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Enterprise Application Services
SAP Consultancy Services cover every phase of the application life cycle from current operations to business requirements, technology outsourcing or technical evolution.
Through professional resourcing and our Experis Academy, we get your workforce ready for digital transformation. We attract and match talent with in-demand skills as well as provide critical training in areas such as: SAP, Oracle, Microsoft and other application technologies.
We implement integrations between various systems and custom developments using technologies such as SAP Fiori, SCP, .Net and Java. We help organisations establish a new way of working, focused on analysis and real-time decision making.
We implement market leading products such as oracle Cloud, Microsoft Dynamics and Open Text. Our capabilities to implement and maintain these services include:
Various ERPs
Reporting Solutions
Customer Experience Products
Human Capital Management Tools
Travel Expenses Management Systems
Digitalisation
Experis is also a Microsoft Gold Partner, part of a network of Microsoft's most highly accredited independent technical support providers.
Technologies continue to evolve as do the methods and knowledge needed to test them. We partner with you to build an approach to continuous improvement to insure long-term effectiveness.
Our Services
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Professional Resourcing
Finding the right talent with in-demand skills and expertise to fill your most critical roles.
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IT Consulting
Leading digital transformation practices through our network of consultants, experts and partners.
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Project Services
Providing business-critical IT project expertise and implementation of new solutions.
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Managed Services
Managing IT resourcing, application maintenance and operations so you can focus on your core business.
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Hiring Trends & Market Insights Webinar for Q2 2022 Now Available On-Demand
Watch the latest episode in our Webinar Series where ManpowerGroup Ireland will be discussing the latest data from our recently released Employment Outlook Report for Q2 2022which was featured on RTE News, Today FM, The Irish Times and many other news outlets. Register HereThe discussion will inform both short and long term workforce planning, as well as providing you with the latest employment trends, market insights, industry facts and HR statistics for Ireland as we enter another business quarter.We are delighted to be joined by Indeed, a Global market leader in recruitment, who will be sharing their unique first-hand knowledge and market intelligence with regard to the current state of play in the Irish employment market. The event is now available On-Demand by clicking on the registration link below. Key Webinar Takeaways Include:* A detailed knowledge of the hiring trends in Ireland for Q1 2022* Which sectors and roles are experiencing the highest demand* Where are the talent shortages* What regions and organisational sizes are experiencing growth* What has the Employer response been to the changing marketplace* Hiring insights & best practices guidance* Remote & hybrid working trends* How to position your business in a talent shortage marketThe event is now available On-Demand by clicking on the registration link below.
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ManpowerGroup Stands with Ukraine
Our #PeopleFirst Response to Supporting People in UkraineManpowerGroup stands with Ukraine, with Ukrainian People everywhere, and for peace.Our people’s safety and wellbeing is always our highest priority. Our teams on the ground, in neighbouring countries, and all across the world are providing extraordinary support through donations to aid humanitarian relief efforts, volunteering, job support and more.ManpowerGroup is committed to supporting the people of Ukraine – through financial relief aid, on the ground humanitarian efforts, employment support and more.What is ManpowerGroup Doing To Support the Ukrainian People?Supporting Humanitarian EffortsGlobally we have announced a $500,000 donation to aid humanitarian relief efforts through local and global organisations including UNHCR, the UN Refugee Agency. This donation will support efforts on the frontline to deploy relief items, provide cash assistance to those impacted and to support child welfare.We are providing direct, immediate humanitarian support on the ground– our own employees are volunteering their time and resources gathering emergency supplies, clothing and food, providing safe transport for women and children, and some are even opening their homes to provide shelter.We are locating and supporting our impacted Ukrainianassociates across Europe and working with our clients to provide our people with financial assistance and early pay to enable safe transit out of major cities and danger zones.Helping Integrate Ukrainian People into the WorkforceWe are working to integrate refugees into society and the workforce in their new country, through our work with UNHCR and in our ManpowerGroup regions on the ground, providing