1. Recruiting
will intensify. We are already seeing the large companies looking for
increasing numbers of employees. Later in 2011, the small and
medium-size companies will join the scrimmage. More companies that had
eliminated their recruiting functions will hire inside people to offset
the expenses of headhunter fees.

2. Unemployment will remain relatively high. We expect
unemployment to remain over 8 percent for the coming year. The
challenge for employers is that many of the unemployed do not have the
skills they are looking for.

3. Workforce development will increase in importance.
As communities realize the disparity between desired skills and those
people actually possess, the issue of workforce development will become
more important. The federal government will pass legislation to assist
in this process.

4. More employers will embrace technology to manage
processes and keep track of relationships. Companies providing software
to employers will see their businesses grow. Employers will face the
challenges of training their people in these new systems.

5. More companies will tap women for executive
positions. With increases in the percentage of women in colleges,
universities and graduate schools, the world is graduating more
capable, qualified women who will move into positions of authority in
corporations.

6. The levels of corporate growth will depend on the
region. The United States and Europe will lag behind Asia and South
America in job growth and profits. Lingering high levels of
unemployment and housing situations will hamper expansion.

7. Any remaining companies that had not restored sales
incentives will do so next year. Recognizing the competitive
disadvantage employers not only restore incentives to previous levels,
but will also look for innovative ways to augment these programs with
meaningful non-financial incentives keyed to the individuals’ social
circumstances.

8. The repeal of the Don’t-Ask-Don’t-Tell law will
have far-reaching repercussions. This law, governing gays openly
serving in the U.S. military, will open the door to more recognition
for domestic partners. More employers will acknowledge these
partnerships as civil unions with attendant expenses and benefits.

9. Employers will pay increasing attention to
retention. Higher employee turnover and greater difficulty in
recruiting will again challenge more employers. By necessity, employers
will once again be forced to look at employee retention.

10. The escalating regulatory environment will cause
employers to need employment lawyers more than ever. With OFCCP (The
U.S. Department of Labor’s Office of Federal Contract Compliance
Programs) inspections and other onerous regulations, employers will
have no choice but to engage their employment lawyers at higher levels.

Herman Trend Alerts are written by Joyce Gioia, a strategic business
futurist, Certified Management Consultant, author, and professional
speaker. Archived editions are posted at
http://www.hermangroup.com/archive.html.