Washington  (Profitable.com)  The following is a statement by Eric Spiegel, President and CEO of Siemens Corporation and CEO of the U.S. Region.

Last month President Obama invited business leaders to the White House to discuss strategies for reversing the terrible tide of outsourcing that has battered American manufacturing for more than a decade.  I was honored to be one of them.

I told the president that I believed the conventional wisdom about manufacturing’s inevitable decline was wrong.  For too long, we’ve operated under the assumption that because labor is cheaper elsewhere, and because no company, however well-intended, would choose to build something for more when they could build it for less, manufacturing here was more or less doomed.

But that conclusion assumed a couple of things that have turned out to be wrong:  First, that cheaper wage rates would always translate to lower production costs.  And second, that the products of the future, like those of the past, would essentially be commodities, the kind that could be built of equal quality, with equal technology, anywhere in the world.

These assumptions were right when it came to making lower-technology products that require little innovation on the front end, and minimal precision on the back end.  If you’re manufacturing blue jeans, your highest cost is probably the wages you pay, making it difficult, if not impossible, to compete on a global scale by manufacturing them in America.

But they are largely wrong when it comes to high-end products.  High-end products require skilled workers, precision assembly, intensive research, and complex technology.  If you’re in the business of building high-technology products, the wage rates you pay are usually a much less significant line-item on your income statement.  That’s especially true when you consider that U.S. workers are, on average, three times as productive as Chinese workers.   Together, this makes it possible to build them in America, as cost-competitively as anywhere else, because access to innovators is far more important than access to cheap labor.

But there is, as always, a catch.  If we can’t improve the products we build here, through each new generation, we won’t succeed.  Constant innovation is the only way to stay ahead of competitors, the only way to prevent products from becoming commoditized.  Sometimes products get to a point where you can’t make the next generation any better than the last.  You can certainly try: you can add an internet connection to an alarm clock or a remote control to a trash can, but at some point, what you’ve got really is as good as it’s ever going to get.

When you reach that point, your competitors catch up with you, and once they do, they can build what you build, just like you did, but for less.  That means that success in American manufacturing will require us to build technologies that we can constantly improve; it’s the only way we can compete, the only way we can keep our competitors a few steps behind.

That’s why there’s such a strong push by companies like mine to build things like wind turbines, clean coal and smart grid technologies in the United States.  With the right army of innovators, each of these products will have constant room for improvement.

For example, we just opened a plant in Charlotte where we build the world’s most advanced, most efficient natural gas turbine.  And we built it in America because each new generation of the turbine will need to be better than the previous one.  That’s how you leverage America’s strength.  That’s how you make manufacturing work in America.  And with the Labor Department reporting a 136,000 job increase in the sector last year—the first year-over-year growth since 1997—I’m hopeful we’ve begun to turn the corner.

But I don’t want to paint too rosy a picture.  The truth is, though innovation is still happening in America, it isn’t happening only here.  The major advances being made right now in wind and solar technology are being made in Europe.  The major advances being made in biofuels are all happening in Brazil.  The same can be said for batteries in Asia.

Too many of the advances forward are happening elsewhere.  If we keep taking a back seat on innovation in such critical new industries, there will be a point where we are no longer the leader in innovation.  When that happens, when we don’t have a competitive advantage to leverage, we’ll be outmatched on the global stage, without recourse.

To prevent that from happening, we must all work together to make the right kind of investments, right now—in STEM education, in research, in infrastructure—to ensure that companies can do the work of rebuilding America’s manufacturing sector, and creating jobs on the scale our economy needs.

If we get this right, the story of the next decade won’t be another one about the decline of manufacturing.  It’ll be about how American manufacturing, once again, saved America.

Eric Spiegel is the President and CEO of Siemens Corporation and CEO of the U.S. Region

About Siemens

Siemens Corporation is a U.S. subsidiary of Siemens AG, a global powerhouse in electronics and electrical engineering, operating in the industry, energy, healthcare, infrastructure and cities sectors. For more than 160 years, Siemens has built a reputation for leading-edge innovation and the quality of its products, services and solutions. Siemens in the USA reported revenue of around $20 billion and employs approximately 60,000 people throughout all 50 states and Puerto Rico. For more information on Siemens in the United States, visit www.usa.siemens.com.

McLean, VA  (Profitable.com)  Employers receive hundreds of applications in response to job openings, so it is imperative that you and your resume stand out from the crowd. Here are five surefire practices that will help you get your foot in the door.

Skip the objective statement

Instead of putting an objective statement at the beginning of your resume, create a job-specific, targeted introduction outlining your capabilities. Here, it is essential to avoid descriptions that could apply to a multitude of other job seekers. For example, drop lines like “I am people oriented,” and replace them with actual facts about your accomplishments. “Increased supplemental sales by 45% with widely recognized customer service abilities” says the same thing, but is both personal and illustrative of actual achievements. “Specifically, statistics and awards naturally distinguish you from other candidates because no one else can claim them as their own. When you include measurable accomplishments in your resume, you are demonstrating that you are a proven performer, and this gets the attention of hiring managers,” explains Alex Soto, a professional resume writer and career consultant.

Show what you can do

Successful job seekers show what they can do for an employer by relating their experiences in a way that is specifically tailored to an employer’s objectives, expectations and requirements. It may be your resume and experience, but your job search is definitely not about you. Understanding as much as you can about a potential employer is invaluable — thoroughly research the company and study the job description to ensure that your resume and cover letter are customized and reflect time and effort spent.

Make sure your resume reflects your experience level

If you are a recent graduate, your resume won’t, and shouldn’t be expected to, resemble someone’s with ten years of experience. A job seeker who has been a part of the workforce for a decade or more should focus heavily on achievements and progress. Someone just out of school, however, should concentrate on projects and accomplishments, and possibly some community, educational or sports activities. Do not attempt to pad your resume to make you look like someone you are not.

Express in writing why an employer should hire you

Why are you better than everyone else? Emphasize your strengths and don’t be afraid to mention your abilities. Just be careful how you phrase it. “A successful resume and cover letter should exhibit your track record as an achiever, not a doer. If you simply describe each job as a list of completed tasks, recruiters will write you off. A mere catalogue of duties does not communicate strength or value,” says Peggy Padalino of Jobfox.

Static expressions like ‘responsible for,’ ‘able to do,’ or ‘participated in’ are passive and reflect demonstrate a tendency to follow, not lead. Instead, communicate your achievements in a more dynamic manner, making use of proactive phrases like ‘chosen to lead…,’ ‘used knowledge of…’ or ‘played a key role in…’.

Be confident

The final, and most important thing you can do to get yourself hired is to exude confidence. Be secure and self-assured — without the right attitude, your chances of being hired diminish greatly. Although it’s natural (and generally recommended) to shy away from tooting your own horn, humility is not always productive when trying to get a job. If you want to get the job, you have to get noticed. The squeaky wheel gets the grease, as they say, so squeak on!

About Jobfox

Founded in 2005 in McLean, Virginia, Jobfox is a leading job search and career-networking site designed to find candidates the right jobs at the best companies. Through a comprehensive skills-based matching system, Jobfox connects thousands of employers to the most qualified individuals, as well as linking job seekers to relevant job opportunities in their fields. With over 1 Million resumes improved, Jobfox is also the largest provider of professionally written resumes online.  For more information, visit www.jobfox.com

Los Angeles, CA  (Profitable.com)  Holiday parties, gift giving and a time of cheer are sledding into a snow ball of low job satisfaction and bonus anxiety at global organizations this holiday season, according to an executive survey by Korn/Ferry International (NYSE: KFY), a premier global provider of talent management solutions.

According to the survey, 55 percent of executives are attending their office holiday party, up four percent from last year and up 14 percent from two years ago.  Despite a still tenuous economic environment, holiday parties have bounced back from the Great Recession, as organizations look to corporate festiveness to increase morale amid challenging market conditions.

Fifty-six percent of executives surveyed say they look forward to the company holiday party and 34 percent make it when they can, while only 10 percent do not attend or have little interest.

Holiday spending expectations also remain high this year.  The survey shows that nearly 60 percent of executives plan on spending $100 or more on all business-related gifts this season, with nearly half of that group expecting to spend more than $300.  Only 28 percent say that they will spend less than $50 this season.

“Organizations and employees have come to grips with the ‘new normal’ business environment,” said Mike Distefano, Korn/Ferry senior vice president and chief marketing officer.  “In the midst of this prolonged tenuous economic environment, companies are embracing opportunities to increase morale and express appreciation to their colleagues for what they have accomplished during these challenging times.”

Bonus Expectations Mild, Demands High

While spending increases on business-related gifts, bonus expectations are mild.  Fifty-one percent of executives say they anticipate bonuses that are the same bonus level as last year and 12 percent expect bonuses somewhat less than last year.  Only 4 percent expect a bonus significantly less than last year.

And if expectations are not met, employers may see a lump of coal in their stockings.  A resounding 43 percent of executives said they would leave or consider leaving their employer if they were not satisfied with their bonus.

When asked to clarify their expectations, of those executives receiving a bonus this year, 51 percent said they expect to receive bonus compensation that is 25 percent or more of their base salary.  Twenty-six percent of those surveyed expect a bonus in the range of 15 to 24 percent of their base salary and 23 percent expect a bonus of one to 14 percent of their base salary.

Low Job Satisfaction, Labor Market Uncertainty 

Rating their level of job satisfaction heading into the new year, an emphatic 40 percent of executives said they were not satisfied, while 60 percent were either somewhat satisfied or extremely satisfied.

Executives are mixed when it comes to evaluating the prospects for hiring in North America and Europe in the coming year.  While 39 percent foresee increased hiring from 2011, 24 percent envision less hiring than 2011.  Twenty-five percent of respondents expect the same hiring as this year, while only four percent see robust hiring.

Executives also do not see eye to eye on what role the political landscape will play for jobs in 2012.  While 44 percent say the 2012 U.S. election will have a positive impact on the labor market, an equally adamant 40 percent of executives indicate that the election will have little to no impact.  Sixteen percent of those surveyed say the election will have a negative impact.

Methodology

The Korn/Ferry Institute Executive Quiz survey is based on a global survey of executives registered within the firm’s online Executive Center, ekornferry.com. Respondents from more than 60 countries, representing a wide spectrum of industries and functional areas, participated in the most recent Executive Survey in November and December 2011.

About The Korn/Ferry Institute

The Korn/Ferry Institute generates forward-thinking research and viewpoints that illuminate how talent advances business strategy. Since its founding in 2008, the institute has published scores of articles, studies and books that explore global best practices in organizational leadership and human capital development. For more information, visit www.kornferryinstitute.com.

About Korn/Ferry International

Korn/Ferry International, with a presence throughout the Americas, Asia Pacific, Europe, the Middle East and Africa, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to attract, deploy, develop and reward their talent. Visit www.kornferry.com for more information on the Korn/Ferry International family of companies, and www.kornferryinstitute.com for thought leadership, intellectual property and research.

Whiting, IN  (Profitable.com)  The holiday season is a joyous time of year, but for many, it can be a difficult drain on their finances. According to a new CouponCabin.com (http://www.couponcabin.com) survey of more than 2,200 U.S. adults, more than one-in-five(1) (21 percent) plan to get a second job to afford the holidays this year, while 12 percent(2) said they already had one. This survey was conducted online nationwide by Harris Interactive on behalf of CouponCabin.com from October 7 – 11, 2011, among 2,466 U.S. adults aged 18 and older.