upskilling and reskilling opportunities and more.We are adapting our Manpower MyPath associate upskilling program to accelerate refugees to be ready for new roles; assessing, training and coaching those that need it, and finding assignments fast for those people ready to work right now.We are working with clients to review hiring requirements to fill vacancies and open job opportunities, and adapt roles – especially for women who make up a high proportion of the refugees.We will work locally with refugees offering professional advice and support: CV writing, interview support and general advice to support them into the workplaceClick Here to ViewAll of Our Latest JobsRegister Your Interest in Hiring Ukrainian Refugees For Your CompanyFor companies looking to offer employment opportunities, please provide your contact information and we will get back to you as soon as possible. ManpowerGroup Ireland are receiving employment support requests from newly arrived Ukrainian people on an ongoing basis from a variety of working backgrounds. We are actively reaching out to clients and associates companies to identity work opportunity for our candidates and aim to match clients and jobseekers wherever possible.Register your interest by completing the form below and we will get in touch with you.We thank our employees for their continued generosity and participation in these efforts.We will continue to be agile in our response and extending our expertise and resources in helping refugees find work, to resettle, reskill and find meaningful work.This page will be updated regularly to reflect ongoing developments. We are deepening our commitment and efforts to work together on challenges that none of us can solve alone.We are committed to rising to the moment, guided by our values and to being One ManpowerGroup – because we believe meaningful and sustainable employment has the power to change the world.
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Tech Firms Lead the Way in ManpowerGroup Irelands Latest Employment Outlook Report for Q2 2022
Technology Firms Lead the Way as Employers Embrace Hybrid Working in Ireland for Q2 2022. IT and Tech sector lead hiring intention with 42% of employers looking to hire new talentDublin employers now hiring more remote workers from outside the Capital, driving up placements in Ireland’s regional economiesOngoing talent shortage leaves employers struggling to fill jobs in Q2 DUBLIN, 22 March 2022– Irish employers report highest Q2 hiring intentions since the survey began in 2006, according to the latest ManpowerGroup Employment Outlook Survey. In the second quarter of 2022, employers plan to expand headcount significantly, driving the national hiring Outlook to +32%, an increase year on year of 29 percentage points. The ManpowerGroup Employment Outlook Survey is based on responses from 411 employers across Ireland. It asks whether employers intend to hire additional workers or reduce the size of their workforce in the coming quarter. It is the most comprehensive, forward-looking employment survey of its kind in the World. DOWNLOAD THE FULL REPORT HEREThe Irish Technology & IT Sector continues to perform strongest with an Employment Outlook of +42%. "The Irish Tech sector has been a leading light in our post-pandemic economic recovery” said John Galvin, Managing Director, ManpowerGroup Ireland. “The pandemic has revolutionised the use of Technology and IT across all sectors, which has driven up demand for tech skills in companies across the board. The Tech sector had been an early adaptor of remote working prior to the pandemic, and we’re seeing tech companies continue to offer remote and hybrid work opportunities as offices have reopened. At a time when employers are facing a talent shortage, this is an important consideration in making new job opportunities candidate friendly and diversifying your talent pool to attract the right candidates.Employers in Dublin report a hiring Outlook of +29%, up 22 percentage points year on year. Outside the Capital, Connaught (+32%), Leinster (+35%), and Munster (+36%) follow this positive trend of strong hiring intention. Galvin explains: “In previous quarters we saw Dublin recovering swiftly, in large part due to its larger international employer base. Now we’re seeing other regions catch up, partially due to the winddown of lockdown restrictions, and in no small part the strong demand for hybrid work opportunities from candidates meaning people can work from home anywhere in Ireland where previously they would have needed to commute to Dublin for their daily work schedule.Seasonally adjusted unemployment levels in February 2022 was recorded at 5.2% by the CSO, down from 7.5% for the same period in 2021. Despite this, 72% of employers are having difficulties filling vacancies, just 6% less than Q1. Galvin concludes: “The unemployment level is back to pre-pandemic norms, but demand for talent is three times higher. This means there aren’t enough skilled workers available in the marketplace to meet the demand. Fixing an ongoing talent gap like we’re facing in Ireland will not happen overnight, nor will it be solved by simply offering higher wages. It’s a candidate market now, so employers need to be looking at long-term solutions to find the talent they need. Improving your