Latest news with #ManpowerGroup
India Today
9 hours ago
- Business
- India Today
Indians clearly unhappy at work: Latest survey says...
Indian employees being unhappy with their jobs is a recurring finding across surveys year after year. The latest Global Talent Barometer 2025, released by the ManpowerGroup, reveals an interesting paradox: while 93 per cent of Indian workers express confidence in their skill sets and ability to perform their jobs, their levels of job satisfaction and job security remains significantly lower, at 65 per cent and 54 per cent, indicates that while employees believe in their capabilities, it is not translating into a fulfilling workplace experience. Job insecurity is particularly acute at managerial levels. Alarmingly, 81 per cent of managers fear job loss within the next six months, largely driven by economic instability, organisational restructuring and AI-driven disruptions, with 40 per cent citing these factors as their top career no surprise then that 60 per cent of employees report moderate to high daily stress levels, with front-line workers experiencing the highest (81 per cent), followed closely by Gen Z employees (66 per cent).These insights are based on survey responses collected from over 1,000 workers across the country between March 14 and April 11. Sandeep Gulati, managing director, ManpowerGroup India and Middle East, highlights the core issue. 'The disconnect is clear—development, growth and well-being can't be afterthoughts. If we want to retain talent and unlock performance, we must treat career development as a strategic priority—not a perk,' says adds that this disconnect is a key reason why even confident workers are choosing to leave their organisations. 'Meaningful work can't offset burnout, especially when growth is limited and organisational support is lacking,' he Das, executive remuneration and rewards design practice leader at consulting firm Mercer, explains that the issue is also linked to India's demographic and cultural landscape. 'India is an aspirational country with a very young workforce. With high aspirations come equally high expectations, which can sometimes lead to a gap between what employees want and what organisations offer,' she research from Mercer, says Das, reinforces this point. It found that Indian employees prioritise career growth, workplace flexibility and learning and development opportunities. This contrasts with their European counterparts, who place greater value on fairness in pay and structural factor contributing to the dissatisfaction is the lack of well-defined job descriptions in India. Unlike the West, where organisations tend to be highly process-oriented and job roles are strictly defined, many roles in India lack clarity and formal job descriptions. This often creates confusion and internal conflict for employees when their actual responsibilities differ from what they expected when signing up for a is then an urgent need for Indian employers to address career development, mental well-being, role clarity and organisational support to bridge the widening gap between employee expectations and workplace to India Today Magazine- EndsMust Watch
Yahoo
a day ago
- Business
- Yahoo
ManpowerGroup to Announce 2nd Quarter 2025 Earnings Results
MILWAUKEE, July 1, 2025 /PRNewswire/ -- ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, today announced that it plans to release 2nd quarter earnings results before the market opens on Thursday, July 17, 2025. Management will discuss the results the same day in a live webcast at 7:30 a.m. Central Time (8:30 a.m. Eastern Time), which can be accessed on the company's website. The webcast will be available for replay at the same URL beginning at 10:30 a.m. Central Time (11:30 a.m. Eastern Time) on July 17, 2025. The replay will remain available for 30 days in this location. Supplemental financial information referenced in the webcast and the text of the 2nd quarter press release can be found on the company's website, in the sections titled "Financial Measures" and "News & Events," after 7:30 a.m. Central Time on July 17, 2025. ABOUT MANPOWERGROUPManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2025 ManpowerGroup was named one of the World's Most Ethical Companies for the 16th time – all confirming our position as the brand of choice for in-demand talent. For more information, visit or follow us on LinkedIn, Facebook, and Bluesky. View original content to download multimedia: SOURCE ManpowerGroup
Irish Times
2 days ago
- Business
- Irish Times
LinkedIn appoints Cara O'Leary as new country manager for Ireland
LinkedIn has appointed a new country manager to lead its Irish business, with Cara O'Leary stepping into the role. Ms O'Leary has worked with LinkedIn for almost nine years, holding a number of senior roles including heading up sales teams in the UK and Ireland, and as director of UK and Ireland mid-market enterprise. Her most recent role was as senior director for LinkedIn's European software as a service business. Prior to joining LinkedIn, she worked as sales director with Manpower Group, and held senior roles at a number of recruitment companies. 'My focus will be on staying close to what matters; listening to our people, staying clear on our priorities, and continuing to build a culture where people can do great work and truly feel they belong,' she said in a post on LinkedIn, announcing the move. READ MORE 'I'm excited about the role we play in helping professionals grow their careers; and in building AI-powered tools that connect people to opportunity in smarter, faster ways.' Ms O'Leary said the Dublin office was where LinkedIn's 'global vision meets local impact'. [ Profit rises at LinkedIn's Irish business as it declares $400m dividend to parent company Microsoft Opens in new window ] 'It's also where our culture and values guide us every day; helping us make the right decisions for our people and our business. Over the past nine years, I've seen the extraordinary energy and impact of our team and this site. Now, I have the privilege of building on strong foundations and helping shape what comes next, whilst continuing to lead our Mid-Market Talent Solutions business for Europe.' Ms O'Leary's appointment follows the promotion of Sue Duke to another role within the company, leading its Europe, Middle East and Africa and Latin America divisions. It also marks another female leader for LinkedIn in Ireland; prior to Ms Duke's appointment, Sharon McCooey led the Irish business for 13 years, growing it from three employees. The company has also faced job cuts in recent weeks, as part of a wider global move by parent company Microsoft to reduce costs and trim the workforce by about 3 per cent. That included a number of roles at bothe Microsoft Ireland and LinkedIn here. There may be more to come, with Microsoft reportedly set to announce further cuts early next month. Although it will affect the tech giant globally, there may be some impact on LinkedIn.