Many people will be supplementing their incomes with second jobs in an effort to make ends meet this year, and for good reason. Forty-five percent of U.S. adults said that they will have difficulty affording gifts this year. An additional two-thirds of U.S. adults who shared that they will have difficulty affording any aspects of the holiday season reported they will have more difficulty this year compared to last year, while 28 percent feel they will have about the same difficulty this year as compared to last.

“The holidays are a wonderful time of year for numerous reasons, but for many people, the extra expenses can put a strain on their financial situation,” said Jackie Warrick, President and Chief Savings Officer at CouponCabin.com. “Holiday obligations, such as buying gifts, entertaining and traveling can add up very quickly. As a result, many consumers are mapping out their budget far in advance, using coupons and setting aside money to minimize the effect of holiday expenses, and, to limit their debt.”

When it comes to paying for holiday expenses like gifts, wrapping paper and entertaining, U.S. adults who plan to celebrate the holidays shared how they plan to purchase items this year:

• Cash, check or debit card – 77 percent
• Credit cards – 36 percent
• Layaway – 10 percent
• Borrow the money from family and friends – 3 percent

While there are many options for payment, figuring out how to save money on the holidays is no easy task. When asked what was the most creative way they’ve saved money on holiday expenses, U.S. adults shared the following:

• Bought gifts and wrapping paper a year in advance, when all the holiday merchandise is on clearance.
• Put my birthday gift cards to use toward Christmas presents.
• Assembled theme gift baskets using items I bought throughout the year using coupons.
• Saved up coins all year and submitted them to a coin counting machine to get a gift certificate.
• Created origami of Christmas icons to send with home baked cookies.
• Cut out pictures from last year’s received cards and made my own gift tags.
• Don’t buy wrapping paper or gift bags – last year I wrapped all gifts in recycled newspaper.
• Bought clear plates and bowls and accessorize with colored napkins depending on the season.
• Bought items all year long at flea markets, auctions and thrift stores.
• Set up a “Christmas Club” account and put money in savings from January through November.

Survey Methodology:

This survey was conducted online within the United States by Harris Interactive on behalf of CouponCabin from October 7-11, 2011, among 2,466 U.S. adults aged 18 and older. This online survey is not based on a probability sample and therefore, no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please contact: Allison Nawoj, anawoj@couponcabin.com.

About CouponCabin.com

CouponCabin (http://www.couponcabin.com) is a leading online destination for coupons including online coupon codes, printables, grocery coupons and more. Shoppers have saved nearly $250 million since 2003 and with the largest selection of coupons guaranteed to work, CouponCabin.com is the best place to start searching for savings. The average user saves $19in just 80 seconds on the site. With customized email newsletters, browser savings alerts, new coupon alerts and more, shoppers will never miss out on a great deal with CouponCabin.com. For more information, please visit http://www.CouponCabin.com.

(1) Among those who will have any difficulty affording any aspects of the holiday season, are employed and do not currently have a second job.

(2) Among those who will have any difficulty affording any aspects of the holiday season and are employed.

To do its part to help struggling small businesses nationwide grow and create new jobs, South Office LLC has announced it is offering its new QR-code driven customer feedback service for free.

“We are doing this to help small businesses improve their customer experience and, therefore, expand and hire new employees as revenue grows,” says Martin R. Baird, chief feedback officer for South Office, a Boise, Idaho-based company. “Wal-Mart announced last week it is bringing back its layaway plan to help shoppers during the recession and give the economy a boost. This is our way of also helping the business community and the economy.”

South Office is targeting companies with one to five locations and will offer its Feedback Revolution QR service at no charge to the first 1,000 businesses that sign up.

“Our offer is simple,” Baird says. “If a business would like to use our cutting-edge research and common technology to learn about their customers’ experience, we will do it for free. They just need to sign up at http://www.feedbackrevolutionqr.com to get started.”

Feedback Revolution QR weds the technology of QR codes and smartphones with extensive customer satisfaction research published by Harvard. The research, which spanned 10 years and involved more than 4,000 customers in 14 industries, concluded that a customer’s willingness to refer is more powerful than satisfaction or loyalty. One of the service’s questions was developed from the research, which also concluded that customers who are willing to risk their reputation for a company will continue to patronize that business and tell their friends to do the same, creating repeat and new business.

In this economy, too many businesses are forced to make tough decisions about keeping employees, Baird says. “We don’t want anyone to get a cut in hours so their employer can have real-time customer feedback,” Baird notes. “And real-time customer feedback can be the key to helping many businesses grow and improve.

“Government doesn’t know how to create jobs. Entrepreneurs create jobs. They have the ideas that drive our economy and they need some help. We hope that by transforming the way some of these companies collect and use customer feedback, we may become part of the next Starbucks, McDonalds or even Google.”

According to the Small Business Administration, small firms have generated 64 percent of net new jobs over the past 15 years. “Consider this,” Baird says. “If one out of three micro businesses – companies with less than four employees – in the United States would hire one more person, we would be at full employment.”

Actionable customer feedback leads to an improved customer experience that goes directly to the bottom line, Baird says. According to American Express, 70 percent of Americans are willing to spend an average of 13 percent more with companies they believe provide excellent customer service. American Express also found that when a customer is happy, he tells nine people about his experience. But he will tell 16 people about a poor experience, according to American Express.

“The Internet has made it easy to share experiences with the world, but we want customers to share that valuable information with the business owners directly so the owners know exactly what customers want changed and improved,” Baird says. “Businesses should understand that comment cards don’t work because customer feedback needs to be fast and actionable.”

By listening to customers and increasing revenue, businesses can reinvest through hiring and expansion, Baird says. “The economy needs all the help it can get,” Baird says. “With national unemployment at 9.1 percent and over 13 percent in places like Las Vegas, every little bit can help.”

The president and congress cannot create public-sector jobs, according to Baird. “They create government jobs that are just a drag on our economy. Hundreds of billions of dollars in government programs are not the answer. It will take businesses having the ability to add one or two new jobs each to get the ball rolling.” When people have jobs, they go out to eat, buy new furniture and put money in the bank, with each of these actions helping the businesses they touch get stronger, according to Baird.

“I’m no Warren Buffet or Bill Gates,” Baird says. “I’m just a guy who wants to do his part.”

South Office offers Feedback Revolution QR, a QR code-driven customer feedback service to help businesses gather real-time customer feedback and transform that information into improved business practices. Feedback Revolution QR weds the technology of QR codes and smartphones with extensive customer satisfaction research published by Harvard, making the service a game changer in customer feedback, according to South Office.

South Office describes Feedback Revolution QR this way:

Because the service is quick and easy, people are more likely to participate and provide valuable customer feedback. The customer sees the code and scans it with their smartphone. A list of at most five questions appears on the phone’s screen. The customer types or uses speech to text on the phone and then transmits their feedback by touching a “submit” button. It typically takes less than 60 seconds to provide feedback. Customers who do not have a smartphone can participate on their computer or any other device that has an Internet connection, using the URL for the customer survey.

Once customers have scanned the code, they can answer the questions anywhere – while they’re in the store or restaurant, walking around the mall, walking to their car. And because their responses are anonymous, they can be honest about their customer service experience. Anonymity also eliminates the guilt some customers feel in providing honest feedback.

South Office LLC helps businesses measure and manage the quality of their customer experience and make improvements to their internal operations to enhance business performance and increase revenue. The company focuses on providing tools that make customer feedback easy and that will generate real-time results for companies.

Google+ has joined Facebook, LinkedIn, Twitter, and BeKnown as the latest social media tool in the job seeker’s arsenal. According to a new report on CareerCast.com, Google+ allows you to keep your social life separate from your professional life and is a great way to connect with potential employers and find job leads. However, this hot new tool is still in beta so it’s only available by invitation from people who have already joined.  

If you’re lucky enough to score an early invite, Google+, unlike other social media sites, allows you to control which parts of your profile each of your connections sees.

“Through the use of ‘Circles,’ Google+ allows you to choose who sees each of your posts, photos, and videos,” explains Tony Lee, publisher, CareerCast.com. “You can also add potential employers and contacts to your circles without needing them to ‘friend’ you back.”

Another highlight of Google+ is the ability to edit your posts once they are published. Even one of the site’s drawbacks – your newsfeeds or “Streams” can be re-shared with friends outside your circle – can be overcome with a tool that allows you to disable re-sharing of posts.

“Hangouts” is Google+’s version of group video chat, which can potentially be very useful for long-distance interviews. Being able to do a video interview with a recruiter or hiring manager from the comfort of your home can be a huge savings and timesaver.

The “Sparks” feature of Google+ is a feed of current news stories related to interests that you select.  

“Keeping abreast of company and industry news is a great way to find leads and research employers before an interview,” says Mr. Lee.

Google+ is still developing its company-specific pages, so for now, it’s best to research a company on other services. For job seekers, the bottom line is that no matter what social media network you are using, make sure you maintain control of your brand across the Internet. Take some time to surf the web and see what a potential employer might find about you. Not taking control of your brand could cost you in a big way.

For more information or to read the full report, visit http://www.careercast.com/career-news/how-google-plus-can-help-your-job-search.

Higher salaries, job mobility, and a strong emphasis on “quality of life” benefits are redefining the job market in retail and fashion, according to 24 Seven’s Fifth Annual Salary Survey.  The survey, conducted in collaboration with the American Apparel & Footwear Association (AAFA), queried more than 2,000 professionals across the U.S. in all sectors including design, sales and marketing, merchandising, product development, operations, e-commerce and store level.

“The fashion and retail job marketplace is experiencing a period of transformation driven by renewed optimism and the retail industry’s need to reinvigorate brands,” said Celeste Gudas, President and Founder of 24 Seven, Inc.  ”The recession has re-shaped job expectations, and we’re now seeing star talent on all levels leaving to create their own opportunities, redefine their career paths and increase their on-the-job satisfaction level.  Companies need to become more attuned to the desires of employees in order to attract and retain talent and remain competitive in this post-recession environment.”

Key findings unveiled in the survey include:

• 68% of respondents plan to make a career move in the next year, with almost 50% of all respondents already looking for a new job.
• Design, digital, and e-commerce are emerging as the most active areas.  Among the job categories in greatest demand in the sector are apparel design; social media-related positions such as strategist, campaign manager and blogger; and luxury brand management and sales.  Visual merchandising and graphic design jobs are also expected to grow.  
• Base salaries for respondents who moved into a new job within the last 12 months are up almost 20%.  For employees who have held their current positions between one and five years, salaries have risen 9%. Across the entire survey sample, salary increases during this period have occurred in all job categories.
• Flex-time and ability to telecommute represent new non-traditional benefits that are driving employment satisfaction.  The top three reasons for considering a job change are higher base salary, better growth potential and improved quality of life, according to respondents.  But, the #1 factor that can positively impact job satisfaction is work/life balance. Beyond medical insurance, non-traditional benefits such as more flexible work schedules and telecommuting options are highly valued by respondents.
• Fashion and retail professionals are upbeat on the job market.  62% of survey respondents believe their salary will increase in the coming year, and 43% expect their bonuses to rise in 2011.  

“The U.S. apparel and footwear industry is comprised of one of the most dynamic and creative workforces in the world,” said AAFA President and CEO Kevin M. Burke.  “We are proud to partner with 24 Seven on the 2011 Annual Salary Survey. Not only does this survey describe in great detail the positive employment outlook for our industry, this survey will help AAFA reinforce the work we do in Washington, D.C., on behalf of the industry.”

