Home


HR Bulletin May 28, 2010

The May 2010 issue of HR News magazine (4.6 MB) is now online.
The Spring 2010 issue of Public Personnel Management (2.2 MB) is available online.
Press releases on the IPMA-HR Web site may be accessed here.
To access archived issues of the HR Bulletin, click here; you must be a member of IPMA-HR in order to access these archived issues.

Despite Economy, Talent Shortages Exist

MILWAUKEE – Manpower, Inc., released the results of its fifth annual Talent Shortage Survey, revealing that talent is elusive—it’s everywhere, yet nowhere, as talent shortages persist in many countries and industry sectors. Thirty-one percent of employers worldwide report having difficulty filling key positions within their organization—a rise of one percentage point from 2009 amid a perpetual global pool of available workers.

The top hardest to fill jobs are skilled trades, sales representatives, technicians and engineers, according to the survey of more than 35,000 employers across 36 countries. These are the same top jobs that employers have reported struggling to fill for the past four years, demonstrating that there is an ongoing global mismatch in these key areas.

“As the global economy slowly recovers, employers will remain focused on maintaining financial flexibility and doing more with less,” said Jeffrey A. Joerres, Manpower, Inc., chairman and CEO. “Applying the same mindset to their workforce, employers have gotten more specific about the combination of skill sets that they are looking for, not only seeking technical capabilities in a job match, but holding out for the person that possesses the additional qualities above and beyond that will help drive their organization forward. This conundrum is upsetting to the ubiquitous job seeker, who will need to take more responsibility for his/her skills development in order to find ways to remain relevant to the market.”

Jobs Most in Demand in 2010   Jobs Most in Demand in 2009
1. Skilled Trades   1. Skilled Trades
2. Sales Representatives   2. Sales Representatives
3. Technicians   3. Technicians
4. Engineers   4. Engineers
5. Accounting & Finance Staff   5. Management/Executives
6. Production Operators   6. Accounting & Finance Staff
7. Administrative Assistants / PAs   7. Laborers
8. Management/Executives   8. Production Operators
9. Drivers   9. Administrative Assistants / PAs
10. Laborers   10. Drivers

 

Manpower’s Fresh Perspectives paper, “Teachable Fit: A New Approach for Easing the Talent Mismatch,” details how employers should broaden their search for suitable talent by considering industry migrants, location migrants, role changers and workforce entrants. Companies must identify those workers who are best positioned—thanks to their skills and their personalities—to benefit from training and development in order to successfully tap into these talent pools and fill gaps in their capabilities.

“Employers need to recalibrate their mindsets to consider candidates who may not have all the specific skills a job requires and identify people that are teachable,” added Joerres. “Candidates may not present the perfect fit right now, but they may possess the flexibility, intellectual curiosity and personality to be able to fill the gaps in their capabilities.”

Globally, employers having the most difficulty finding the right people to fill jobs are those in Japan (76 percent), Brazil (64 percent), Argentina (53 percent), Singapore (53 percent), Poland (51 percent), Australia (45 percent), Hong Kong (44 percent), Mexico (43 percent), Peru (42 percent), Taiwan (41 percent), China (40 percent) and Panama (38 percent). Compared to 2009, employers are reporting that talent shortages are considerably less pervasive in Romania (down 26 percentage points), Taiwan (down 21 percentage points), and South Africa (down 19 percentage points).

Top

Unanimous Supreme Court Rules in Favor of Firefighters

On May 24, 2010, the Supreme Court issued a unanimous decision in the case Lewis v. City of Chicago that raised the question of timeliness of complaints. The Supreme Court ruled that under Title VII’s disparate impact provisions, every time an employer uses a particular employment practice, it starts the clock running again.

The city of Chicago argued unsuccessfully that minority firefighters were time-barred from bringing a discrimination claim because they failed to file their claims within 300 days of the announcement of the test results. At issue is a firefighter entrance exam taken by 26,000 applicants in 1995. Test scores were grouped into three categories: “well-qualified,” “qualified,” and “not qualified.” Only a small percentage of minority candidates made the “well-qualified” category and because of the large number of applicants, the city did not hire from the “qualified” category.

