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Manpower Calls for Employers to Evolve Talent Strategies to by mmw12015


For Immediate Release                                                       Vivian Ng
                                                                            Manpower Hong Kong
                                                                            +852 2912 5535

 Manpower Calls for Employers to Evolve Talent Strategies to Increase Speed of
     Execution and Competitive Advantage in the Post-Recession World
 55% of Employers in Hong Kong Don’t View Contingent Labor as Critical to Business Success

HONG KONG (Nov 19th 2009) – According to a survey that Manpower Hong Kong released today,
more than 55 percent of employers in Hong Kong do not view contingent labor as critical to business
success. Manpower foresees a new executive mindset in the post-recovery world, with forward-looking
companies turning to a dynamic mix of permanent and contingent workers, increasing their flexibility for
a competitive advantage.

“What began as a financial and economic crisis has evolved into a workforce crisis – and employers are
struggling to adapt to a rapidly changing marketplace and the growing mismatch between needed skill
sets and available talent,” said Lancy Chui, General Manager of Manpower Hong Kong and Macau
Operations. “As Hong Kong emerges from the recession, employers’ natural instinct will be to exercise
caution around hiring permanent talent, reaching first for contingent workers to fill the gap – and they
should. But, the winners in the post-recovery world will be the companies that leverage contingent
workers as workforce accelerators, having mastered the art of managing a flexible mix of permanent and
contingent workers to optimize their performance, increasing their speed of execution, building talent
capability, keeping fixed costs low and doing more with less.”

“It is over simplistic to interpret that contingent workforce are undervalued or regard contingent workers
as a staffing option, instead, it is a strategic uses of flexible staffing. Employers should view the current
uncertain market downturn as an opportunity to re-think and restructure their staffing practices and act
differently when considering their people business models. Building a flexible team of talent are integral
to an organization’s approach and will optimize their workforce to gain a competitive edge as we move
towards more stable economic ground. Hiring managers need to get ready to hit the ground running
when the freeze is lifted,” described Ms. Chui.

“As employers and employees alike move towards more flexible ways of working to suit lifestyle
changes, it is time to start leveraging the contingent workforce strategically to gain access to people with
scarce, specialized skill sets: outsource non-core business functions; try out candidates before hiring for
full-time positions; and provide longer-term workforce flexibility,” Ms. Chui added.

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These recommendations and findings come from “Rules of Engagement: Harnessing the Potential of
The Contingent Workforce,” white paper and survey released by Manpower today. The paper calls for
companies to adopt a more strategic and flexible approach to workforce management in order to reach
their goals and better manage risk in the post-recovery world. Key to this approach will be a growing
reliance on the four types of non-permanent – or contingent – workers: temporary employees,
outsourced workers, contractors and consultants.

“Even though only 38% employers in Hong Kong view contingent workers as a key element of workforce
strategy, it already posts response higher than the Asia Pacific’s regional average of 33% and the
Global’s average of 34%. And our research shows that in Hong Kong, the most prevalent use of
contingent labor by employers today is to complete work during peak seasonal periods. As we emerge
from the downturn, it is more essential than ever for employers to link their workforce strategy to their
wider business objectives,” explained Ms. Chui.

Ms. Chui continued, “We’re glad to see that 31% of businesses report that contingent employees are
exposed to the same induction and assimilation processes as their permanent employees as these
workers need training to understand an organization’s mission, vision, values in order to increase
engagement levels to fully contribute to the workforce.              Companies must fully engage with their
contingent workforce, making sure they are committed to the company, its business goals and overall
strategy. This involves understanding their individual needs and motivations, integrating contingent
workers successfully into the company’s operations, and ensuring ongoing engagement through training
and career development programs”.

Manpower predicts that in order to take full advantage of opportunities in the recovering economy,
employers will need to move away from viewing contingent workers as a practical resource to cover
maternity leave or meet seasonal demand, and towards viewing them as a valuable strategic asset.
According to Manpower’s research, the most common reason worldwide for employing contingent
workers is to meet peak seasonal demand – and nearly one in five employers do this. Only 14 percent of
employers across the globe now turn to contingent employees to derive greater strategic value.

The upturn is likely to present employers with a whole new set of challenges which will require a
considered and strategic response in terms of talent management. This response will need to be very
closely aligned to the wider business strategy, and flexibility will be vital in an unpredictable, growing

Visit or click here for a copy of the Manpower World of Work Insight white paper
and survey results.

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Note to editors
Manpower Inc. (NYSE: MAN) surveyed more than 41,000 employers across 35 countries and territories
to learn more about the perceived role of contingent workers in workforce strategy among organizations
today. To obtain the full Manpower Survey results, click on the following link:

For the purpose of this survey, we define “contingent workers” as the non-permanent members of an
organization’s workforce, such as consultants, contractors (generally higher skilled specialty roles),
outsourced workers and temporary employees (generally lower skilled general roles).

About Manpower Inc.
Manpower Inc. (NYSE: MAN) is a world leader in the employment services industry; creating and
delivering services that enable clients to win in the changing world of work. With over 60 years of
experience, the $22 billion company offers a range of 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 network of 4,000 offices in 82 countries
and territories enables the company to meet the needs of 400,000 clients per year, including small and
medium size enterprises in all industry sectors, as well as the world's largest multinational corporations.
Manpower focuses on raising productivity through improved quality, efficiency and cost-reduction across
the 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. Web site is

About Manpower Hong Kong
Manpower Hong Kong was established in 1964 as a franchise operation. In April 1997, Manpower Inc.
achieved wholly owned subsidiary status of the Hong Kong operation and the franchise was purchased
outright. Manpower helps both companies and individuals navigate the ever-changing world of work. Over
60 years of experience providing recruitment, training, assessment and selection, outsourcing and
consulting services means we can help you make sense of the forces shaping tomorrow's workplace.
Whether you are looking for a new and challenging career opportunity or an organization that can provide
your company with tailor-made human resources solutions, you can rely on Manpower. In Hong Kong,
Manpower Inc. operates under four brands: Manpower, Manpower Professional, Jefferson Wells and
Right Management. More information on Manpower Hong Kong is available at


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