Notes on Survey Methodology and Analysis

24 Seven, Inc. and the American Apparel & Footwear Association surveyed more than 2,000 fashion and retail professionals across the U.S. The survey examined the current state and prevailing attitudes of the employment market in the fashion and retail industry and the impact of compensation and benefits on overall job satisfaction.  Of those surveyed 79% were female, 21% male with a median annual salary of $70,000; 36% of respondents worked for a retail company with 1,000 or more employees and 71% were GenXers.  Industry segments of those surveyed included: Design & Technical Development; Sales and Marketing; Production and Product Development; Planning and Merchandising; Retail, Ecommerce and Store Level; Operations and IT; Transportation and Logistics; and Customs Trade and Compliance. For a copy of the survey, please visit: http://www.24seventalent.com/2011salarysurvey/.

About 24 Seven, Inc.

24 Seven, Inc. is the leading specialized talent recruitment firm for global brands and emerging companies across the U.S. and internationally.  From design concept through product marketing, 24 Seven curates talent to support brands at every stage of the consumer experience.  We are the go-to talent source supporting the world’s top teams in Fashion, Retail, Marketing, Advertising, Design, Interactive, Media, Beauty, CPG and Entertainment.  Our strategic recruiting professionals have either personally worked in or recruited exclusively for the industry practice they serve.  Their hands-on experience makes them experts at perfectly matching candidates to unique client scenarios.  For more information, visit www.24seveninc.com.

About the American Apparel and Footwear Association

The American Apparel & Footwear Association (AAFA) is the national trade association representing apparel, footwear and other sewn products companies, and their suppliers, which compete in the global market.  AAFA’s mission is to promote and enhance its members’ competitiveness, productivity and profitability in the global market by minimizing regulatory, commercial, political, and trade restraints.  For additional information, visit www.apparelandfootwear.org.

Daimler Trucks North America (DTNA) has announced that it plans to sharply increase production and employment levels at its Mt. Holly, NC and Portland, OR truck manufacturing plants during the last half of 2011. Production and hiring will also increase significantly at the company’s Saltillo plant in Mexico. Over 1,230 new employees will be added to the company’s manufacturing and administrative payroll in these three locations to accommodate rising customer demand for the company’s Freightliner and Western Star trucks. In addition, over 120 shop and staff employees will be added at the company’s Gastonia, NC parts manufacturing plant. Company officials confirmed that the hiring plans announced today are in addition to the more than 1,300 positions filled in the company’s truck and parts facilities during the first half of 2011.

“Our manufacturing network is highly scalable and together with our component suppliers, we are fully prepared to handle current and projected order levels,” said Roger Nielsen, chief operating officer, DTNA. “We have the capacity and the leverage to meet customer delivery schedules despite the industry supply challenges associated with economic recovery and recent global events. We take great pride in our manufacturing workforce and in the proven performance, quality, and popularity of our vehicles.”

The Mt. Holly Truck Manufacturing Plant is located in Mt. Holly, NC and will add a second shift to its operations and plans to fill an additional 535 manufacturing and 37 related administrative positions by September. The Mt. Holly plant manufactures Freightliner M2 Business Class medium-duty, hybrid, and natural gas trucks, as well as Freightliner’s new line of 108SD and 114SD trucks built for the severe-duty vocational truck markets.

The Portland Truck Manufacturing Plant is located in Portland, OR and plans to fill an additional 155 manufacturing positions between September and the end of the year. The Portland plant manufactures Western Star trucks including the 4800, 4900, and 6900 product lines, as well as pre-series versions of the new 4700 line beginning later this year. The Portland plant also manufactures Freightliner-branded military vehicles for use throughout the world.

The Saltillo Truck Manufacturing Plant is located in Saltillo, Mexico in the state of Coahuila and plans to add a third shift and 479 manufacturing workers beginning in June. A total of 32 staff positions will also be filled at the plant. The Saltillo plant manufactures Freightliner Cascadia® model trucks for the U.S., Canadian, and Mexican markets.

The Gastonia Parts Manufacturing Plant is located in Gastonia, NC and will add 121 manufacturing workers and 3 administrative positions by early in the fourth quarter of this year. The Gastonia plant manufactures specialized parts and components for all the company’s commercial vehicle products, supplying every DTNA facility in the U.S. and Mexico as well as our parts distribution centers in support of the worldwide Freightliner and Western Star dealer network.

Company officials also noted that employment at its Cleveland Truck Manufacturing Plant in Cleveland, NC expanded significantly in 2010 and jumped again in May, as part of the 1,300 position expansion in the DTNA manufacturing network announced earlier this year. Today’s announcement includes 10 additional shop positions at the Cleveland plant expected to be filled by the end of July.

A stronger economy may actually be fueling a growing concern among employers about retaining top talent, according to the results of a new Deloitte study.  With the economy improving, nearly two out of three (65 percent) employees surveyed are actively testing the job market, according to the Deloitte study, “Talent Edge 2020: Building the Recovery Together—What Talent Expects and How Leaders Are Responding.“

Despite the sobering news, dissatisfied employees are transparent about their leading turnover drivers, providing executives and talent managers with a clear picture of the most effective employee retention strategies.  When asked to list their top three retention incentives, 53 percent of the respondents ranked promotion/job advancement first, followed by increased compensation at 39 percent, and additional bonuses or other financial incentives at 34 percent.  Boosting employee support/recognition from their managers, a non-financial incentive, was also ranked as an effective retention tactic by a strong 30 percent of the surveyed employees.    

“We’re living in a world where each generation in the workforce has vastly different goals, expectations, and desires,” said Jeff Schwartz, principal, Deloitte Consulting LLP and U.S. Talent Services leader.  ”As employees eye the exit signs following a hard hitting recession, employers need to tailor and target their talent strategies to satisfy each employee group from baby boomers to millennials.”  

Some other key findings from the report include:

• Baby boomers, among all workforce generations surveyed, expressed the strongest discontent with their employers and the greatest frustration that their loyalty and hard work has been neither recognized nor rewarded.  
  • Almost one-third (32 percent) of baby boomers surveyed say a lack of trust in leadership is a top turnover trigger—the highest ranking by any workforce generation.  
• Generation X employees are clearly the group most likely to be looking at exit strategies from their current jobs.  
  • Citing lack of career progress as a top exit trigger (65 percent), only 28 percent of Gen X employees surveyed expect to stay with their current employers—a clear signal to employers to expect a significant exodus by employees viewed future leaders.
• Millennials exhibit a sharply different view of a strong corporate culture, as compared to other generations.  
  • By a more than two-to-one ratio (32 percent to 13 percent), millennials regard their employers’ commitment to “corporate responsibility/volunteerism” to be very important, as compared to baby boomers.  Millennials are also nearly three times more likely to say a “fun work environment” is important compared to baby boomers (55 percent to 19 percent).
• Employees who plan to stay with their current employers (35 percent) say their companies have strong talent programs, characterized by clear career paths, leadership development initiatives, trust and confidence in corporate leadership, superior programs to retain top talent, and effective communication.

Amidst predictions of critical talent shortages globally, Deloitte cites clear and actionable strategies employers can implement to deliver leading talent programs and keep top talent committed to their jobs, excited about their career prospects, and confident in their corporate leadership.  

“Firms can separate themselves from their competitors if they step up their talent programs now and refine their strategies to engage workers and to focus on specific employee needs,” says Schwartz.

About the Survey

“Talent Edge 2020: Building the Recovery Together—What Talent Expects and How Leaders Are Responding” is part of Deloitte’s survey series conducted in collaboration with Forbes Insights. The survey was taken by 356 employees at large companies with annual sales exceeding $500 million, with more than three in four respondents at companies with more than $1 billion in annual sales.  For more information on Deloitte’s “Talent Edge 2020: Building the recovery together—What talent expects and how leaders are responding” report, please visit: http://www.deloitte.com/view/en_US/us/Services/additional-services/talent-human-capital-hr/Talent-Library/talent-edge-2020/index.htm.

For more information about Deloitte’s human capital practice, please visit http://www.deloitte.com/humancapital.

As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/ about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

A new study from CareerBuilder shows the playground isn’t the only place one will encounter bullies.  Twenty-seven percent of workers reported they have felt bullied in the workplace with the majority neither confronting nor reporting the bully.  Comparing genders and age groups, the segments that were more likely than others to report feeling bullied were women, workers age 55 or older, and workers age 24 or younger.  The study was conducted from February 21 to March 10, 2011 and included more than 5,600 full-time workers nationwide.

Women reported a higher incidence of being treated unfairly at the office.  One-third (34 percent) of women said they have felt bullied in the workplace compared to 22 percent of men.

Looking at age, 29 percent of workers age 55 or older and 29 percent of workers age 24 or younger reported they had been bullied on the job, the highest among age groups.  Workers age 35 to 44 were the least likely to report feeling bullied at 25 percent.

The most common culprit is typically the boss, according to the survey.  Fourteen percent of workers felt bullied by their immediate supervisor while 11 percent felt bullied by a co-worker.  Seven percent said the bully was not their boss, but someone else higher up in the organization while another 7 percent said the bully was their customer.

Bullying can come in a variety of forms.  When asked to describe how they were bullied, workers pointed to the following examples:

• My comments were dismissed or not acknowledged – 43 percent
• I was falsely accused of mistakes I didn’t make – 40 percent
• I was harshly criticized – 38 percent
• I was forced into doing work that really wasn’t my job – 38 percent
• Different standards and policies were used for me than other workers – 37 percent
• I was given mean looks – 31 percent
• Others gossiped about me – 27 percent
• My boss yelled at me in front of other co-workers – 24 percent
• Belittling comments were made about my work during meetings – 23 percent
• Someone else stole credit for my work – 21 percent

“Bullying is a serious offense that can disrupt the work environment, impact morale and lower productivity,” said Rosemary Haefner, Vice President of Human Resources.  ”If you are feeling bullied, keep track of what was said or done and who was present.  The more specifics you can provide, the stronger the case you can make for yourself when confronting the bully head on or reporting the bully to a company authority.”

Confronting and Reporting the Bully

Although bullies can be intimidating, nearly half of workers (47 percent) said they confronted the bully about his/her actions.  Of these workers, 43 percent said the bullying stopped, 13 percent reported the bullying became worse while 44 percent said the bullying stayed the same.

Nearly three-in-ten workers (28 percent) took their concerns to a higher authority and reported the bully to their Human Resources department.  While 38 percent of these workers stated that measures were taken to investigate and resolve the situation, the majority of workers (62 percent) said no action was taken.  Of those who didn’t report the bully, one-in-five (21 percent) said it was because they feared the bullying would escalate.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 5,671 U.S. workers (employed full-time; not self-employed; non government); ages 18 and over between February 21 and March 10, 2011 (percentages for some questions are based on a subset of U.S. Employees, based on their responses to certain questions). With a pure probability sample of 5,671, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.30 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company and The McClatchy Company (NYSE: MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com

The Conference Board Measure of CEO Confidence, which had bounced back in the final quarter of 2010, improved further in the first quarter of 2011. The Measure now reads 67, up from 62 last quarter (a reading of more than 50 points reflects more positive than negative responses).  

Says Lynn Franco, Director of The Conference Board Consumer Research Center: “CEOs’ confidence has improved, yet again, and expectations are that the economy will continue to expand in the coming months. As for the employment outlook, CEOs are more bullish than last year, with half now saying they intend to ramp up hiring.”

CEOs’ assessment of current economic conditions was much more upbeat, with 85 percent saying conditions are better compared to six months ago, up from 56 percent last quarter. In assessing their own industries, business leaders were also more positive. Now, nearly 61 percent say conditions have improved, compared with 55 percent in the fourth quarter of 2010.               