In the case, the city did not dispute that the test had a disparate impact on minorities. Rather, the city argued that the unsuccessful candidates waited too long to file their complaint—they waited until the city was hiring from the list instead of when the city announced the test results. The Supreme Court disagreed and distinguished disparate impact cases from disparate treatment cases.

In disparate impact cases, where an otherwise neutral practice has an adverse impact on a protected class, Title VII says that the clock begins to run when the employer applies the practice. In disparate treatment cases, where discriminatory intent is required, the employee must show that the discriminatory activity took place within the limitations period.

Top

HR Executives Expect More Downsizing

PHILADELPHIA, Pa. – Half of senior human resources executives expect their organizations to restructure within the next six months, according to a poll by Right Management. A change in their organization’s leadership is anticipated by one in five of the HR executives. Right Management is the talent and career management expert within Manpower, the global leader in employment services.

The firm analyzed responses from 426 senior HR professionals in an online poll conducted in March, asking respondents to identify the most significant change their organizations will face in the next six months.  According to the survey, respondents reported:

  1. 51%  – Organizational restructure
  2. 21% – New leadership
  3. 13% – Acquisition or merger
  4. 10% – New product launch
  5. 6% – New technology

“Although the economy shows certain signs of improvement, it seems likely that more corporate upheaval is ahead,” advised Michael Haid, senior vice president of global solutions at Right Management. “The current atmosphere remains unsteady and anxiety is still widespread. And given the degree of leadership changes and M&A activity also expected, history shows us that these events often result in restructurings that reflect changes in strategy and business direction.  The amount of change expected in the coming months will be significant.”

Haid believes that this time around employees won’t be caught off guard. “Employees are surely listening carefully to what their top management is saying, how the company is performing and the kind of announcements being made.”

All employees should be more proactive in managing their own careers, said Haid. “Become actively engaged with professional organizations and extend your network. Update your LinkedIn profile and demonstrate expertise by participating in peer-led discussion forums. Be clear about how you add value, and communicate your experience and know-how.”

“One often overlooked career management technique is to conduct your own ‘career assessment.’ Look for gaps in the organization where your skills could be a good fit to fill a gap,” said Haid. “Be prepared to show how your strengths and skills fit with the firm’s business needs. Also, conduct an honest assessment of your capabilities to determine what developmental opportunities you should pursue to insure there are no gaps in the skills you bring to the table.”

Haid offers a final word of advice: “Economic, social and demographic trends are driving significant workplace changes—impacting not only how we do our jobs, but what jobs are needed. Today’s employees need to be prepared to adapt by continually developing new skills.  You can’t stand still and hope to survive.”

Right Management is the talent and career management expert within Manpower, a leader in employment services. Right Management helps clients win in the changing world of work by designing and executing workforce solutions that align talent strategy with business strategy.

Top

Class of 2010 Interns More Likely to Have Job Offers

BETHLEHEM, Pa. – New graduates who took part in an internship program are more likely to have received a job offer than their peers who decided to forgo the experience, according to a new study from the National Association of Colleges and Employers (NACE). 

NACE’s 2010 Student Survey shows 42.3 percent of the seniors who had internship experience and applied for a job received at least one job offer. Conversely, only 30.7 percent of seniors without internship experience who applied for a job received an offer.  

The study also found that those who had an internship were more likely to accept the offer—and have a job to go to following graduation. More than one-quarter of the intern group with offers accepted them; less than 20 percent of the non-intern group did so. 

One possibility for interns’ higher acceptance rate: a higher salary than the average offered their non-intern counterparts. 

“Results of our study show the median accepted salary offer for seniors with an internship was $45,301—nearly 31 percent higher than the $34,601 median accepted salary offer to non-intern seniors,” said Marilyn Mackes, NACE’s executive director. 