Business Standard
6 days ago
- Business
- Business Standard
India Tops Global Confidence at 93%, Yet Job Satisfaction Trails at 65% says ManpowerGroup Talent Barometer Report 2025
VMPL New Delhi [India], June 27: ManpowerGroup today released its Global Talent Barometer 2025, Volume 1, a robust new tool offering unparalleled insights into workforce sentiment across 19 countries, including India. The results, based on responses gathered from over 1,000 workers across India between March 14 and April 11, 2025, reveals a complex landscape of employee well-being, job satisfaction, and confidence in the rapidly evolving world of work. The overall Global Talent Barometer score of 79% was derived from three key indices: Well-Being (79%), Job Satisfaction (65%), and Confidence (93%). Workers in India report the highest levels of skills and confidence, with 93% expressing confidence in their abilities to perform their jobs; however, this confidence isn't fully translating into job satisfaction or loyalty, with only 65% satisfied in their roles. "India's workforce is brimming with potential - 93% of workers feel confident in their skills, and 97% are comfortable with the latest technologies, including AI, said Sandeep Gulati, Managing Director, ManpowerGroup India and Middle East. Yet, this confidence isn't translating into satisfaction, with job satisfaction lingering at just 65% and daily stress levels at 50%. The disconnect is clear: development, growth, and well-being can't be afterthoughts. If we want to retain talent and unlock performance, we must treat career development as a strategic priority - not a perk. The future of work in India will be shaped by how we empower people, not just how we adopt technology." Workforce Snapshot: Confidence is High, But So Is Stress With an overall score of 79%, the Barometer reflects a workforce in transition. While 93% of Indian workers find their work meaningful and aligned with their values, job satisfaction remains low at 65%, and only 54% feel secure in their roles over the next six months. Despite strong confidence in skills and tech readiness, including AI, stress levels are high--60% report daily stress, with frontline workers (81%) and Gen Z (66%) most affected. INDIA KEY FINDINGS Well-Being: The Stress-Retention Connection While 93% of workers find their work meaningful, 60% still face moderate to high daily stress. Blue-collar workers (100%) and middle managers (95%) report the strongest sense of purpose. Gen Z experiences the highest stress (66%) and lowest support (87%), while essential frontline workers remain the most stressed (81%) with poor work-life balance. Despite this, values alignment between frontline staff and leadership remains strong, with only a small gap (100% vs. 95%). This disconnect helps explain why confident workers are leaving. Meaningful work can't offset burnout - especially when growth is limited, and support is lacking. Job Satisfaction: Stuck in the Middle Gen Z reports the lowest job satisfaction at 29%, with Millennial women scoring even lower at 21%. Job insecurity looms large, with 75% of blue-collar workers fearing job loss in the next six months. Most managers (81%) cite restructuring, economic instability, and AI as top career threats--yet 89% of employees trust their managers to support them. Job satisfaction also ties to location: workers onsite without choice (48%) are less likely to leave, suggesting they feel stuck, while more satisfied remote workers (25%) are likelier to move on, using flexibility to their advantage. Frontline workers face pressure from all sides except Job security. 81% of managers fear job loss within the next six months due to economic instability, restructuring and AI disruption with 40% citing these forces as their top career concern. At the same time, 89% of employees trust leadership, creating tension for those tasked with developing others while navigating their own uncertainty. Confidence: Development as Trust Currency India leads globally in workforce confidence at 93%, fueled by high confidence in skills (97%) and access to the latest tech (94%). Career support remains strong, with both men (90%) and women (89%) reporting equal growth opportunities. Hybrid workers show the highest career confidence (94%), supported by internal mobility. Among industries, Energy & Utilities top the chart with 100% confidence in career opportunities and skills. The data shows a clear correlation between development investment and retention. Workers who report having career development opportunities show 91% confidence and those with clear advancement paths report 89% confidence. Global Workforce Snapshot The latest Barometer, based on responses from over 13,700 workers across 19 countries, shows overall engagement at 68%, up 1 point from last year. While 82% find their work meaningful and overall confidence has risen to 76%, job satisfaction has dipped to 62%, revealing a gap between skills and workplace experience. Job security concerns are growing, with only 65% feeling secure for the next six months--down 6 points. Stress remains high, especially among middle managers (82%) and Gen Z (56%). The Bottom Line: Invest in People or Pay the Price With turnover now costing an average of $18,591 