CEOs’ optimism about the short-term outlook continues to grow. Currently, 66 percent expect an improvement in economic conditions over the next six months, up from 56 percent last quarter. Expectations for their own industries, however, are slightly less optimistic, with 49 percent of CEOs expecting conditions to improve in the months ahead, down from 51 percent last quarter.  

Hiring Plans to Pick Up in 2011

Half of all CEOs anticipate an increase in employment levels in their industry, up significantly from 30 percent a year ago. The proportion of CEOs who anticipate a decrease in hiring declined to 16 percent from 22 percent a year ago.

On a separate question, CEOs say regulation and litigation are major obstacles to hiring new workers, followed by health care costs and wage and salary costs. Other fringe benefits are of lesser concern when hiring new workers.

About the Conference Board

The Conference Board is a global, independent business membership and research association working in the public interest. Our mission is unique: To provide the world’s leading organizations with the practical knowledge they need to improve their performance and better serve society. The Conference Board is a non-advocacy, not-for-profit entity holding 501 (c) (3) tax-exempt status in the United States. www.conference-board.org.

COLLEGE PARK, Md.  (Profitable.com)  U.S. small business owners say they plan to add nearly 3.8 million jobs this year, according to the latest Small Business Success Index, released by the Center for Excellence in Service at the University of Maryland’s Robert H. Smith School of Business and partner Network Solutions LLC. The semiannual index surveys small business owners to measure the overall health of their businesses and understand how they are using technology.

When asked about their hiring plans for 2011, 28 percent of small business owners surveyed said they expect to increase staffing by an average of two full-time employees. These owners report the main reason for the hires is to expand their businesses. But 69 percent of small business owners expect no change in their staffing level. Only 2 percent expect to lay off workers.

Though less than a third of small business owners plan to hire, the jobs they add could reduce the U.S. unemployment rate by 2.4 percentage points.

“Small businesses are the economic engine of the United States,” said Janet Wagner, director of the Center for Excellence in Service. “As they begin to hire again, owners need to focus on finding the right people to help grow their businesses. They need employees who understand customers’ needs and can provide the level of service that is so critical to the success of small enterprises.”

The survey asked respondents how well they compete with other companies for good employees, and only 46 percent said they are successful. According to owners, employees best suited for a small business environment are those that have experience working in other small businesses, have a flexible mindset, and a broad skill set.

The Small Business Success Index also measures business owners’ overall optimism, which according to the results, is currently rated a “C-” at a score of 73. This is unchanged since the last index was captured in June 2010. Those surveyed report difficulty in accessing capital and challenges in marketing and innovation. The survey also measures how small business owners are using technology, finding 31 percent are currently using social media, up from 24 percent a year ago and 12 percent two years ago.

The Small Business Success Index is measured with a telephone survey of 500 small business owners across the U.S., conducted in January 2011. Total jobs small businesses plan to add is an estimate based on survey responses and Census Bureau data that there are nearly 6 million businesses in the U.S. with fewer than 100 employees. This is the fifth wave of the index since data were first collected in December 2008. The full results are available at http://www.networksolutions.com/smallbusiness/.

About the University of Maryland’s Robert H. Smith School of Business

The Robert H. Smith School of Business is an internationally recognized leader in management education and research. One of 12 colleges and schools at the University of Maryland, College Park, the Smith School offers undergraduate, full-time and part-time MBA, executive MBA, executive MS, PhD and executive education programs, as well as outreach services to the corporate community. The school offers its degree, custom and certification programs in learning locations in North America and Asia. More information is available at http://www.rhsmith.umd.edu/.

Contact: Carrie Handwerker, +1-301-405-5833, chand@rhsmith.umd.edu

DALLAS  (Profitable.com)  85 percent of U.S. companies now offer their staff some form of flexible working, according to a new global research report from Regus, global leader in flexible workplace solutions.  The majority of those same companies are finding that flexible working is bringing them significant benefits, including reduced overhead expenses, improved staff productivity and work-life balance. Additionally, 62 percent of U.S. businesses believe flexible working costs less than fixed office working.  

“It’s truly good news for everyone that flexible work has become the norm. Everyone benefits from this, not just the employers and employees, but families, wider society and even the environment,” explained Sande Golgart, regional vice president for Regus. “For the first time, a global report, based on 17,000 businesses across 80 countries, provides conclusive statistical evidence, on the availability of flexible working and the value derived from associated benefits.”  

75 percent of businesses offering flexible working assert their staff has significantly better work-life balance, improving satisfaction and motivation. In addition, half believe flexible working improves staff productivity, and 25 percent say leveraging a flexible workplace helps them scale quickly to cope with rapid growth.  More than 30 percent of flexible working businesses also feel their policy helps them access a wider talent pool.  

However, the survey uncovered that trust remains a major hurdle for many companies offering flexible working. 35 percent of U.S. businesses only offer this privilege to senior staff.  

Golgart adds, “With reports indicating employee loyalty increases when they are given some flexibility,(1) it is disappointing to see some companies still allow trust issues to be a hindrance in offering flexible working for all employees.  However, since a good proportion of them see its advantages, even if they are not doing it at the moment, we can expect further growth in flexible working across the decade.”

Methodology

More than 17,000 business respondents from the Regus global contacts database were interviewed during February 2011. The Regus global contacts database of more than one million business-people worldwide is highly representative of senior managers and owners in businesses across the globe. Respondents were asked about their views on the economic outlook and on flexible working practices. The research was managed and administered by the independent organisation, MarketingUK.

About Regus

Regus is the world’s largest provider of workplace solutions, with products and services ranging from fully equipped offices to professional meeting rooms, business lounges and the world’s largest network of video communication studios. Regus enables people to work their way, whether it’s from home, on the road or from an office. Customers such as Google, GlaxoSmithKline, and Nokia join hundreds of thousands of growing small and medium businesses that benefit from outsourcing their office and workplace needs to Regus, allowing them to focus on their core activities.

More than 800,000 customers a day benefit from Regus facilities spread across a global footprint of 1,100 locations in 500 cities and 86 countries, which allow individuals and companies to work wherever, however and whenever they want to. Regus was founded in Brussels, Belgium in 1989, is headquartered in Luxembourg and listed on the London Stock Exchange. For more information please visit: www.regus.com

To download a copy of the full report please visit www.regus.presscentre.com

WASHINGTON  (Profitable.com)  Despite promising signs of economic recovery, many employees feel undervalued and stressed out at work and many are dissatisfied with aspects of their job, according to a survey by the American Psychological Association (APA). Conducted online on behalf of the APA by Harris Interactive between January 31 and February 8, 2011, the survey found that 36 percent of workers reported experiencing work stress regularly and almost half (49 percent) said low salary has a significant impact on their stress level at work.

Money may be on workers’ minds, but that isn’t the only reason the American workforce is unhappy. Employees also cited lack of opportunities for growth and advancement (43 percent), heavy workload (43 percent), unrealistic job expectations (40 percent) and long hours (39 percent) as significant sources of stress. Additionally, less than half of employees (43 percent) said they receive adequate non-monetary rewards and recognition for their contributions at work and only 57 percent reported being satisfied with their employer’s work-life practices. Just 52 percent of employees said they feel valued on the job, only two thirds reported being motivated to do their best at work and almost a third (32 percent) indicated that they intend to seek employment elsewhere within the next year.

Although these challenging times have been difficult for many organizations, according to the American Psychological Association, some employers have seized the opportunity to create a healthy culture where both employees and the organization can thrive. In recognition of those employers who understand the link between employee well-being and organizational performance, the American Psychological Association will recognize eight organizations at its sixth annual Psychologically Healthy Workplace Awards in Washington,  D.C., on Saturday, March 12. The ceremony will be broadcast live at 4:45 p.m. EST here: http://bit.ly/PHWA2011.

The employers who will receive the American Psychological Association’s 2011 Psychologically Healthy Workplace Award are Cross, Gunter, Witherspoon & Galchus (Arkansas), eXude Benefits Group (Pennsylvania), San Jorge Children’s Hospital (Puerto Rico), First Horizon (Tennessee), Northeast Delta Dental (New Hampshire), Kaiser Permanente Center for Health Research, Northwest (Oregon), The MITRE Corporation (Virginia), and the City of Grand Prairie (Texas).

These employers reported an average turnover rate of just 11 percent in 2010 – significantly less than the national average of 38 percent as estimated by the U.S. Department of Labor. Surveys completed by the winning organizations show that only 18 percent of employees reported experiencing chronic work stress compared to 36 percent nationally, and 87 percent of employees reported being satisfied with their job vs. 69 percent in the general population. Additionally, only 6 percent said they intend to seek employment elsewhere within the next year, compared to 32 percent nationally.

“The recession, combined with the changing nature of work, may have forever altered the employee-employer relationship, but as a nation we can do better,” says David W. Ballard, PsyD, MBA, APA’s assistant executive director for marketing and business development. “Our 2011 award winners demonstrate how a positive organizational culture and a healthy, high-performing workforce can promote business success and a prosperous future.”

The Psychologically Healthy Workplace Awards are designed to recognize organizations for their efforts to foster employee health and well-being while enhancing organizational performance. The program has both local- and national-level components. APA’s PHWA spans North America and is designed to showcase the very best from among the winners recognized by APA’s affiliated state, provincial and territorial psychological associations. Nominees are selected from a pool of previous local winners and evaluated on their workplace practices in the areas of employee involvement, health and safety, employee growth and development, work-life balance and employee recognition. Additional factors that are considered include employee attitudes and opinions; the role of communication in the organization; and the benefits realized in terms of both employee health and well-being and organizational performance. Awards are given to for-profit and not-for-profit organizations as well as government, military and educational institutions.

In addition to the PHWA winners, nine organizations will receive Best Practices Honors for a single program or policy that contributes to a psychologically healthy work environment and meets the unique needs of the organization and its employees. The honorees are Beach Cities Health District (California); Harbinger Partners (Minneapolis); National MS Society, Minnesota Chapter (Minneapolis); Tripler Army Medical Center, Department of Psychology (Hawaii); The University of Akron (Ohio) and VisitPittsburgh (Pennsylvania). PHWA winners eXude Benefits Group, First Horizon and City of Grand Prairie also received Best Practices Honors.

“Creating a psychologically healthy workplace is good for employees and business results,” says Norman B. Anderson, Ph.D., chief executive officer of the American Psychological Association. “This is a growing trend, and it is our hope that all organizations will eventually have some type of psychologically healthy workplace program.”

About the Survey

The Stress in the Workplace survey was conducted online within the United States by Harris Interactive on behalf of the American Psychological Association between January 31 – February 8, 2011 among 1,546 adults aged 18+ who reside in the U.S. who are either employed full-time, part-time, or self-employed.  

A full methodology and more information about the 2011 PHWA winners and Best Practices honorees is available at http://www.phwa.org/media. Organizations interested in learning more about creating a psychologically healthy workplace or applying for an award in their state, province or territory can visit www.phwa.org.

The American Psychological Association (APA), in Washington, DC, is the largest scientific and professional organization representing psychology in the United States and is the world’s largest association of psychologists. APA’s membership includes more than 150,000 researchers, educators, clinicians, consultants and students. Through its divisions in 54 subfields of psychology and affiliations with 60 state, territorial and Canadian provincial associations, APA works to advance psychology as a science, as a profession and as a means of promoting health, education and human welfare.

MILWAUKEE  (Profitable.com)  Manpower Inc., (NYSE: MAN) world leader in innovative workforce solutions, says the increase in temporary employment is driving the U.S. economy forward as companies move to meet growing demand for their products and services. The economic recovery in the U.S. gathered pace in February — with the Bureau of Labor Statistics announcing that job gains occurred in temporary help, manufacturing, construction and several service-providing industries.