NACE expects to release additional highlights from the 2010 Student Survey throughout the month. A final report on the study’s finding will be available later this year.

NACE polls students about their job search, career plans, and other issues related to employment on an annual basis. The 2010 Student Survey was conducted February 9, 2010, through April 30, 2010. More than 31,470 students representing more than 400 colleges and universities nationwide took part; more than 13,000 of those were graduating seniors. Information in this release is based on data gathered from graduating senior respondents. 

The National Association of Colleges and Employers (NACE) has been a leading source of information about the employment of college graduates since 1956.

Top

Developing Competencies for HR Success Train the Trainer Program Scheduled for June 3-4

The IPMA-HR Western Region and SCPMA-HR are pleased to announce an updated “Train the Trainer” session for all current and new trainers for the “Developing Competencies for HR Success” program. The training will be held on June 3-4 in Irwindale, Calif. The registration fees for this session will be waived, compliments of IPMA-HR Western Region. Please contact Sharmeen Bhojani by e-mail at sbhojani@ci.irwindale.ca.us if you are interested in more details about the TTT program and registration materials.

Arrive Early to the IPMA-HR Conference and Attend a Preconference Workshop

The preconference workshops have been set for the 2010 IPMA-HR International Training Conference & Expo, which will be held October 2-6 at the Sheraton Seattle Hotel and Towers in Seattle, Wash.

Fly in early to attend one of five preconference workshops on topics specific to the needs of the public sector HR professional. Learn from real-life case studies at these hands-on interactive sessions presented by the profession’s top thought-leaders. Workshops include:

  1. Managing Employee Performance as a Human Resources Business Partner – A “how-to” course for creating partnerships with HR supervisors and managers to effectively manage employee performance.
  2. Public Sector Benefits: Understanding and Communicating with Policy Makers – Topics include the key issues in evaluating benefits programs as well as strategies to ensure the plan fits within an organizations overall compensation/benefits philosophy and business strategies.
  3. Public Sector Benefits: New Strategies and Applications for Public Sector Compensation – This workshop is designed to familiarize personnel and compensation practitioners, or anyone with the responsibility of implementing or supporting new compensation programs within their organization, with the “whats” and “whys” of the new strategies and decision-making considerations.
  4. Job Analysis – This course provides participants with the theory, principles and methodology to conduct a multipurpose job analysis, all in accordance with the Uniform Guidelines on Employee Selection Procedures.
  5. New HR Director’s Workshop – This workshop will be presented by a panel of experienced human resources directors in a highly interactive environment.

Register Today
Be sure to register by July 9 to take advantage of the special early bird rate of $600 for IPMA-HR members attending the full conference. Don’t forget about the Group Registration Discount Program, which allows full conference participants with three or more staff from the same organization or agency to deduct $50 from the applicable registration fee for each registrant. Each member of the group must complete a registration form. And all group registration forms must be submitted simultaneously.

Make Your Hotel Reservation Now!
Conference social and networking events are sure to be hits, and you won’t want to miss them. Please don’t wait to make your hotel reservation for attending the conference in October. The Sheraton Seattle Hotel has set aside a limited block of rooms for IPMA-HR conference attendees at the special rate of $189 (+tax)/night for single and double rooms. The special rate is in effect until September 9. All rooms are available on a first-come, first-served basis or until the room block is at capacity. After September 9, or until the room block is at capacity, reservations will be taken on a space- and rate-available basis only. Reservations can be made by calling the Sheraton reservation line at (800) 325-3535 and referencing the IPMA-HR Conference.

Questions about the conference can be directed to the IPMA-HR meetings department by e-mail at meetings@ipma-hr.org. Please continue to check the conference Web site at www.ipma-hr.org for updates.