company’s Employee Value Proposition (EVP), upskilling existing workforces, creating more internal opportunities, and making new job opportunities candidate friendly through flexible benefits like hybrid and remote working arrangements are all key in maintaining competitiveness in the marketplace.”Irish Hiring Plans by Industry and RegionNationwide, all industry sectors report positive Outlook. Across the sectoral breakdown we see the following: IT, Tech, Telecoms, Communications and Media (+42%) Other Industry (+36%) Other Services (+34%) Banking, Finance, Insurance and Real Estate (+32%) Restaurants and Hotels (+30%) Education, Health, Social Work and Government (+29%) Manufacturing (+28%) Construction (+23%) Wholesale and Retail Trade (+22%)When compared with Q1 2021, Outlooks improve in both Manufacturing (+7%) and Other Industry (+3%) and remain consistent with Banking, Finance, Insurance, and Real Estate (+0%). Outlooks have decreased in Other Services (-2%) IT, Tech, Telecoms, Communications and Media (-9%) Restaurants and Hotels (-13%) Education, Health, Social Work and Government (-21%) Construction (-25%) and Wholesale & Retail Trade (-47%). Even where the drop has been significant, Outlook remains extremely high compared with typical pre-pandemic levels. From a regional perspective Outlooks in Munster were (+40%), Leinster (+33%), Connaught (+33%), Dublin (+29%), Ulster (+15%). Compared with last quarter, Connaught (+14%), Munster (-6%) Ulster (-11%) Leinster (-11%) Dublin (-18). It is notable that Dublin experienced higher Outlooks quicker than other regions and is now plateauing. DOWNLOAD THE FULL REPORT HEREPaul Howard - Marketing Manager, Experis Ireland. [email protected] 01 6455232
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The Great Realisation 2022 Report: Accelerating Trends, Renewed Urgency
2022 has the potential to be one of the most transformative years in recent history. From workers taking more control of their professional lives, to the seemingly never-ending struggle of employers to recruit and retain talent, to the rapid acceleration of digital adoption, to businesses realising they need to become more sophisticated – several trends have emerged that will impact organisations of every size and the people who work for them.It’s those transformative emerging trends that are the focus of ManpowerGroup’s newest report examining the 2022 labour landscape. ‘The Great Realisation: Accelerating Trends, Renewed Urgency’ identifies the top 20 trends that will shape the world of work throughout the course of the year and beyond.ManpowerGroup’s data, insight and global relationships with clients, candidates and partners, reinforce that the structural changes and trends we have predicted for some time continue to accelerate. The impact of the pandemic combined with the acceleration of digital transformation will continue to bring profound transformation to global labour markets and workforces. This “Great Realisation” has resulted in a 2022 labour landscape and supporting workforce trends that fall into 4 major trend categories:What Workers WantTalent ScarcityTech AcceleratesCompanies ResetTo explore all the trends in detail and find out what this means for your business, download our report: The Great Realisation: Accelerating Trends, Renewed UrgencyDownload Your Copy HERE
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Webinar - Bringing a Diversity Focus to your Recruitment Campaigns in 2022
OverviewThe current economic and social climate has created an unprecedented moment for leaders to move their organisation forward in bold new ways. Employers in the Ireland have ambitious plans to increase their headcount at a record rate as they enter into Q2, however Ireland is also suffering from a serious skills shortage as employers look to fill roles from a shrinking candidate pool. 77% of employers cannot find the skills they need which is a 15-year-high figure, and has doubled in 2 years.It’s important that organisations are inclusive to all talent pools, including neurodiversity talent, at all times and especially in a competitive climate. Can businesses benefit from highly skilled individuals with the abilities to drive positive change within their organisations? Of course they can. Our panel of experts discuss the importance of attracting a diverse pool in order to bridge those gaps in talent.In this ManpowerGroup webinar will will discuss:The value of creating diverse and inclusive workplacesStrengthening equality and inclusion during the hiring process and beyondDemonstrating your commitment to diversity and inclusion internally and externallyHow you can remove the barriers to diverse talent face in accessing the workforceHow to position your business in a talent shortage marketResearch-based perspectives on assessment strategiesBest practice, real-world examples to bring back to your own organisationWhen: Wednesday March 9th at 12pm. Featuring speakers from LinkedIn, ManpowerGroup Ireland & Right Management Ireland. Details: This is a free webinar and suitable for HR Professionals, Business Owners, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague who might like to attend.REGISTER YOUR PLACE HERE
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3 in 10 tech workers are women. That’s not good enough!
