor statistics.

In a fast-paced, unpredictable marketplace, organizations must be able to react quickly. Today, organizations increasingly rely on the contingent workforce, such as independent contractors, temporary workers, consultants and freelancers. The contingent workforce is scalable and flexible, which provides organizations with the agility they need to remain competitive.

But as the world of contingent work evolves, how can organizations keep pace with change? The key is for organizations to consult analyst insights and data. Through the ManpowerGroup Solutions and TAPFIN Quarterly Market Reports, organizations can access market intelligence on a local, regional and global scale and determine how trends and regulations may impact worker cost, performance and availability - putting the power to gain a quantifiable advantage in their hands.

Download the complete 2017 Q2 European Quarterly Market Report.

Argentina to Encourage Future Investment in Mining

Minerals Coal Industry Dumper Gigantic Proportions

Argentina is making a play at bringing the nation’s mining sector to the forefront of the industry. The highly anticipated federal mining agreement is said to unify existing legislation across the country in an effort to boost investment in mining across Argentina. The country has fallen behind other countries in the region such as Peru and Chile despite rich mineral reserves of metals such as copper, gold, silver and zinc.

Investment in mining in the nation decreased over time as legislature made it more difficult to operate in the country’s 23 provinces, all with varying mining regulations. With both a highly regulated mining sector and diverse legislature from province to province, investors instead sought to fund programs in other countries.

President Macri, who took office in 2015, has adopted measures to change the perceptions of investors. In February of 2016 he eliminated the 5% tax on mining and energy. He has also revoked a prohibition on foreign mining companies sending profits made in Argentina out of the country. Now he is attempting to pass a nationwide mining law to entice investors to return to Argentina. President Macri hopes to double the investment in mining in the sector to $25 billion over the next eight years.

By comparison, during the previous president’s administration Argentina received $10 billion between 2007 and 2015. During that same time period, Chile received $80 billion and Peru $52 billion in mining investments. Analysts are now cautiously optimistic but warn that any shift away from the current president's business friendly reforms could deter new investments. There is also uncertainty leading into the third quarter due to mid-term elections which may delay some investors decisions. Furthermore, local opposition and political pressure could hurt Argentina's attractiveness as a market for mining investment.

“With 74% of employers foreseeing no change in their staffing levels, our study reflects that the hiring plans for the next 3 months are very cautious. This may be due to (the fact that) there are still no clear signs of the economy’s direction, so employers are willing to wait and see what happens before making more definitive payroll decisions”, explains Alfredo Fagalde, CEO of ManpowerGroup Argentina, while reviewing the Manpower Employment Outlook Survey (MEOS) for the second quarter of 2017.

According to the most recent MEOS the mining sector reports an improvement of 6 percentage points. However, the mining sector remains one of three sectors with the most cautious outlook of +2% Net Employment Outlook. While employers are cautiously optimistic about hiring in the mining sector in this market for the second quarter, more relaxed regulations for the mining sector will likely result in an increase in Net Employment Outlook for the third or fourth quarter of 2017. It may still be years before Argentina is a competitor with other regional giants who already receive large foreign investment in mining. This fact may offer potential investors leverage and a means to improve cost efficiency versus another country within the Americas region.

Recent reports suggest that lithium production in Argentina will reach 145,000 tonnes in 2022. Up significantly over the 29,000 tonnes produced in the market in 2016. This projection comes as a result of new investment plans approximated around $1.5 billion, as stated in a May 2017 report from the Energy and Mining Ministry. Lithium is a material in high demand for use in car batteries and mobile phones. Argentina currently produces around 16% of the global output, making them the world’s No. 3 global producer of the material.

This news is already driving new investment in the construction of new plants and additional investments in the hundreds of millions of dollars from four major global mining corporations. It is likely that both the construction and mining sectors will experience a boost in hiring and the result will be a skills shortage, as workers attempt to fill positions for which they may not have adequate experience or training.

2017 Q2 Global Quarterly Market Report

ManpowerGroup Solutions provides market trends as well as insight into the global contingent workforce as it evolves each quarter. Featured in this second quarter of 2017 are Global Workforce Trends, Sustainable Workforce Planning and the Impacts of a Gig Economy on 75 Countries around the world as well as regional labor statistics and overviews.

In a fast-paced, unpredictable marketplace, organizations must be able to react quickly. Today, organizations increasingly rely on the contingent workforce, such as independent contractors, temporary workers, consultants and freelancers. The contingent workforce is scalable and flexible, which provides organizations with the agility they need to remain competitive.

As the world of contingent work evolves, how can organizations keep pace with change? The key is for organizations to consult analyst insights and data. Through the ManpowerGroup Solutions and TAPFIN Quarterly Market Reports, organizations can access market intelligence on a local, regional and global scale and determine how trends and regulations may impact worker cost, performance and availability - putting the power to gain a quantifiable advantage in their hands.

Download the complete Q2 2017 Global Quarterly Market Report.