The unemployment rate fell again last month by 0.1 of a percentage point to 8.9 percent — its lowest level since April 2009 — as nonfarm payroll employment increased by 192,000 in February. With the jobs market showing improvement, employers now face the prospect of a war for talents as those individuals with in-demand skills become more sought-after and more difficult to find.

“We are definitely seeing improvements in the U.S. jobs market as companies begin to feel more positive demand for their products and services,” said Jeffrey A. Joerres, Manpower Inc. Chairman and CEO. “It looks as if employers have reached the limit of what they can do with current staffing levels, but are frustrated by an inability to find the right talent in the marketplace and beset by lingering doubt over the sustainability of the recovery.

“This is manifesting itself in companies looking to contingent and flexible workers to complement their existing workforce and help get their product out the door. Employers will still be forced to do more with a leaner workforce that has a dynamic mix of permanent and contingent workers as there will be no return to the pre-recession ‘old’ normal. In this new era, that Manpower has defined as the Human Age, employers need to tap into the passion, creativity, and innovation of their inner human potential in order to adapt to this new reality.”

Employment services added 29,000 jobs in February and within this sector, temporary employment showed a slight rise. The number of discouraged workers — those who have abandoned their job search because they believe there are no jobs available for them — dropped by 184,000 a year earlier to one million. Next week, Manpower releases its quarterly Manpower Employment Outlook Survey, which measures employers’ hiring intentions for the next three months and serves as a bellwether of labor market trends and activities.

About Manpower Inc.

Manpower Inc. (NYSE: MAN), world leader in innovative workforce solutions; creates and delivers solutions and services that enable its clients to win in the changing world of work. With over 62 years’ experience, the $19 billion company offers employers a range of services and solutions for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; development; outplacement; outsourcing and workforce consulting. Manpower’s worldwide network of 3,900 offices in 82 countries and territories enables the company to meet the needs of its 400,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. More information about Manpower Inc. is available at www.manpower.com.

In January 2011, at the World Economic Forum Annual Meeting in Davos, Switzerland, Manpower Inc. announced the world has entered the Human Age, where talent has replaced capital as the key competitive differentiator. Learn more about this new age at www.manpower.com/humanage.

SAN FRANCISCO  (Profitable.com)  With Employee Appreciation Day approaching on Friday, March 4, a new study released today by MarketTools, Inc., the leader in software and services for enterprise feedback management (EFM) and market research, revealed that most employees may not feel very appreciated.  Nearly 50 percent of employees surveyed have considered leaving their current jobs, and 21 percent have applied for another job in the past six months.  According to the study, salary was by far the leading cause of employee dissatisfaction, cited by 47 percent of the study participants.  Other leading causes of dissatisfaction cited include workload (24 percent), lack of opportunities for advancement (21 percent), and the employee’s manager or supervisor (21 percent).

The study also found that nearly three-quarters (72 percent) of surveyed employees’ companies do not have a formal program to regularly solicit employee feedback, or the study participants weren’t aware of such a program.  Of those companies that do solicit feedback from employees, more than 60 percent solicit feedback only quarterly or less often.

“A strong correlation exists between employee satisfaction, customer satisfaction, and ultimately, a company’s revenue and profitability,” said Justin Schuster, vice president of enterprise products at MarketTools, Inc.  ”Leading companies turn to solutions such as MarketTools CustomerSat to measure employee feedback on a regular basis, giving them the actionable insight they need to keep their workforce motivated and performing at the highest levels.  Satisfied, engaged employees provide a better customer experience that leads to customer satisfaction and loyalty.”

About the Study

MarketTools conducted the study in late February, 2011 using MarketTools ZoomPanel to survey American adults, age 21 and older, who are employed full-time.  Completed surveys numbered 451.  The study has a confidence level of 95 percent and a margin of error of +/- 5 percent.  For complete survey results, please contact Andy Kill of Airfoil Public Relations at kill@airfoilpr.com or (650) 691-7311.

About MarketTools® CustomerSat™ Software and Services

MarketTools CustomerSat is a Web-based enterprise feedback management (EFM) solution used by the world’s leading businesses to capture, analyze, and act on feedback from customers, employees, and partners.  MarketTools EFM consultants are available to help CustomerSat customers get the most out of their investment in EFM, from design of satisfaction programs to advanced analysis of survey results.  Through the use of comprehensive analytic tools, action management technology, and the expert knowledge of customer satisfaction consultants, MarketTools helps clients optimize satisfaction and loyalty programs that deliver high-value business impact.

About MarketTools, Inc.

MarketTools is the leading provider of software and services for enterprise feedback management (EFM) and market research.  The company is focused on providing leading organizations the actionable customer insights they need to make better business decisions that lead to high-value business impact.  As the first company to make online surveys widely available on the Web, MarketTools continues its market- leading position by providing the broadest range of powerful, accurate and integrated customer insight technologies that empower companies to become the most customer-centric organizations in their industries.  The MarketTools premier portfolio of technology-based insight brands includes CustomerSat™, TrueSample®, Zoomerang®, ZoomPanel® and ZoomPanel Tech™.  MarketTools is a privately held company with corporate headquarters in San Francisco and European headquarters in London.  For more information, please visit www.markettools.com.

NEW YORK  (Profitable.com)  A successful career is not an accident; it is a result of intelligent choices, and it is achieved one victory at a time, says Five O’Clock Club™ career coach Theodore Henderson. Frustration and dissatisfaction in your job search or career transition should be the exception not the rule. There is a proven process that has worked for Henderson’s clients when implemented and adhered to. He outlines the key components of that process here:

Assess Individual Skills and Interests. Understanding yourself is the first step before making any major life-affecting decisions. Having a system that gives one the ability to do this is key, as values, interests, and what satisfies an individual’s sense of accomplishment will become an empowering part of the job search strategy – not a hindrance.

Select Your Job Targets. By using proven and tested strategies you will be able to understand clearly the industries that fit your “Self-Assessment,” required job function, and the desired geography. Given the highly competitive environment, Henderson believes job-seekers should proactively research and contact potential employers to maximize their access to opportunities – rather than relying on ads, agencies, and networking. He works with each client to define screening criteria to identify opportunities and to determine the optimal method of approaching executives.

Develop the Right Resume. The key to securing interviews for employment opportunities and career advancement is producing a resume that truly positions you in a way the interviewer or hiring manager will see your skills in the best light. The majority of interviewers will see your resume even if they never see you. Henderson believes the right resume development tells your story in a few seconds of scanning and preps the interviewer for why seeing you is to their advantage.

Individualize Your Marketing Plan. You are the CEO of yourself. Your product is you and must be marketed correctly. Professional career coaching demonstrates how to develop the tools (resume, cover letter, follow-up, etc.) to get the attention of the hiring managers, and outshine your competition in the targeted industries.

Manage Your Job-Search Campaign. Given the highly competitive environment, Henderson believes job-seekers should proactively research, contact employers, and manage the entire life cycle of the job search process. Henderson says a professional career coach works with each client to define screening criteria to identify potential employers, determine the optimal method of approach, and develop a strategy to maintain contact through to the job offers.

Prepare for Interviews. An interview in today’s competitive job market is a precious opportunity that demands thorough preparation. There is a very good reason to be this thorough in your job search preparation and follow-through. The average search for a professional or an executive normally takes approximately 8 months. The normal length of time for a job-hunter using this methodology is only 10 to 12 weeks to a job they actually wanted rather than settled for.

About the Author

During a career spanning over twenty years, Theodore Henderson has excelled as an articulate, organized, and successful business manager, entrepreneur, consultant, seminar leader, and speaker. He is a Five O’Clock Club™ trained career coach and is also the author of the exciting new book “The Wisdom Compass – Your 31 Day Journey to Wisdom-Filled Living.” Additionally, he has demonstrated a proven ability to build and maintain profitable, long-term relationships with a sophisticated client base. Henderson is also involved in youth leadership training and has taken a special interest in mentoring and tutoring urban youth and the disadvantaged. He is available for speaking engagements, book signings, and career coaching. Please email info@theodorehenderson.com for information.

Visit http://www.thewisdomcompass.com for book info and ordering and http://www.theodorehenderson.com for timely articles and other information on a range of relevant topics.

SYDNEY  (Profitable.com)  Freelancer.com, the world’s largest outsourcing marketplace, today broke into the coveted top 250 websites worldwide, according to Alexa.com, while noting a massive 30% upswing in traffic for the month of January.

“Everything is up: projects, sign ups and traffic. Every metric we have indicates that Freelancer is headed for a massive year. We are incredibly excited to be in the position we are in today,” said Matt Barrie, Chief Executive of Freelancer.com. “This company has been profitable every month of its existence and that is due, not only to the continued strength and security of our marketplace, but also to the unending demand for highly skilled, affordable and liquid labor,” he continued.

“When you think of huge websites you automatically think of Google and Facebook, the sites that people use everyday,” stated Barrie. “This is the way outsourcing is going. Whether it’s a virtual assistant to help you manage your busy schedule or unique logo design for your child’s birthday party, outsourcing has become so affordable that everyone is doing it,” he continued.

The fact that the outsourcing platform has reached such heights is not surprising. Over the past year the world of digital work has reached unforeseeable heights, now even broadening to the consumer level. Outsourcing, a business practice that was once considered to be only for large companies, was quickly adopted by small and medium sized businesses looking to cut cost and quickly jump into the marketplace, and has now reached even to the individual level with everyday people outsourcing individual tasks on a project basis.

About Freelancer

Freelancer.com is the largest outsourcing marketplace in the world. Through Freelancer.com, businesses connect with independent service providers and freelancers. Freelancer.com connects over 2 million professionals from all over the world. Through our website, employers can hire freelancers to do work in areas such as software, writing, data entry and design right through to engineering and the sciences, sales & marketing, and accounting & legal services. The average job is under US $200, making Freelancer.com extremely cost effective for small businesses, which often need a wide variety of jobs to be done, but cannot justify the expense of hiring full time.

JACKSONVILLE, Fla.  (Profitable.com)  Accounting Principals, a leading accounting and finance staffing provider, today announced its 2011 Salary Guide, the latest and most comprehensive resource to date on the current compensation trends of finance and accounting professionals across small, medium and large businesses in the U.S. This annual salary tool is a compilation of nationally-collected data, and reflects trends seen locally across Accounting Principals’ network of more than 80 branches around the country.

New in the 2011 Salary Guide, Ron Insana, CNBC senior analyst and commentator, offers his insights for rebuilding confidence by looking beyond the hype and taking note of the strong economic growth indicators that already exist today.

Decoding the Salary Guide

The 2011 Salary Guide offers a complete look at the salaries of more than 140 finance and accounting job titles, including base salary and total cash compensation figures. Salary data are also broken down by company size, ranging from those with less than $50 million to more than $200 million in annual sales. In addition, national multipliers, calculated based on salary averages in each metro area, help determine a localized, more accurate compensation figure in each market.

Shifting Gears to Hiring and Retention

While a tightened, efficient workforce was the motto of the recession, in a recovery period issues of hiring and retention will become a focal point for employers. A survey of more than 600 accounting and finance business leaders conducted jointly with the Institute of Management Accountants sheds light on companies’ hiring and retention practices today:

• Employers rely heavily on job board postings and recruitment agencies to source their top talent today, with more than half of respondents claiming they utilize one of those channels. Only 13 percent reported hiring through employee referrals.
• Many companies recognize existing retention issues, citing job burnout (19 percent), lack of professional development (17 percent) and compensation (17 percent) as the top reasons for employees leaving the company.
• However, not all employers have a clear direction in terms of addressing the issue. While more than a third (35 percent) of companies plan to increase their attention on retention, a significant fraction of organizations plan to keep their policy unchanged (25 percent) or don’t know what their course will be (33 percent).
• Moreover, an overwhelming proportion of respondents admitted they rarely (46 percent) or never (28 percent) collaborate with the human resources department on retention policies, a critical piece of the puzzle in understanding and motivating the workforce.

