recruitment, retention or skills difficulties, The impact of Brexit on European veterinary surgeons and veterinary nurses practising in the UK, Understanding perceptions of Arts Council England as an employer, The impact of flexicurity at company level on women, young, and older workers, Understanding employers' graduate recruitment practicies, Research support for business leadership on productivity, Employee relations and employment conditions, Workforce planning and labour market change, Preparing for Brexit through workforce planning, Creating longer, more fulfilling working lives, Social dimension of intra-EU mobility: Impact on public services, Improving employment opportunities for carers: identifying and sharing good practice, Estimating the labour market returns to qualifications gained in English Further Education using the Individualised learner Record (ILR), Precarious Employment in Europe: Patterns, Trends and Policy Strategies, Brexit implications for employment and social affairs: facts and figures, The labour market for nurses in the UK and its relationship to the demand for, and supply of, international nurses in the NHS, Understanding employers' graduate recruitment and selection practices, Workforce planning: A framework for thinking about your own approach, Recruitment in Britain: Examining employers' practices and attitudes to employing UK-born and foreign-born workers, Teachers working longer review: annex B - employment practice, Sector Skills Insights: Digital and Creative. Spicemas Launch 28th April, 2023 | entertainment, news presenter | GBN Younger workers (aged under 35 years) were more transient in the workforce, with a high number moving from a job or business and into unemployment in Quarter 2 2020 at the start of the coronavirus (COVID-19) pandemic. With a record 1.2 million job vacancies in the three months to November 2021, more than half of businesses who reported a worker shortage stated they were unable to meet demands. But some are feeling the squeeze more than others. At IES we support organisations to design flexible working approaches and ensure policies and processes are implemented and supported appropriately. These trends affect resourcing and talent management strategies both directly and indirectly. Learners explain the importance of promotion and demotion in supporting workforce planning processes. Regular pay in the year to December was not able to keep up with inflation, meaning many people had less money in their pockets in real terms. We support specific projects, or offer general advice about what to think through when considering the future workforce. These are significant in ensuring that effective workforces are built to enhance the retention of workers in an organisation. Four changes shaping the labour market | World Economic Forum A combination of the relative demand for these goods and services and the relative supply of the resources required to produce them, determines their price (or market value). For a local picture of the labour market: Nomis - local area labour market statistics, Bank of England Monetary policy reportsOffice for Budget Responsibility publicationsCIPD labour market outlook. Follow this link to learn more about the various strategies of resourcing and talent management. We understand the general operation of the labour market (including specific occupations, sectors or locations) and are expert commentators on the key shifts over time, such as the continuing growth in part-time work, flexible working patterns and, most recently, the surge in self-employment. How Changing Market Conditions Can Impact Your Business

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