3 in 10 tech workers are women. That’s not good enough!First, the good news. The number of women in tech worldwide has continued to steadily rise in recent years. At the end of 2020, women made up nearly 29% of the tech workforce. And those numbers, according to data from AnitaB.org (a global organization for women technologists), show an increase from 26% in 2019. Slow for sure, but progress is progress right?Now, the bad news. At this current pace, it will take 12 years before women see equal representation in tech. And if you think that sounds bad, at the current pace, it will take more than 200 years until the economic gender gap is closed. That’s right, pay equality will finally be achieved in the year 2221.The tech sector is one of the fastest growing industries in the world as the COVID-19 pandemic accelerated many companies efforts to pivot to and ramp up their digital efforts. And with a global talent shortage causing headaches for companies of all sizes, why do women remain so underrepresented in tech? “It is stupid”United Nations Secretary-General António Guterres has said, “[Gender inequality] should shame us all in the 21st century because it is not only unacceptable, it is stupid.”If you took a moment right now to do an Internet search for “Women in Tech” or some variation of that theme, you might find any number of articles, research papers, social media posts, etc. about the topic. And while several factors are at play, one consistent, unfortunate theme keeps rising to the top...pay disparity.Yet this happens despite research showing that increasing the inclusion of women is a sound business strategy. A 2020 report by McKinsey & Company found, “That the greater the representation, the higher the likelihood of outperformance. Companies with more than 30 percent women executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn these companies were more likely to outperform those with even fewer women executives, or none at all. A substantial differential likelihood of outperformance—48 percent—separates the most from the least gender-diverse companies.”COVID’s impact and future demandThe business case for gender diversity comes at a time when job growth in the tech space and related ancillary fields is exploding and demand will only increase.According to a World Economic Forum (WEF) report on the Future of Jobs, the top 20 job roles in increasing and decreasing demand across industries are skewed based on gender. If organizations want to keep up withdemand, safeguard their business from being left behind due to talent shortages, and invest in the long-term sustainability of their company, they’d be wise to invest and develop female tech talent from all walks of life.But as the WEF data shows, jobs with increasing demand are male dominated, with some roles such as data science or big data specialists being 91% men. Jobs in increasing demand are also highly paid. Yet, the data shows that roles with decreasing demand or those that will be increasingly eliminated are heavily dominated by women. And to make matters worse, by 2025 women will still likely earn just over 60% of their male counterparts.The COVID-19 pandemic has also had a devastating impact on women, coined the she-cession. Women are over-represented and lost jobs at a higher rate in many of the sectors most impacted by COVID-19 — e.g., retail, hospitality, entertainment, travel, manufacturing, and more. This means women are far likelier to have lost their livelihood, lost income or experienced a drop in working hours.The time has come to reverse courseBoosting the ranks of women in tech is a problem in need of a long-term solution. And while that includes developing and growing existing talent within organizations, it also means providing opportunities for girls to pursue STEM fields at younger ages. As Girls Who Code Chief Executive Officer Tarika Barrett recently told The Wall Street Journal, “Our education system is simply not set up to close the gender gap in tech.”Partnering with organizations such as Girls Who Code and other like-minded groups can help to create a pipeline of talent by promoting and investing in programs to introduce girls to STEM fields. But it’s not just the introduction that’s key. It’s retention. Getting them interested early and keeping them interested as they progress in their educational career will help avoid the pitfalls of feeling behind and quitting early to pursue