per employee and 65% satisfied and only 38% unlikely to leave voluntarily, the confidence-satisfaction divide is more than a morale issue - it's a business imperative. Companies that fail to invest in their people risk losing them to competitors who do. The Global Talent Barometer has introduced new metrics, including the Well-Being Index, Job Satisfaction Index, and Confidence Index, providing a holistic view of workforce sentiment globally. These innovative indices offer employers unprecedented tools to measure and understand employee sentiment, enabling more effective strategies for talent management and workplace improvement. To view the complete results of the Global Talent Barometer 2025, Volume 1 - India Report and Key Findings, visit: (ADVERTORIAL DISCLAIMER: The above press release has been provided by VMPL. ANI will not be responsible in any way for the content of the same)
The Star
6 days ago
- Business
- The Star
AI's arrival at work reshaping employers' hunt for talent
Predictions of imminent AI-driven mass unemployment are likely overblown, but employers will seek workers with different skills as the technology matures, a top executive at global recruiter ManpowerGroup told AFP at Paris's Vivatech trade fair. The world's third-largest staffing firm by revenue ran a startup contest at Vivatech in which one of the contenders was building systems to hire out customisable autonomous AI "agents", rather than humans. Their service was reminiscent of a warning last month from Dario Amodei, head of American AI giant Anthropic, that the technology could wipe out half of entry-level white-collar jobs within one to five years. For ManpowerGroup, AI agents are "certainly not going to become our core business any time soon," the company's Chief Innovation Officer Tomas Chamorro-Premuzic said. "If history shows us one thing, it's most of these forecasts are wrong." An International Labour Organization (ILO) report published in May found that around "one in four workers across the world are in an occupation with some degree of exposure" to generative AI models' capabilities. "Few jobs are currently at high risk of full automation," the ILO added. But the UN body also highlighted "rapid expansion of AI capabilities since our previous study" in 2023, including the emergence of "agentic" models more able to act autonomously or semi-autonomously and use software like web browsers and email. 'Soft skills' Chamorro-Premuzic predicted that the introduction of efficiency-enhancing AI tools would put pressure on workers, managers and firms to make the most of the time they will save. "If what happens is that AI helps knowledge workers save 30, 40, maybe 50% of their time, but that time is then wasted on social media, that's not an increase in net output," he said. Adoption of AI could give workers "more time to do creative work" – or impose "greater standardization of their roles and reduced autonomy," the ILO said. There's general agreement that interpersonal skills and an entrepreneurial attitude will become more important for knowledge workers as their daily tasks shift towards corralling AIs. Employers identified ethical judgement, customer service, team management and strategic thinking as top skills AI could not replace in a ManpowerGroup survey of over 40,000 employers across 42 countries published this week. Nevertheless, training that adopts those new priorities has not increased in step with AI adoption, Chamorro-Premuzic lamented. "For every dollar you invest in technology, you need to invest eight or nine on HR, culture transformation, change management," he said. He argued that such gaps suggest companies are still chasing automation, rather than the often-stated aim of augmenting human workers' capabilities with AI. AI hiring AI? One of the areas where AI is transforming the world of work most rapidly is ManpowerGroup's core business of recruitment. But here candidates are adopting the tools just as quickly as recruiters and companies, disrupting the old way of doing things from the bottom up. "Candidates are able to send 500 perfect applications in one day, they are able to send their bots to interview, they are even able to game elements of the assessments," Chamorro-Premuzic said. That extreme picture was not borne out in a survey of over 1,000 job seekers released last week by recruitment platform TestGorilla, which found just 17% of applicants admitting to cheating on tests, and only some of those to using AI. Jobseekers' use of consumer AI tools meets recruiters doing the same. The same TestGorilla survey found almost two-thirds of the more-than-1,000 hiring decision-makers polled used AI to generate job descriptions and screen applications. But a far smaller share are already using the technology to actually interview candidates. Where employers today are focused on candidates' skills over credentials, Chamorro-Premuzic predicted that "the next evolution is to focus on potential, not even skills even if I know the skills you bring to the table today, they might be obsolete in six months." "I'm better off knowing that you're hard-working, that you are curious, that you have good people skills, that you're not a jerk – and that, AI can help you evaluate," he believes. – AFP