Top

June 6 Seminar on New Strategies and Applications for Public Sector Compensation Being Held in Conjunction with 2010 Central Region Conference

Headed to the 2010 Central Region Conference? Be sure to attend IPMA-HR’s compensation seminar, “New Strategies and Applications for Public Sector Compensation.” The seminar, which is being held in conjunction with the 2010 Central Region Conference, will take place from 8:30 a.m. until 4 p.m. Sunday, June 6, 2010, at the Madison Marriott West in Middleton, Wis. Dr. Jim Fox, chairman of Fox Lawson & Associates, will lead the seminar.

The New Strategies and Applications for Public Sector Compensation seminar provides a detailed understanding and application of new or emerging classification/compensation concepts in the public sector. This is an intermediate-level seminar designed to familiarize personnel and compensation practitioners, or anyone with the responsibility of implementing or supporting new compensation programs within their organization, with the “whats” and “whys” of the new strategies and decision-making considerations. Those who would benefit from this seminar include experienced compensation specialists and personnel professionals in the public sector, as well as anyone responsible for developing, implementing and supporting new compensation programs.

What You Will Learn

  1. Key factors driving personnel system change and evaluation criteria for measuring change
  2. New and emerging compensation practices and approaches and applications to current methods
  3. The “whats” and “whys” of broadbanding and managing classification/compensation in a broadbanding environment
  4. The “whats” and “whys” of new base-pay approaches and applications such as merit and skill-based pay
  5. The “whats” and “whys” of variable pay and general recognition programs
  6. Communicating change effectively and tips for influencing decision-makers

The one-day seminar costs $275 for IPMA-HR members; the cost for nonmembers to take part in the seminar is $375.

Register today online (must pay by credit card). Or, download your registration form and fax the completed form to (703) 684-0948, or e-mail it to meetings@ipma-hr.org.

Top

Join IPAC in Newport Beach, Calif., for their 2010 Conference: Making the Case for Assessment

The early bird conference registration rate for the upcoming IPAC Conference, which will be held July 18-21 in Newport Beach, Calif., ends Tuesday, June 1.  Don’t miss out on an opportunity to register for the conference at the unbelievably low rate of just $250! 

Come a Day Early for the Job Analysis Preconference Workshop!
The Job Analysis course provides participants with the theory, principles and methodology to conduct a multipurpose job analysis, all in accordance with the Uniform Guidelines on Employee Selection Procedures. The resulting data can be used for a variety of human resources activities such as the establishment of class specifications, the design of training programs and the development of content valid selection procedures. The IPMA-HR job analysis approach is flexible enough to be used on any type of occupation and is applicable for small, medium and large agencies. Register today by visiting the IPAC Annual Conference Web site, or send an e-mail to meetings@ipma-hr.org for more information.

Top

On the Calendar

June 6
Seminar: New Strategies and Applications for Public Sector Compensation
In conjunction with the IPMA-HR Central Region Conference
Middleton, Wis.
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org or click here for more information.

June 6-9, 2010
Central Region Conference
Middleton, Wis.

June 6-9, 2010
IPMA-Canada 2010 National HR Training Conference
HR: Rising to the Challenge
Westin
Ottawa, Ontario, Canada
Visit www.ipma-aigp.ca for more information.

July 13-16
Developing Competencies for HR Success
Alexandria, VA
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org, or click here for more information.

July 7
Online Course
Managing Employee Performance as an HR Business Partner

July 18
Seminar: Job Analysis
In conjunction with the 2010 IPAC Conference.
Newport Beach, Calif.
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org or click here for more information.

August 25
Online Course
Developing Competencies for HR Success

September 19-22, 2010
Eastern Region Conference
Adlephi, Md.

September 22
Online Course
Developing Competencies for HR Success

October 2-6, 2010
2010 International Training Conference & Expo
Sheraton Seattle Hotel & Towers
Seattle, Wash.
Contact IPMA-HR Director of Membership and Professional Development Jessica Allen at jallen@ipma-hr.org or click here for more information.

October 6
Online Course
Managing Employee Performance as an HR Business Partner

Watch the HR Bulletin and our Web site for more information on educational opportunities.

Top