something else. We often hear about the benefits of teaching children foreign languages at younger ages. Research also shows the same principle should apply to tech and computer science courses. This will ensure that girls will not be left behind in an industry that will be an economic driver for many years to come. Additionally, as the COVID pandemic showed, working remotely can be done successfully. Flexibility can play an important part in opening up more opportunities for women, especially for those who are trying to balance career and family responsibilities at the same time. Embracing this level of flexible work can also help organizations tap into desperately needed talent pools while opening up new segments of the labour market to qualified, skilled women.There is no one size fits all solution to this problem. But what we can’t do is sit idly by and wait 12 years for women to get equal representation in tech. And we certainly cannot be content with waiting two centuries for the economic gender gap to achieve balance. The time for action is now. And by taking action, organizations not only can be working to solve their own labour shortages, they’ll can also be building a talent pipeline for years to come.
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ManpowerGroup Employment Outlook Survey Results – Q1 2022
54% of Irish Employers are Planning to Hire New Staff for their Business in Q1 2022Employers in Ireland report the Highest Ever Hiring Intentions since the survey began in 2006, according to the latest ManpowerGroup Employment Outlook Report. In the first quarter of 2022, employers plan to expand headcounts significantly, driving the national hiring Outlook up to +47%, double digit growth of +14 percent on last quarter. This expansive growth in hiring plans places Ireland Top of the European Leader board for Hiring Intentions alongside the Netherlands and Portugal. Key Highlights from the Newly Released Report includes:Ireland's Hiring Outlook is at a 30-year high of +47%. Digital Roles are in High Demand: IT, Technology, Telecoms, Communications and Media reported outlook (+51%). Whole & Retail was the strongest sector (+71%) followed by Education, Health, Social & Government (+58%) and Construction (+52%). Munster Leads Ireland's Employment Regions with an Outlook of +65%, up a record +46% year-on-year. Connacht is experiencing the lowest forecasted hiring intentions at +38% but nonetheless a very positive result. Flexibility is Proving to be the Key to Attracting Workers in a Tight Labour Market: 55% of key roles are planning to include a Hybrid Working Model in 2022. Large, Medium & Small sized companies will all be hiring at levels over 45% for the coming quarter. DOWNLOAD THE IRELAND EMPLOYMENT OUTLOOK REPORT HEREDOWNLOAD THE EXECUTIVE SUMMARY REPORT HERE
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Talent Solutions Total Workforce Report 2021 Released
The 2021 Total Workforce Index Report Differentiating and diversifying workforce strategies to create the right combination of skills, workforce mix, and labour markets will help organizations face rapidly evolving markets. The annual analysis of the Total Workforce Index™ scores 75 global workforce markets based on over 200 unique factors. From the TWI data, ManpowerGroup Talent Solutions develops country and regional profiles based on how markets score in each of the four categories (Workforce Supply, Cost Efficiency, Regulation and Productivity).The Total Workforce Index™ measures the relative ease of sourcing, hiring and retaining a workforce in competing labour markets around the world. The Total Workforce Index™ compiles more than 200 key factors that relate to the Workforce Supply, Cost Efficiency, Regulation and Productivity of the workforce of each market. Total Workforce Index™ rankings provide important perspectives and insights that can influence both short- and long-term strategies involving workforce procurement, including:Remote Work AllocationOrganizational RestructuringLocation StrategyDirect Sourcing StrategyCrowdsourced Sourcing StrategyCapacity PlanningDiversity and InclusionWorkforce MixCost SavingsComplianceWhy is the Total Workforce Index Important?Organisation's are aggressively pursuing growth opportunities in the midst of the tightest labour market in 80 years. ManpowerGroup’s Q4 2021 Employment Outlook Survey confirms hiring intentions are at their highest since prior