Company history and profileManpower is one of the largest and most innovative companies in the UK's employment services industry; creating and delivering services that enable its clients to win in the changing world of work. The company provides a wide range of services including permanent, temporary and contract recruitment, employee assessment and selection, training, outplacement, outsourcing and consulting. The focus of Manpower's work is on raising productivity through improved quality, efficiency and cost-reduction, enabling customers to concentrate on their core business.
Manpower was established in the UK in 1956, and today works with organisations in both the public and private sectors, ranging from small and medium-sized enterprises, to multi-national organisations such as BMW, BT, Hertfordshire County Council, IBM, Royal Mail and Xerox. Manpower UK has a network of over 300 offices and is a subsidiary of Manpower Inc, a worldwide network of 4,400 offices in 72 countries and territories.
Values and Approach to employment policyManpower works with businesses and organisations to deliver flexible and reliable staffing to meet changing business needs, finding people for every level of an organisation. Manpower is a leading recruiter for permanent positions, and provides end-to-end temporary solutions, be those an individual or team on short-term contracts, total workforces, or full HR solutions management. Our workers mean that UK business has the flexibility that is necessary in today's globally competitive marketplace.
Manpower has a highly skilled workforce of over 70,000 temporary employees who stay loyal to the company (and its customers) thanks to excellent employment benefits, including a unique free e-learning tool offering over 1,000 courses in a diverse range of subjects, keeping Manpower's workforce up to date with today's ever-changing working environment.
Manpower directly employs all of our temporary staff with full contracts of employment which include benefits such as bank holiday pay and sick pay. These contracts also mean that the responsibility of the employer and the protection of the worker lies with us.
Business case/driver for employing non-UK nationalsChanging demographics, low unemployment and skills gaps mean employers need to be innovative in their recruitment practices. Non-traditional pools of labour are key for employers who want to tap into the best source of talent, skills and loyalty in the UK workforce. Non-UK nationals play an important role in helping to address the UK's skills shortages.
Models and ProcessManpower's understanding of the UK employment market is based, in part, on independent research into employers' hiring intentions. The Manpower Employment Outlook Survey is issued quarterly and is used by, amongst others, the Bank of England's Monetary Policy Committee as an economic indicator. The research also identifies areas of skills shortages where vacancies remain unfilled. Up to date reports are available from our website, www.manpower.co.uk.
Solutions to addressing the skills shortages that exist in the UK include the business case for attracting non-UK nationals to those shortage areas together with advice for business when employing them.
Manpower seeks to provide balanced and practical information to demonstrate the benefits of employing non-UK workers to UK businesses.Manpower therefore takes the following steps:
Future IntentionsWith a network of branches across the UK, providing permanent and temporary staff for a range of small, medium and multinational organisations, Manpower is well-placed to monitor the impact of the movement of workers on the labour market.
Manpower will continue to provide data on the movement of workers across our branch network to reflect the activity in the UK labour market. This allows us to analyse the situation and comment with authority on the sectors jobseekers are entering and the factors affecting employers' hiring intentions.
For example, Manpower has tracked closely the impact on the UK labour market of workers migrating to this country from the new Member States following EU enlargement. Research that we issued in April 2006 demonstrates that UK employers have found these workers to be an important source of labour to tackle the skills gaps that still exist. Manpower's research found that 12% of employers had taken on workers from the new EU Member States to meet major areas of demand.
InsightsEmployers in the UK must be innovative in recruiting for hard-to-fill positions and need to consider non-traditional pools of labour to tackle skills shortages - unemployed people, women returners to work, people with disabilities, older workers and non-UK nationals. Manpower therefore anticipates that economic migrants will continue to play an important role in the UK labour market for the foreseeable future.
Contact detailsJo Young, Manpower
Tel: 01895 205200