85% Of American Workers Feel Career Options Are "Promising" for 2007.Strong Optimism Among American Workers Reported in Adecco's Career Outlook Survey MELVILLE, N.Y. -- American workers are very optimistic op·ti·mist n. 1. One who usually expects a favorable outcome. 2. A believer in philosophical optimism. op about their careers this year according to according to prep. 1. As stated or indicated by; on the authority of: according to historians. 2. In keeping with: according to instructions. 3. the Career Outlook Survey results announced today by Adecco (NYSE NYSE See: New York Stock Exchange : ADO), the world leader in workforce solutions. An overwhelming majority - 85% - of American workers feel their career options are "promising" for 2007, with only 12% calling them "bleak". This optimistic perspective rose even higher to 90% for workers who are in professional/managerial positions or are business owners. More men (88%) than women (81%) reported they feel their career options are promising. In addition, 69% of workers reported that they foresee themselves attaining their personal and financial goals based on their current career path. Why does the American workforce have such a positive outlook? "American workers have a right to be optimistic," says Bernadette Kenny, senior vice president of Human Resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. for Adecco North America North America, third largest continent (1990 est. pop. 365,000,000), c.9,400,000 sq mi (24,346,000 sq km), the northern of the two continents of the Western Hemisphere. . "This exuberance felt by the American workforce today is entirely rational. It's a job seekers' market. The unemployment number has held steady at a low 4.5%, 1.8 million additional jobs were created in 2006 and average weekly earnings rose 4.5%, compared to 3.2% in 2005. On the other hand, this optimism translates into higher confidence about looking around and possibly finding another job, spelling concern for managers about turnover. So we are advising our clients on how they can better recruit and retain, more aggressively than ever before." The survey also found that retirement in its traditional sense (around age 65) may be history. * Only 25% of respondents said they think they will have a traditional retirement * 41% say they will continue working, but will work less hours * 18% predict retiring from their current profession to try a new career * Only 12% predict they will retire early "Just as the world of work has changed, so has the concept of retirement," continued Kenny. "A majority of people no longer plan to end their careers between the ages of 55 and 65 anymore. American workers want to contribute well into their older years, which not only enables them to continue earning a salary, but also helps companies maintain a high level of seasoned talent and institutional knowledge. Companies who tap the older workforce will have a competitive advantage as the talent war continues to unfold unfold - inline ." What does this mean for employers? With American workers optimistic about their career prospects, high turnover rates and older workers set to leave full-time work en masse en masse adv. In one group or body; all together: The protesters marched en masse to the capitol. [French : en, in + masse, mass. over the next 15 years, employers have a talent war on the horizon. Some industries such as engineering, financial services The examples and perspective in this article or section may not represent a worldwide view of the subject. Please [ improve this article] or discuss the issue on the talk page. , healthcare and information technology have already started to experience intensified competition for qualified talent. Adecco provides guidance on how companies can stay ahead of the curve in a white paper, "The Next Decade's Talent War" that can be downloaded from the Adecco Knowledge Center at www.adeccousa.com. In summary, some guidance Adecco provides in the white paper to help companies stay ahead of the talent war include: * Involve high-potential employees as part of workforce planning Strategic Workforce Planning involves analyzing and forecasting the talent that companies need to execute their business strategy, proactively rather than reactively, it is a critical strategic activity, enabling the organization to identify, develop and sustain the workforce . Make sure hiring managers are a part of executive planning meetings, allocating resources to building your talent pool and putting measures in place to keep your most prized employees. * Make sure retention is a strategic priority. Training managers will have an increasingly important role in grooming Combining, consolidating and segregating network traffic using devices such as digital cross-connects, add/drop multiplexers and SONET switches. Grooming is a telephone term that typically refers to managing high-capacity lines between central offices, carriers, ISPs and very large new talent because training - along with soft benefits like flexible scheduling and recognition for achievements - will be a key component in maintaining your workforce. Organizations need to build strong company and personal connections to successfully retain employees. * Hiring the best is key to business success. Attracting top talent is increasingly challenging. The companies who will win this talent war are the ones that do not wait for job openings to occur before setting out to attract and hire culturally-aligned people. Be sure to use multiple recruiting methods in your staffing strategy. Challenge yourselves and your employees to identify even better ways to find great people. Remember, if your organization does not hire the best, your competitors will! "The bottom line is that human capital is every company's competitive advantage today," says Kenny. "We firmly believe those companies who develop strategic staffing plans to remain ahead of their business needs (and the talent war) are the ones that will succeed in the long run." The Adecco North America Career Outlook Survey is a part of its ongoing "Workplace Insights" series, focused on exploring what's on What's On (Traditional Chinese: 熒幕八爪娛) is a weekly half-hour TV series that airs on Fairchild Television. Format Originally started in 1996, the show is currently the longest-running program in Fairchild Television history. the minds of today's workforce. Survey Methodology: The current results are based upon telephone interviews conducted January 12-15, 2007 with a representative sample of 527 employed adults who were identified in an ORC Orc monstrous sea creature; devours human beings. [Ital. Lit.: Orlando Furioso] See : Monsters CARAVAN survey of a nationally representative sample of 1,022 adults age 18 and over (507 of which are men and 515 are women) living in private households in the U.S. The margin of error for the sample of 527 employed adults is plus or minus four percentage points. Results based on smaller sub-samples may have a larger margin of error. A copy of the full results can be provided upon request. ADECCO WORLDWIDE: Adecco S.A. is a Global Fortune 500 company and the world leader in workforce solutions. The Adecco Group network connects over 700,000 associates with business clients each day through its network of over 33,000 employees and 6,600 offices in over 70 countries and territories around the world. Registered in Switzerland, and managed by a multinational team with expertise in markets spanning the globe, the Adecco Group delivers an unparalleled range of flexible staffing and career resources to corporate clients and qualified associates. ADECCO NORTH AMERICA: Adecco is the workforce solutions leader in the United States United States, officially United States of America, republic (2005 est. pop. 295,734,000), 3,539,227 sq mi (9,166,598 sq km), North America. The United States is the world's third largest country in population and the fourth largest country in area. and Canada, with a comprehensive service offering that includes temporary and contract staffing, permanent recruitment, outplacement out·place·ment n. The process of facilitating a terminated employee's search for a new job by provision of professional services, such as counseling, paid for by the former employer. and career services, training and consulting. Adecco operates the following specialty divisions in the U.S. and around the world: Adecco Office; Adecco Industrial; Adecco Engineering & Technical; Adecco Human Capital Solutions; Adecco Finance; Adecco Legal; Adecco Information Technology; Adecco Medical & Science; and Adecco Government Solutions. Adecco S.A. is registered in Switzerland (ISIN Isin (ĭs`ĭn), capital of an ancient Semitic kingdom of N Babylonia. The city became important after the third dynasty of Ur fell to the Elamites and the Amorites (c.2025 B.C.). The phase from c.2025–c.1763 B.C. : CH001213860) and listed on the Swiss Stock Exchange with trading on virt-x (SWX/VIRT-X: ADEN), the New York Stock Exchange New York Stock Exchange (NYSE) World's largest marketplace for securities. The exchange began as an informal meeting of 24 men in 1792 on what is now Wall Street in New York City. (NYSE: ADO) and Euronext Paris Euronext Paris is France's securities market, formerly known as the Paris Bourse, which merged with the Amsterdam and Brussels exchanges in September 2000 to form Euronext NV, which is the second largest exchange in Europe behind the London Stock Exchange. - Premier Marche (EURONEXT: ADE). Additional information is available at the company's website at www.adeccousa.com. |
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