Q2 2017 Quarterly Market Report. Source: TAPFIN 2017 Total Workforce Index (Full TWI Report expected September 2017)

The Journey of Globalizing Managed Service Programs (MSPs)

More Than a Passport

The number of companies interested in globalizing their managed service programs (MSP) has increased dramatically in recent years. Growth-related influences such as expansion plans and merger and acquisition (M&A) activity are driving companies to broaden their workforce strategy footprints. Likewise, many companies are looking to optimize their operational functions through increased visibility and the deployment of cost savings initiatives throughout their organization.

Striving for growth and efficiency are not novel concepts. The new dynamic at play is the convergence of these concepts with the key enablers of MSP globalization—namely, the maturity of MSP across global regions and the ability of vendor management technology to be configured across geographies. These high-stakes developments have financial, regulatory, human resources and reputational considerations. As MSP markets mature, providers with global capabilities are becoming better equipped to create flexible service delivery solutions that meet the needs of today’s organizations.

Download the complete Whitepaper.

What HR Pros Need to Know About Managing the Contingent Workforce

A recent article titled "What HR Pros Need to Know About Managing the Contingent Workforce" and published by PeopleTicker addresses key aspects of Contingent Workforce management. Namely, how procurement is viewed as transactional, why HR is the heart of the business, how workforce impacts cost strategy and the critical nature of cost analysis.

“As an organization, to be truly compliant with the labor laws, you have to have a sense of how your contractors or your agency workers or subcontractors or your freelancers map back to your full-time staff.”

- Raleen Gagnon, Director Market Intelligence at ManpowerGroup Solutions

For the full article and to read more of Raleen Gagnon's contributions to it, visit the PeopleTicker website and blog.

Venezuela: Current Climate and the Contingent Labor Market

The Contingent Workforce landscape has evolved significantly over the past few decades. When most manufacturers established operations in Venezuela decades ago, the country was vastly different across a variety of metrics than it is today. So too was the way we measured contingent workforces at a country level around the globe. We had fewer resources, tools and far less reporting and statistical data at our disposal to measure Contingent Workforce cost efficiencies, as well as productivity and the impact of Workforce regulations in each market.

Today, measuring only the cost of labor and even the overall cost of doing business in a national market simply isn't enough to allow us to fully assess the broader picture. Some of the most cost efficient countries for Contingent labor are often the most politically dynamic, and in terms of risk factors such as terrorism, the most unstable.

Foreign business regulation, corruption, economic and financial risk factors are all metrics that are measurable by today's advances in data recording and analysis. ManpowerGroup Solutions considers these and other geopolitical factors when compiling the Total Workforce and Contingent Workforce Indices. With regards to Venezuela, in the 2016 Contingent Workforce Index (CWI) the country came in last place overall (when ranked among 75 countries) for relative ease of sourcing, hiring, retaining and managing contingent labor.

Q1 2017 Quarterly Market Report | ManpowerGroup Solutions

Venezuela has become a very heavily regulated labor market for foreign businesses. To avoid penalties and due to the country’s strict labor laws, major manufacturers have elected to keep thousands of workers on the payroll despite the suspicion that their Venezuelan factories have been shuttered for months. Despite average market maturity in terms of contingent labor engagement and a ranking of 46th globally for Workforce Availability, every other indicator paints a bleak picture for future engagements in the country.

As Venezuela’s agricultural sector continues to suffer, workers may be required to leave their posts to perform up to 60 mandatory work hours in the countries fields while being paid by their regular employers, if current circumstances persist. While the market was once home to a robust and healthy agricultural industry, nearly 20 years ago the shift to import more food as opposed to investing in agricultural initiatives and instead export more oil from this oil-rich country. This decision has led to less and less investment in agriculture over time and a now languishing food production pipeline.

The minimum wage was raised earlier this year amid soaring inflation. This has resulted in hardships on many employers with engagements in Venezuela. It is anticipated that these raises will eventually result in the closure of businesses who can no longer afford to employ workers. Which will attribute to an even higher unemployment rate within the country as it grapples with a lack of jobs in addition to inflation and political turmoil. Even the oil firms with expatriate employees in the country are further reducing their already-dwindling ranks.

Situations such as these substantiate the need for continuous evaluation of the global talent 'marketplace' by businesses for Contingent labor engagement opportunities that meet their strategic priorities. It is essential business practice in today’s dynamic global landscape to be sure they are not leaving-money-on-the-table or exposing themselves to unnecessary risk both geopolitically or by the ignorance of changing foreign business regulations.

Employers will be extremely hard pressed to receive any compensation for the assets under suspicion of seizure by Venezuelan public officials. Many employers with operations within the region will suffer tremendous financial loss this year. This problem is only compounded by the fact that employers can not convert the local currency (bolivars) to any other currencies for commerce beyond the borders of Venezuela.

ManpowerGroup Solutions offers monthly and quarterly updated data through their consulting services to aid organizations with the development of their Contingent Workforce strategy. Fully customizable reporting and workshops are valuable to businesses working towards expanding into new markets. The 2016 CWI is available for download, and detailed infographics may also be found on the CWI Microsite for each of the 75 global markets. Expect the 2017 Total Workforce Index to be released in the third quarter of 2017.