“As economic recovery progresses, accounting and finance positions are poised to show robust job growth across the nation,” said John Marshall, president of Accounting Principals. “By offering competitive compensation packages, companies can attract and retain the best and brightest talent to help build and maintain a workforce that can help navigate the regulatory changes that will affect all organizations and lead the way to a healthier, more successful business.”

For more information or a full copy of the 2011 Salary Guide, contact your local Accounting Principals branch or visit www.accountingprincipals.com.

2011 Salary Guide Methodology

The 2011 Salary Guide incorporates data collected from the nationwide branch network of Accounting Principals. Salary figures reflect national averages based on job description and size of company (less than $50 million in revenues, $50 – $200 million in revenues, or more than $200 million in revenues). The data also indicate base salary and total cash compensation for each job title.

About Accounting Principals

Accounting Principals is a leader in the recruitment and placement of accounting and finance professionals, offering a complete range of workforce solutions in accounting, finance, mortgage and banking. Our nationwide branch network consists of experienced professionals that average five years of real-world accounting experience plus more than five years of finance and accounting recruitment experience. In addition to providing clients with a combination of temporary staffing, temp-to-hire and direct placement services, Accounting Principles also helps clients overcome their challenges through an in-depth understanding of their business needs. For more information, please visit www.accountingprincipals.com.

Almost daily the news paints an even bleaker picture of America’s job crisis.  While many are struggling to find work, employers have discovered that they can be more selective than ever in the hiring process. 

To help with your job search, Resume-Results.net offers the following tips:

Build a skills inventory. 

Know what you know.  Know which skills you possess and how they best fit the companies you’re applying with. 

Build a strong resume. 

Focus on your accomplishments, not just a list of past employers.  Highlight your profitable contributions and how you’ve made an impact on any areas of sales, costs and bottom line.  Customize your resume so that it speaks to the position you’re applying for.

Research before you interview. 

Never show up for an interview unprepared.  Make sure you’ve done your homework about the company you’re interviewing for.  Know enough about its history, past performance and goals in order to carry on a meaningful conversation.

Maintain professionalism during the interview. 

Show up early, dressed to impress.  Turn your cellphone off.  Smile.  Be courteous, positive and enthusiastic.  Pay attention.  Don’t bad mouth your past employers. 

Know why you should be hired. 

Believe it or not, there are actually people in the job market who think the only reason they should be hired is because they need a job.  Potential employers could care less about that.  What they do want to know, however, is how you will be an asset for their company.  If you’ve done your homework, you should be able to speak confidently about how your past accomplishments will help the company achieve its goals.

Resume-Results.net offers effective resume tips, interview advice and job search help.  For more resume and job search tips and advice, please visit http://www.Resume-Results.net.

NEW YORK & MAYNARD, Mass.  (Profitable.com)  Monster.com®, the leading job matching engine and flagship brand of Monster Worldwide, Inc. (NYSE: MWW) today announced the completion of its integration of HotJobs into one seamless site experience for employers and job seekers. The HotJobs site and related products and services have now been migrated directly onto the Monster platform.

The integration further enhances the power of Monster for all job seekers and employers, particularly HotJobs job seekers and employers that will experience the best of both sites in one:

• More reach: Monster is expected to provide access to more than 46 million unique visitors globally¹ with over 25,000 new resumes added to Monster everyday² – giving employers access to the world’s most diverse marketplace of talent.
• The leading search technology to match talent: Monster’s unique 6Sense® Semantic Search technology allows employers to quickly tap the power of Monster’s talent rich database to find the perfect match in mere seconds.
• More local presence: Monster’s combined newspaper network now includes over 1,000 daily and weekly papers in all 50 United States.
• More opportunities: Monster is now the foremost source of job postings for employers in 19 of the top 20 industries and in 45 out of the top 50 cities as compared to any leading online career site.³

“We’re thrilled to have completed the integration of HotJobs and Monster because it provides job seekers and our customers with unmatched scale,” said Sal Iannuzzi, chairman, chief executive officer and president of Monster Worldwide. “And given the capability of our 6Sense precision search, the added scale means that more people will be matched to the right job at the right time.”

For more information about the integration please go to the Monster and HotJobs Microsite.

About Monster Worldwide

Monster Worldwide, Inc. (NYSE: MWW), parent company of Monster®, the premier global online employment solution for more than a decade, strives to inspire people to improve their lives. With a local presence in key markets in North America, Europe, Asia and Latin America, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. Monster Worldwide is a member of the S&P 500 index. To learn more about Monster’s industry-leading products and services, visit www.Monster.com. For more about Monster Worldwide, visit www.about-Monster.com.

¹ Source: comScore monthly average including HotJobs.com, October – December, 2010

² Source: Internal Data, average new resumes per day in the U.S., January 2010 – December 2010;

³ Source: Wanted Technologies, Total Jobs Posted on Monster.com and HotJobs.com combined excluding duplicates, June 2009 through May 2010. Leading sites are defined as Dice, Job.com, Jobing, LinkedIn career pages, Monster, HotJobs, SnagAJob.com, and CareerBuilder. Cities are defined as U.S. Bureau of Labor Statistics metropolitan service areas

BATTLE CREEK and GRAND RAPIDS, Mich.  (Profitable.com)  More than half of U.S. adults (54%) agree that finding a temporary job is the best option following a layoff, according to a new online survey commissioned by EmploymentGroup, a Midwest staffing and contracted services firm, and conducted by Harris Interactive®.  The poll coincides with the latest Labor Department payrolls data that show U.S. employment rose far less than expected in January, suggesting continued weakness in the job market.

The survey, which aimed to quantify the appeal of several frequently cited options available to unemployed workers, found that pursuing a temp job (defined as a transitional job held while looking for permanent employment) is preferred by a wide margin to going back to school to learn a new skill or profession (21%), waiting for the right opportunity while receiving unemployment assistance (11%), starting a new business (5%), or something else (8%).

The survey also examined the perceived value of temporary employment.  A majority of adults (70%) say that landing a temp job often leads to a permanent position, and 74% agree that it adds value to a resume – an opinion voiced most strongly by unemployed (78%) and retired (85%) workers.  The online survey of 2,026 adults, aged 18 and over, was conducted in January 2011.

“While it has been widely reported that temp hiring is up, some have suggested that in the current economy traditional perceptions of the temp job have changed – from a potential path to full-time employment to just another dead end,” said Mark Lancaster, CEO of EmploymentGroup.  ”These latest survey results paint a different picture.  Despite significant, persistent challenges in the job market, public opinion regarding the value and long-term career potential of temporary employment remains strong.

“The data reflects what we are seeing in our own business,” added Lancaster.  ”Permanent hiring of EmploymentGroup temporary staff increased nearly fourfold in 2010, as many of the employers we serve began moving from a highly cautious outlook to positioning themselves for renewed growth in 2011 and beyond.”

The survey provided some additional interesting findings regarding perceptions of temporary employment:

• Women are more likely to agree that temp jobs often lead to a permanent position (74%), versus men (66%);
• Temp jobs hold more appeal for older women:  63% of women ages 55 and older feel temporary employment is the best option following a layoff, versus 56% of all adult women and 51% of men ages 55 and older;
• Across all household income categories, the temp job option holds the most appeal for those earning between $35,000 and $49,900
• Part-time workers are much more likely to agree temp employment is the best option following a layoff than full-time or self-employed workers (63% vs. 53%);
• Ranges in U.S. geographic region and household size didn’t seem nearly as relevant in predicting perceptions regarding temporary employment as gender, age and employment status

About the Survey

This survey was conducted online within the United States by Harris Interactive on behalf of Lambert, Edwards & Associates from January 11-13, 2011 among 2,026 adults ages 18 and older. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please visit www.employmentgroup.com/pdfs/LambertEdwardsAssociatesSurveyResults.pdf or contact Julie Johnston with any questions at (616) 949-2347 or jjohnston@employmentgroup.com.

About Harris Interactive

Harris Interactive is one of the world’s leading custom market research firms, leveraging research, technology, and business acumen to transform relevant insight into actionable foresight. Known widely for the Harris Poll and for pioneering innovative research methodologies, Harris offers expertise in a wide range of industries including healthcare, technology, public affairs, energy, telecommunications, financial services, insurance, media, retail, restaurant, and consumer package goods. Serving clients in over 215 countries and territories through our North American, European, and Asian offices and a network of independent market research firms, Harris specializes in delivering research solutions that help us – and our clients – stay ahead of what’s next. For more information, please visit www.harrisinteractive.com.

About EmploymentGroup

Founded in 1958, EmploymentGroup is a solutions-based business and managed services company, providing and delivering quality staffing solutions to allow its clients to focus on their core business functions.  With offices in Michigan and Illinois, EmploymentGroup specializes in recruiting, training and placing measurably better permanent and temporary field associates in contract, administrative, professional, technical and light industrial positions.  Through its EG Managed Services division, EmploymentGroup provides essential but non-strategic managed services, including mail and document management, archives, courier, shipping and receiving, custodial and grounds. To find out more about EmploymentGroup, please visit www.employmentgroup.com, or to learn about EG Managed Services, visit www.egmanagedservices.com.

MILWAUKEE  (Profitable.com)  Manpower Inc., (NYSE: MAN) world leader in innovative workforce solutions, has warned that continuing high levels of unemployment are coupled with large numbers of unfilled job vacancies as the January U.S. jobs report, released today by the Bureau of Labor Statistics, showed the economy created 36,000 jobs last month and the unemployment rate fell by 0.4 of a percentage point to nine percent.

Manpower announced at the World Economic Forum Annual meeting last week that the world has entered a new age, where employers will be awakened to the power of humans as the future drivers of economic growth as access to talent replaces access to capital as the key economic differentiator. Aging workforces, the collaborative power of rapidly-evolving technologies, the need for companies to do more with less, and the problem of the skills young people are being equipped with not matching the skills businesses need are converging, making talent attraction and retention critical in order for organizations to gain a competitive edge.  

“As the economy begins to click into second gear, employers are hiring but they are doing so with extreme caution. They will only hire individuals who have the exact specificity of skills they are looking for,” said Jeffrey A. Joerres, Manpower Inc. Chairman and CEO. “The economy will gather strength as 2011 progresses and businesses will need to work with their people to unleash their full spectrum of skills and engage them on a human level to retain their best employees in an era when competition for talents becomes ever greater.”

Temporary employment was little changed in January, with a fall of 11,000 in the number of people taken on for temporary assignments during the month. This suggests employers still have a degree of uncertainty about the sustainability of the recovery and are opting to grow their flexible workforce rather than risk full-time hires at this stage. Manpower’s quarterly Employment Outlook Survey for the first three months of 2011 shows that American employers report the most optimistic hiring intentions in more than two years.

About Manpower Inc.

Manpower Inc. (NYSE: MAN), the world leader in innovative workforce solutions creates and delivers services that enable its clients to win in the changing world of work. With over 60 years’ experience, Manpower offers employers a range of services and solutions for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower’s worldwide network of nearly 4,000 offices in 82 countries and territories enables the company to meet the needs of its 400,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. Manpower Inc. operates under five brands: Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. More information about Manpower Inc. is available at www.manpower.com.