to the pandemic, yet a record number of companies report struggling to find the skills they need. The survey data suggest it has never been more difficult to attract, activate and retain growth talent. Meanwhile, 69% of employers globally say they are having difficulty filling roles due to a lack of skilled talent--running at a 15-year high.Differentiating and diversifying workforce strategies to create the right combination of skills, workforce mix, and labour markets will help organizations face rapidly evolving markets and workforce challenges. The Total Workforce Index (TWI) provides a vital edge in the race for talent focusing short, medium, and long-term investments in labour markets with the most potential in sectors or skill sets that will shape the post-pandemic world.This year’s TWI provides clarity amidst these complex challenges (e.g., record talent shortages, the continued pandemic impact, and adapting to the New Normal) by focusing on 3 key emerging themes that are impacting labour markets around the world: 1) learning is a core requirement to secure talent for growth;2) wage inflation in mature markets can be hedged by accessing new markets; and3) contingent labour is becoming an essential sourcing strategy.As organizations focus on returning to growth, ManpowerGroup Talent Solutions can help organizations attract, assess, develop, and retain talent. Organizations should access the TWI microsite to explore the data while also downloading the summary report to access the insights that--when used together -- will give organizations an edge over the competition.Audiences will also be guided to request a comprehensive custom analysis based on the factors most important to their organization as well as messaging and CTAs that connect the data and insights to Talent Solutions’ workforce consulting offerings—remote work optimization, workforce mix, compensation analysis and location strategy.How Did Ireland Perform in the 2021 Analysis?Ireland ranked 8th overall in the analysis of 75 countries.Ireland ranked 4th in Europe for workforce quality.Ireland ranked 29th overall for Remote Work Suitability which is lower than might be expected given Irelands position as a global employer.40% of the Irish workforce is Highly Skilled (e.g. white collar).Ireland ranked 9th of the countries measured in terms of Gender Gap (a very positive result).9% of the workforce is classed as Informal Workers (or gig economy as sometimes referred to).Average Monthly Wages was found to be €3,965.Ireland also ranks well in areas of Productivity and Ease of Doing Business. Some other key wage findings for Ireland include:Ireland has the 2nd highest Tech & IT wage levels in the EMEA region behind only DenmarkIreland has the 7th highest average wages in the EMEA region overallIreland's Manufacturing wages are also high ranking 7th in the EMEAIrelands Employment Taxes are deemed favourable in the report for employees with Ireland ranking 7th in the study behind the UK in 6thDOWNLOAD THE FULL IRELAND MARKET PROFILE HEREKey Findings from the TWI Report for your Business?The Total Workforce Index enables organizations to optimize workforce investments and access needed skills, giving them a vital edge in the race for talent---the ability to see around corners, and focus short, medium and long-term investments will shape the post-pandemic world.An emerging threat to competitiveness—both for individual organizations and economies—is the lack of “growth talent.” Growth talent offers competencies that expand digital transformation, accelerate speed to market and deepen product or service personalization. 69% of employers globally say they are having difficulty filling roles due to a lack of skilled talent--a 15-year high. (ManpowerGroup 2021 Talent Shortage Survey).The business challenges impacted the most by lack of growth talent, include:Digitization of business models or processes: Digital transformation and automation of routine tasks are escalating demand for higher skilled workers.Speed-to-market and operating agility: The ability to compress time-to-market depends on access to a wider range of skills.Personalization of products and services: Meeting consumers’ evolving expectations for more personalized experiences require high-level, hard-to-find information and analytics capabilities.1. Elevate learning as a core benefit in all labour market types: the ability to secure talent needed for