PHILADELPHIA, PA – May 25, 2010 – Half of senior human resources executives expect their organizations to restructure within the next six months, according to a poll by Right Management. A change in their organization’s leadership is anticipated by one in five of the HR executives. Right Management is the talent and career management expert within Manpower, the global leader in employment services.
The firm analyzed responses from 426 senior HR professionals in an online poll conducted in March, asking respondents to identify the most significant change their organizations will face in the next six months. According to the survey, respondents reported:
§ 51% - Organizational restructure
§ 21% - New leadership
§ 13% - Acquisition or merger
§ 10% - New product launch
§ 6% - New technology
“Although the economy shows certain signs of improvement, it seems likely that more corporate upheaval is ahead,” advised Michael Haid, Senior Vice President of Global Solutions at Right Management. “The current atmosphere remains unsteady and anxiety is still widespread. And given the degree of leadership changes and M&A activity also expected, history shows us that these events often result in restructurings that reflect changes in strategy and business direction. The amount of change expected in the coming months will be significant.”
Haid believes that this time around employees won’t be caught off guard. “Employees are surely listening carefully to what their top management is saying, how the company is performing and the kind of announcements being made.”
All employees should be more proactive in managing their own careers, said Haid. “Become actively engaged with professional organizations and extend your network. Update your LinkedIn profile and demonstrate expertise by participating in peer-led discussion forums. Be clear about how you add value, and communicate your experience and know-how.”
“One often overlooked career management technique is to conduct your own ‘career assessment.’ Look for gaps in the organization where your skills could be a good fit to fill a gap,” said Haid. “Be prepared to show how your strengths and skills fit with the firm’s business needs. Also, conduct an honest assessment of your capabilities to determine what developmental opportunities you should pursue to insure there are no gaps in the skills you bring to the table.”
Haid offers a final word of advice: “Economic, social and demographic trends are driving significant workplace changes – impacting not only how we do our jobs, but what jobs are needed. Today’s employees need to be prepared to adapt by continually developing new skills. You can’t stand still and hope to survive.”
About Right Management
Right Management (www.right.com) is the talent and career management expert within Manpower, the global leader in employment services. Right Management helps clients win in the changing world of work by designing and executing workforce solutions that align talent strategy with business strategy. Our expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes. More than 80% of Fortune 500 companies are currently working with us to help them grow talent, reduce costs and accelerate performance.
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