Enter the Human Age at: www.manpower.com/humanage

CHICAGO  (Profitable.com)  Small business managers are expecting hiring activity within their organizations to improve in 2011, but say it will likely be hindered by continued challenges related to accessing credit, government regulations and health insurance costs.  This is according to a new nationwide survey from CareerBuilder conducted between November 15 and December 2, 2010, among more than 1,350 small businesses (organizations with 500 employees or less).  

Half of small businesses (51 percent) reported that they are in a better financial position than one year ago, but overall they remain cautious in recruitment plans.  Job growth for this segment is expected to be better in 2011, but will continue at a modest pace.    

Full-time Hiring

Twenty-one percent of small businesses plan to add full-time, permanent headcount in 2011, up slightly from 20 percent last year and up from 15 percent in 2009.  Similar to last year, 6 percent of small businesses expect to decrease full-time, permanent headcount, which is half of the number reported in 2009.  Sixty-four percent anticipate no change in full-time, permanent headcount while 9 percent are unsure.  

Looking at companies with 100 employees or less, 18 percent expect to increase full-time permanent employees, on par with last year.  Five percent expect to decrease headcount, down from 6 percent in 2010 and 11 percent in 2009.

Part-time Hiring

Eleven percent of small businesses are hiring part-time help, up from 9 percent last year and up from 8 percent in 2009.  The number of small businesses planning to decrease part-time hires (3 percent) is trending below 5 percent reported in 2010 and 11 percent in 2009.  Seventy-six percent anticipate no change in staff levels while 10 percent are unsure.

Contract or Temporary Hiring

Fourteen percent of small businesses reported that their organizations will not be able to maintain current productivity levels, stating that workers are already burned out.  To help meet increased demands, 26 percent of small businesses plan to hire contract or temporary workers in 2011.  Thirty-one percent expect to transition some contract or temporary staff into full-time, permanent employees.

“Small businesses are a major driving force behind job creation in the U.S. and play a vital role in economic growth,” said Matt Ferguson, CEO of CareerBuilder.  ”Small businesses had been in a holding pattern where they were less likely to decrease headcount compared to larger organizations, but also less likely to add new staff.  Over the last year, we saw modest, but continued gains in jobs that are carrying over into 2011.  Before we see people back to work in greater numbers, we need to find ways to get this segment of the economy hiring again.”

Accessing Credit and Other Major Challenges

Eighteen percent of small businesses reported they were unable to access the credit needed to support their businesses in 2010.  More than one-quarter (26 percent) of those companies who could not obtain credit were unable to add employees. Of those companies who were able to access credit last year, 66 percent were able to hire new employees.  

Looking forward, 33 percent of small businesses do not think or are unsure if their companies will be able to access credit needed in 2011; 16 percent said it would prevent them from adding headcount this year.  Eight percent said they would not likely be able to stay in business if they can’t access credit needed.

In addition to credit issues, small business employees cited the following as their top challenges for 2011:

• Cost of health insurance – 50 percent
• Government regulations – 27 percent
• Marketing expenses and building awareness – 26 percent
• Attracting and hiring top talent – 19 percent

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 1,356 U.S. small business employers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 1,356 one could say with a 95 percent probability that the overall results have a sampling error of +/- 2.66 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 22 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

CHICAGO  (Profitable.com)  As the economy gradually recovers, some mature workers are feeling more comfortable about retiring now compared to last year at this time. According to a new survey from CareerBuilder, 65 percent of workers age 60 plus said they are putting off retirement because they can’t afford to retire financially; down from 72 percent who said the same last year. The nationwide survey was conducted among more than 500 U.S. workers age 60 and up between November 15 and December 2, 2010.

More than one-in-four (28 percent) mature workers age 60 plus plan to retire within the next two years, while 27 percent are planning to retire in three to four years, and 18 percent in the next five to six years. Sixteen percent estimate it will be seven years or more before they can stop working, while one-in-ten workers (10 percent) don’t think they’ll ever be able to retire.

The primary drivers for postponing retirement are financial restraints, as indicated by 65 percent of respondents, and the need for health insurance and other benefits, as indicated by 58 percent of respondents. However, mature workers are staying on board at their companies for a variety of other reasons, including:  

• Enjoy their job (39 percent)
• Enjoy where they work (36 percent)
• Fear retirement may just be boring (26 percent)
• Enjoy feeling needed (14 percent)

“It’s encouraging to see that more workers have the option to retire if they want to, but there are still some who want to keep working at their companies for a variety of reasons,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “Twenty-two percent of workers age 60 and up that we surveyed said they have asked their employer to stay longer with the company, while 29 percent of companies said they are open to keeping workers on board a little longer.”

PrimeCB.com, CareerBuilder’s job site for mature workers, offers tips for workers who are facing retirement decisions:

Get the facts – Make sure to have open communication with your HR department as you start planning for your retirement. They’ll be able to help guide you in what makes sense for your budgetary and benefits needs.

Consider part-time work – If you’re worried about keeping busy or making enough money after you retire, consider freelance or part-time work. Nearly half (47 percent) of workers age 60 and up surveyed said they planned to find a part-time job after retiring to stay active and help support their bank accounts.

Leverage your knowledge – If you’d like to postpone your retirement, see how you can use your vast experience and intellectual capital to contribute to the organization. Propose a mentorship program or lead training sessions on various topics so you can make yourself an even more valuable resource.  

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder.com among 536 U.S. employees (employed full-time; not self-employed; non-government) ages 60 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset based on their responses to certain questions). With a pure probability sample of 536 one could say with a 95 percent probability that the overall results have a sampling error of +/- 4.23 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 23 million unique visitors, 1 million jobs and 32 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

MILWAUKEE  (Profitable.com)  Manpower Inc. (NYSE: MAN), world leader in innovative workforce solutions, will tomorrow participate in the CNBC live televised debate at the World Economic Forum 2011 Annual Meeting in Davos titled “The Future of Employment – The West isn’t Working,” where high-profile thought leaders will suggest actions to stem the tide of jobs losses. Globally, 30 million jobs have been lost since 2007, three-quarters of which have been from advanced economies. The debate will focus on what business, government and education can do to boost jobs in the face of a growing talent mismatch, global power shifts and the threat of a lost generation of workers.

Jeffrey A. Joerres, Manpower Inc. Chairman and CEO, will argue in favor of the motion “Education is Failing Industry,” in part two of the debate and will be challenged by Amy Gutmann, President of the University of Pennsylvania. Joerres will warn that, despite continuing high unemployment, the disparity between the skills taught by education institutions and those needed by business means western countries will find it increasingly difficult to source the critical talent they need.

“The pace of business and the pace of learning in the university systems have always been a point of contention and mismatch, but this mismatch now is more dramatic than ever before,” said Joerres. “The education system needs to instill attributes such as intellectual curiosity and lifelong learning, the qualities that make us human, at a young age because there are disruptions that will occur more frequently in the future. Individuals must have the agility in their learning, and there needs to be agility in the system to teach in order to compensate for those disruptions.”

The debate will be moderated by CNBC’s Maria Bartiromo and challengers include Mukesh Ambani, Chairman and Managing Director, Reliance Industries; Arianna Huffington, Co-founder and Editor-in-Chief, The Huffington Post; and Phillip Jennings, General Secretary, UNI Global Union. Front Row VIPs include Peter Loscher, President & CEO, Siemens AG; Min Zhu, Special Advisor, IMF; and Kiran Mazumdar-Shaw, Chairman & Managing Director, Biocon.

As talent replaces capital as the key competitive differentiator, the working age population in most markets shrinks, and emerging markets such as China, India and Brazil become the new global powerhouse, it is now essential to plug the gap between education and industry. Therefore, Manpower recommends that more emphasis should be placed on high-quality problem-solving education and taking “on the job” degrees, making these qualifications more aligned to the needs of their employer.

Manpower Inc. is proud to be a strategic partner of the World Economic Forum 2011 Annual Meeting. Jeff Joerres, Manpower Inc. Chairman and CEO; David Arkless, Manpower Inc. President of Corporate and Government Affairs; Francoise Gri, Manpower Inc. President of Southern Europe; and Jonas Prising, Manpower Inc. President of the Americas, are all participating in high-profile panels at this year’s annual forum. Manpower partners with WEF on several initiatives, and in 2010, Joerres co-chaired the World Economic Forum on Europe meeting, Arkless is Chair of the Global Agenda Council on Skills & Talent Mobility. For more information about Manpower’s presence at the World Economic Forum 2011 Annual Meeting, go to: www.manpower.com/press/wef2011.cfm. Joerres will also be sharing regular insight and expertise via Twitter on events in Davos and transformational implications for the world of work. Follow Joerres’ tweets at www.twitter.com/manpowerceo

About Manpower Inc.

Manpower Inc. (NYSE: MAN), world leader in innovative workforce solutions; creates and delivers services that enable its clients to win in the changing world of work. With over 62 years’ experience, Manpower offers employers a range of solutions and services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower’s worldwide network of 4,000 offices in 82 countries and territories enables the company to meet the needs of its 400,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world’s largest multinational corporations. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. Manpower Inc. operates under five brands: Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. More information on Manpower Inc. is available at www.manpower.com.

DALLAS  (Profitable.com)  In a worrying development for equal employment opportunities across the globe, new research commissioned by flexible workspace solutions provider Regus reveals that only 28 percent of U.S. firms declare they plan to hire working mothers in 2011, as compared to 46 percent a year ago. U.S. firms also plan to hire fewer working mothers than their global counterparts, with 36 percent of companies globally planning to hire working mothers in 2011.

The study, which surveyed the opinions of business owners when it comes to working mothers, revealed residual concerns amongst employers. Business owners surveyed responded that they felt working mothers may:

• Show less commitment and flexibility than other employees – 37 percent
• Leave shortly after training to have another child – 33 percent
• Have out-dated skills – 24 percent

In the U.S. employers were particularly concerned about a working mother’s schedule flexibility (25 percent), but much less worried about out-of-date skills (14 percent).

Sande Golgart, regional vice president for Regus comments, “With a record 6.4 million women without work in November 2010(1) coupled with our survey data, it’s clear that business owners still view hiring working mothers as a gamble in uncertain economic times. However, as hiring and retention become bigger focuses in 2011, savvy business owners will find that they are able to attract top talent and provide a more family friendly and productive work environment simply by allowing employees to work flexible hours or from remote offices closer to home. These types of benefits improve morale and productivity across the board, cultivating a stronger, more motivated workforce.”

Methodology

Over 10,000 business respondents from the Regus global contacts database were interviewed during August and September 2010. The Regus global contacts database of over 1 million business-people worldwide is highly representative of senior managers and owners in businesses across the globe. Respondents were asked about their intentions to hire working mothers and about their role in the workplace. The research was managed and administered by the independent organization, MarketingUK.

About Regus

Regus, the world’s leading global provider of innovative workplace solutions with 1,100 locations in 500 cities and 85 countries, offers products and services ranging from fully equipped offices to professional meeting rooms, business lounges and the world’s largest network of video communication studios.

For more information, visit www.regus.com.

To download a copy of the full report please visit www.regus.presscentre.com

(1) http://www.bloomberg.com/news/2010-12-04/u-s-expansion-struggles-to-become-broad-based-as-job-growth-lags-behind.html

With 2011 shaping up to be a better year for job growth, CareerBuilder surveyed more than 2,400 employers and 3,900 workers nationwide to identify ten key trends in business, hiring, work culture and job search.  The survey was conducted by Harris Interactive© from November 15 to December 2, 2010 across industries and company sizes.