growth, especially in Emerging markets, is likely to depend increasingly on compensation strategies and skills development offerings.20% of workers in Emerging markets are highly-skilled (40% in Mature markets) with only 19% of workers aged 25+ in Emerging markets having a tertiary education compared to 39% in Mature markets.2. Segment Incubator markets to hedge wage inflation in Mature markets: Incubator markets hold the potential to supply highly skilled growth talent to specific fast-growing industries at cost-competitive rates while contributing to longer-term talent sustainability.The average monthly wage for Advanced Manufacturing Incubator markets, for example, is US$2,314 with 34% of the workforce highly skilled; whereas; the average monthly wage in Mature markets is US$4,374 with approximately 40% of the workforce highly skilled—only slightly higher than in Emerging markets.3. Integrate contingent labour as an essential sourcing strategy: contingent labour augments permanent work and offers access to highly skilled workers choosing to work in more flexible ways.Demand for contingent work has increased by 9% in the past year, and within that, high-skilled contingent work in Mature markets is 40% on average.The average TWI Remote Readiness ranking for countries with a highly skilled contingent workforce is 21, compared with 47 for all other countries.The Optimal Workforce Investments(e.g., skills, workforce mix) for an organization are being influenced by the realities of 3 labour market types(Mature, Emerging or Incubator). For example:The 20 Mature markets have an average of 40% skilled workersThe 31 Emerging markets comprise at least 50% of the total labour pool.Digital Services Incubator markets have an average of 34% skilled workers with 41% being Gen Z and MillennialsDOWNLOAD THE FULL TWI GLOBAL INDEX REPORT HERE VISIT OUR WEBSITE TO SEE MORE INSIGHTS AND TRENDS
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Emerging Labour Market & Employment Insights for 2022 Webinar
Join ManpowerGroup Ireland for our Final HR Webinar of 2021! We will be discussing how the latest data from our recently released "Total Workforce Insights Global Report 2022"can inform both short and long term workforce planning, including an analysis of labour trends every employer needs to know such as remote work, migration of workers, and diversity, equity and inclusion considerations.We will also the discuss the findings from our latest"Q1 2022 Employment Outlook Survey for Ireland" and provide you with employment trends, insights, industry trends and hr statistics for Ireland and global.Register HereKey Webinar Takeaways Include:* The latest insights into labour force trends nationally and internationally* A detailed knowledge of the hiring trends in Ireland for Q1 2022;* The evolving principles of HR strategy;* How to position your business in a talent shortage market* How to prepare for business growth in 2022 by ensuring adequate human resources .This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company.Book your place today and you are welcome to invite a colleague who might like to attend.REGISTER YOUR PLACE HERE
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Significant Talent Shortage Challenges Evident in the Irish Labour Market
ManpowerGroup Ireland's Q4 Employment Outlook Survey shows that 72% of employers are having difficulty hiring workers with the right skills, and 80% of employers who plan to increase their headcount in the next quarter are struggling. In Ireland in order to Attract and Retain Skilled Workers, organisation's are now implementing a range of staff based incentives including:• Offering more flexible working schedules (41%) • Training incentives (40%) • Offering more flexible working locations (33%) • Increasing staff wages (28%) • Non-financial benefits (19%)Overall large organisation's and sectors like finance & business services are better positioned to offer the most incentives to attract and retain staff. Barriers to Upskilling for Irish organisations relating to staff development initiatives include:• Money (22%) • Time (18%) • Access to the right Training Partners (13%) • In organisation's decreasing their headcount, money is a much larger obstacle (28%) • In organisation's increasing their headcount, time is a bigger obstacle (19%) DOWNLOAD THE EXPERIS IRELAND TALENT SHORTAGES BROCHURE HERE
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