“The recession produced fundamental shifts in how companies and workers view the market,” said Brent Rasmussen, President of CareerBuilder North America.  ”Businesses are becoming more agile and changing direction.  They’re operating leaner and recruiting for opportunities in emerging areas.  Workers are transitioning to new fields, are more open to relocation and are more apt to consider opportunities outside of their current employers.”

1. Shifting Business Direction – Forty-two percent of employers said their company changed its business direction as a result of the recession.  The majority of these employers kept their core business, but added new revenue streams.  More than one-quarter (27 percent) of those who shifted business direction reported they changed their core business altogether or expanded into areas that will eventually become their core business.
2. Working Leaner – Thirty-five percent of employers reported that their current staffs are smaller than pre-recession levels.  Of those employers, most anticipate no adjustments to staff levels in 2011, with 57 percent reporting that they have become accustomed to handling the workload with less headcount.  Others pointed to their business changing focus and hiring in other areas.  
3. Changing Jobs – Workers are becoming more optimistic about their job prospects in the New Year.  Fifteen percent of full-time, employed workers are actively seeking a new job.  Seventy-six percent reported that, although they are not actively looking, they would change jobs in 2011 for the right opportunity.  Workers aren’t necessarily focused on a bigger paycheck.  Sixty-eight percent reported that affordable benefits are more important to them than salary.
4. Creating New Functions – Along with more traditional job opportunities, employers are also adding new functions within their organizations in response to popular movements.  Jobs centered around social media, green energy and healthcare reform are being added in the New Year.  Hiring managers also reported demand for “cyber warriors” to protect Internet sites from security breaches or fraudulent activity.  
5. Video Interviewing – With smaller recruiting staffs facing larger amounts of job applications, employers are turning to technology to help identify viable candidates.  Six percent reported they have conducted video interviews with potential job candidates while 11 percent plan to do so in the New Year.
6. Less Moonlighting – While making ends meet continues to be a challenge for many U.S. households, less workers are reporting the need to work more than one job.  Twelve percent plan to take on second jobs in 2011, compared to 19 percent last year.
7. Taking a Global Perspective – Nearly one-in-five U.S. employers (18 percent) reported they will be hiring for their operations in other countries in 2011.  Five percent stated they will likely recruit workers from other countries to work in the U.S.  
8. Relocating Talent – Of workers who were laid off in the last 12 months and found new jobs, 23 percent relocated to a new city or state.  Looking to the New Year, 33 percent of employers stated they would be willing to pick up the moving tab for select candidates.
9. Promoting Without Pay – Forty-one percent of employers are concerned about losing their top talent as the economy improves.  While the majority of employers plan to increase salaries for existing staff in 2011, 39 percent will not be providing raises.  As a gesture of recognition to employees, 13 percent are offering higher titles, but without pay increases.
10. Going Casual – Employers are becoming more relaxed about set schedules and dress codes as they take measures to enhance the overall work experience.  One-third (33 percent) of employers expect to offer more flexible work arrangements such as telecommuting and alternate schedules in 2011.  Fifteen percent reported they will provide a more casual dress code.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,482 U.S. hiring managers and 3,910 U.S. workers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability sampled of 2,482 and 3,910 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.97 and +/- 1.57 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 22 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.

Corporate executives responsible for overseeing the retirement plans offered to their employees identified retirement readiness as one of their top priorities this past year, according to the 10th Annual 401(k) Benchmarking Survey conducted by Deloitte, the International Foundation of Employee Benefit Plans (IFEBP) and the International Society of Certified Employee Benefit Specialists (ISCEBS).  Plan sponsors further called out retirement readiness as the issue they needed the most help with from retirement plan service providers.

Almost two-thirds (62 percent) of plan sponsors surveyed believe their responsibility includes taking an interest in whether employees are tracking towards a comfortable retirement (i.e., offering a retirement plan option that allows participants to plan for a reasonable replacement ratio).  Sobering, however, only 15 percent of plan sponsors surveyed believe most employees will be prepared for retirement if they maintain the status quo.

“While plan sponsors are concerned with the retirement readiness of their employees they aren’t jumping at the chance to use the tools service providers are offering to manage this, according to our research,” said Stacy Sandler, principal, Deloitte Consulting LLP. “We believe retirement readiness will continue to be in the spotlight for years to come, as 401(k) account balances slowly rebound and participants become more educated regarding what they will need to retire.”

2010 ISCEBS President Susan D. Cranston of Manulife Financial said, “401(k) plan balances have slowly rebounded from the lows of 2008 and 2009. Nonetheless, surveyed participants indicated they are taking a cautious approach to their 401(k) plans before diving back in to increase contribution rates and resuming the level of activity seen in prior years.”

Current trends

• Showing a substantial rebound from 2009, 39 percent of plan sponsors surveyed responded that the average participant account balance exceeded $75,000 (only 25 percent reported the same in 2009).
• Even as plan balances slowly rebound, participants remained cautious about the state of the economy. A majority (53 percent) of surveyed plan sponsors indicated participants are taking a “wait and see” approach.
• The most common actions taken by participants over the past 12 months include:
  • Increased loan activity (49 percent)
  • Decreased deferral rates (41 percent)
  • Increased withdrawals – hardship, in-service (40 percent)
  • No changes (23 percent)
  • Rebalancing portfolios to be less aggressive (21 percent)
• In 2010, there was an increase of plan sponsors offering employer matching contributions (66 percent) from (59 percent) in 2009.
• Among companies that previously suspended matching contributions, 55 percent reported plans to reinstate matching contributions within the next 24 months.
• The percentage of respondents indicating they are beginning to consider generational segments within their workforce nearly doubled to 63 percent in 2010 from 37 percent in 2009.

Spotlight on retirement readiness

• A mere 25 percent of plan sponsors surveyed offer managed accounts. However, more than half (51 percent) make individual financial counseling/investment advice available to all participants.
• Less than 5 percent of retirement plans currently offer retirement income products. Further, only 12 percent of plan sponsors surveyed indicated they are currently considering adding in-plan or at-retirement income options.

10 year review

• When the Deloitte Annual 401(k) Benchmarking Survey was launched in 2000, 64 percent of plan sponsors surveyed indicated they were just beginning to access plan data via the web. An even smaller group (41 percent) indicated participant statements were available on demand via the web.
• In 2000, auto enrollment was in its infancy, with only 14 percent of respondents including it as a plan feature. Today, nearly half (49 percent) of respondents include auto enrollment within their plan design.
• From a plan design perspective, the average number of investment options available to participants has risen from less than 10 in 2000 to more than 20 in 2010.
• Eligibility restrictions have also been dramatically altered as 86 percent of respondents now allow participant eligibility in the first three months.

A detailed copy of the full survey report is available at http://www.deloitte.com/us/401k2010 or www.iscebs.org.

About the Survey

Deloitte’s 2010 401(k) Benchmarking Survey was conducted electronically in conjunction with the International Foundation and the International Society of Certified Employee Benefit Specialists (ISCEBS).  More than 600 plan sponsors (653) participated in this year’s survey. Respondents were evenly distributed by geography, size, and ownership status (i.e., publicly or privately held).

About the International Foundation

The International Foundation of Employee Benefit Plans is a nonprofit organization dedicated to being a leading objective and independent global source of employee benefits, compensation and financial literacy education and information.

International Society of Certified Employee Benefit Specialists

The International Society of Certified Employee Benefit Specialists (ISCEBS) is a non-profit educational association whose members have earned the Certified Employee Benefit Specialist (CEBS) designation, which is cosponsored by the International Foundation of Employee Benefit Plans and the Wharton School of the University of Pennsylvania.  For more information on the Society or CEBS, please visit the ISCEBS Web site at www.iscebs.org.

As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

CHICAGO  (Profitable.com)  If finding a new job is on your list of New Year’s resolutions, your prospects are likely to improve to some degree, according to CareerBuilder’s annual job forecast.  More employers plan to add full-time, permanent headcount in 2011 compared to 2010 with a continued emphasis on hiring in technology and revenue-producing fields.  The survey, which was conducted by Harris Interactive© from November 15 to December 2, 2010, included more than 2,400 hiring managers and human resource professionals across industries and company sizes. 

“More than half of employers reported they are in a better financial position today than they were one year ago,” said Matt Ferguson, CEO of CareerBuilder.  “2011 will usher in a healthier employment picture as business leaders grow more confident in the economy.  Our survey indicates more jobs will be added in 2011 than 2010, but job creation will remain gradual.  The year will be characterized by steady, measured gains across various industries.”

Full-time Hiring

Twenty-four percent of employers plan to hire full-time, permanent employees in 2011, up from 20 percent in 2010 and 14 percent in 2009.  Seven percent plan to decrease headcount, an improvement from 9 percent in 2010 and 16 percent in 2009.  Fifty-eight percent anticipate no change in their staff levels while 11 percent are unsure.

Part-time Hiring

Thirteen percent of employers expect to hire part-time employees in the next 12 months, up from 11 percent in 2010 and 9 percent in 2009.  Five percent plan to decrease part-time help, an improvement from 8 percent in 2010 and 14 percent in 2009.  Seventy-one percent anticipate no change in their staff levels while 12 percent are unsure.

Contract/Temporary Hiring

Businesses will be relying on interim solutions to help shoulder growing workloads.  One-third of hiring managers (34 percent) reported they will hire contract or temporary workers to supplement leaner staffs in 2011, up from 30 percent last year and 28 percent in 2009.  Of those hiring, nearly one-in-four (24 percent) expect to add more than last year.  Thirty-nine percent of employers plan to transition some contract or temporary staff into full-time, permanent employees.

Top Functional Areas for Hiring

Among employers who plan to increase their full-time, permanent headcount in 2011, Sales is the most popular functional area they will be hiring for as they focus on expanding their customer base and market penetration.  The top ten functional areas for recruitment include:

Sales – 27 percent
Information Technology – 26 percent
Customer Service – 25 percent
Engineering – 21 percent
Technology – 19 percent
Administrative – 17 percent
Business Development – 17 percent
Marketing – 17 percent
Research/Development – 15 percent
Accounting/Finance – 14 percent

Hiring By Region

Similar to last year’s forecast, more employers in the West plan to recruit new employees in 2011 than other regions.  Twenty-six percent of hiring managers in the West reported they plan to add full-time, permanent headcount followed by 24 percent in the Northeast and 23 percent in the Midwest and South. 

Plans to downsize staffs are trending below the last two years.  Eight percent of employers in the South expect to decrease headcount followed by 7 percent in the Northeast, Midwest and West.

Hiring By Company Size

While small businesses have been slower to recover, hiring is gradually improving among companies of all sizes.  Thirty percent of employers with more than 250 employees plan to increase full-time, permanent headcount in 2011, followed by 27 percent of employers with 51 to 250 employees, and 14 percent of employers with 50 or less employees.

Five percent of employers with 1 to 50 employees plan to reduce their workforce compared to 6 percent of businesses with 51 to 250 employees and 9 percent with more than 250 employees. 

Compensation

Forty-one percent of employers are concerned that their best talent will leave their organizations once the economy improves, as heftier workloads and longer hours take their toll on worker morale.  Sixty-one percent said they will increase compensation for their existing staff in 2011, up from 57 percent in 2010.  While most employers estimate the average raise will be 3 percent or less, one-in-ten (10 percent) expect the average increase will be 5 percent or more. 

Thirty-one percent will provide higher initial job offers to job candidates, up from 29 percent last year.  While most increases will likely fall within the same 1 to 3 percent range, 8 percent of employers expect to up initial job offers by 5 percent or more.

Survey Methodology

This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,482 U.S. hiring managers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 2,482 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.97 percentage points. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 22 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For more information, visit www.careerbuilder.com.