CONTACT: Mohammad-Ali Kashif [email protected]​THE NEW AGE OF TECH TALENT: EXPERIS RELEASES NEW REPORT SHOWING ‘SOFT SKILLS ARE THE NEW POWER SKILLS’​Research demonstrates employers need to be more creative and innovative in their talent strategy approachKUALA LUMPUR, June 15, 2022 -- While IT skills needs are evolving faster than ever, and specialized technology talent is at a premium, soft critical skills, aka ‘power skills’ are being neglected in the recruitment and resourcing process. Despite continued talk of the crucial nature of upskilling and reskilling, the latent potential remains untapped among workers in the middle of the tech talent pyramid.‘The New Age of Tech Talent,’ a report from Experis, a global leader in IT professional resourcing and managed services and part of ManpowerGroup (NYSE: MAN), finds that employers need to be more creative and agile in their talent strategy – both inside and outside their organizations. The research suggests that HR leaders should be guided by workforce data, a clear talent philosophy, and a willingness to experiment. “The IT sector is growing quickly," said Jonas Prising, Chairman and CEO of ManpowerGroup. “While there is an acute demand for highly technical candidates, great potential lies within adaptable generalists' candidates that is frequently untapped. This can be detrimental as the soft skills these individuals possess are often the most challenging to find. Companies can look within to fully explore workforce potential and reskill employees to fill gaps and meet their talent needs.” When asked why they were having difficulty filling tech roles, 34% of hiring managers said candidates did not have the right technical skills, 32% said they didn’t have the right relevant experience, and 27% said they didn’t have the right soft skills. The research also cites that 22% of hiring managers have the greatest difficulty finding IT project managers, followed by cybersecurity analysts, software developers, and AI/machine learning specialists (all 20%). The top soft skills employers report are in demand for tech roles include Critical Thinking & Analysis, Creativity & Originality, Reasoning & Problem-Solving, Reliability & Self Discipline, and Resilience & Adaptability.* Ger Doyle, Head of Experis, Digital & Business Innovation adds, “Regardless of sector, the conversation about the technology skills gap often focuses on the most senior and junior roles and ignores existing talent who have strong technical skills and an intuitive sense of the business but may lack exposure to emerging technologies and a roadmap for their future career development.”With so many organizations competing to recruit IT, workers, from the same talent pool, there is a golden opportunity for employers to look further afield. Often, candidates are overlooked because they lack traditional qualifications. Further, recruiting strategies that embrace greater gender and ethnic diversity are also significant in the search for the right IT talent.Findings published in ‘The New Age of Tech Talent’ are based on a survey of 40,000 employers in 40 countries and reveal organizations are accelerating investment in technology and prioritizing Cyber Security (46%), Internet of Things (IoT), (44%) E-Commerce platforms (43%) and Cloud Computing (41%).*The report underscores four ways organizations can bring new thinking to life:​Open the Middle: One in five organizations globally is having trouble finding skilled tech talent, and IT/data skills are the most difficult to find for 30% of organizations. Companies need to increasingly look inward to fill the roles they need, taping workforce potential and reskilling employees to fill gaps and meet the challenges ahead. ​Find the Hidden Talent: The reality of the technology sector is that employers need to be more adaptable, unlock new sources of talent, and recruit based on potential, not necessarily past experience. Traditional approaches focused on filtering candidates according to qualifications. and experiences may not identify those recruits who have the raw qualities that employers require. ​Trust the Data Strategy: To get better results from recruitment, retention, and HR strategies companies can leverage data-analytics tools to make better decisions and reduce attrition. As one in three organizations globally plans to invest more in AI technology including machine learning, over the next year, aptitude and personality assessment tools will enable more effective hiring decisions.​Lead with Confidence: Companies guided by culture and values will be those that best adapt to the new workforce reality and win the war on talent. Significantly, 7 in 10 workers say having leaders that they can trust, and follow is essential to them, and 2 in 3 want to work for organizations that share their values. ​As part of ManpowerGroup’s commitment to be a creator of talent at scale and improving employability and prosperity for all, Experis Academy helps companies to preskill, upskill, and reskill in-demand tech workers and many others at speed and scale – matching them to meaningful, sustainable jobs while helping them grow their skillsets for the future.​​ABOUT MANPOWERGROUP  ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity – as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the 13th year – all confirming our position as the brand of choice for in-demand talent.

ManpowerGroup's research reveals what flexibility means for workers and partners with Thriveto explore how they can thrive at work. ​CONTACT: Mohammad-Ali Kashif [email protected]​FROM SURVIVING A GLOBAL PANDEMIC TO THRIVING AT WORK: MANPOWERGROUP RESEARCH EXPLORES WHAT FLEXIBILITY MEANS FOR WORKERS; PARTNERS WITH THRIVE TO IDENTIFY WAYS EMPLOYERS CAN SUPPORT EMPLOYEE WELL-BEING​45% of workers want to choose their own work start and end timesAlmost one-fifth of workers (18%) would work a four-day work week for less payA culture of trust is important; 71% of workers need trust in leadership to thriveWell-being now an essential strategy for hiring and business success​​KUALA LUMPUR, WI (JUNE 9, 2022) - Workers are calling for more from their employers to help them shift from surviving to thriving, prioritizing flexibility along with factors such as trust, purpose, and well-being, according to new research from ManpowerGroup (NYSE: MAN), and Thrive, the leading behavior change technology company founded by Arianna Huffington. ​​​The research “What Workers Want: From Surviving to Thriving at Work,” part of ManpowerGroup’s What Workers Want series, is based on a survey of more than 5,000 workers across five countries and reveals that almost all workers (93%) now view flexibility as important. However, the nature of that flexibility varies. Workers from all backgrounds are now asking for flexibility on their own terms, with 45% wanting to choose their own start and end times, and 18% willing to reduce pay to work a four-day week to achieve better balance. The results also point to a changing role for leaders as trust and shared values are increasingly significant – with workers willing to vote with their feet if they do not feel adequately supported. ​​​“A lasting legacy of the pandemic will be flexibility, but it’s not one-size-fits-all. Workers want more choice, autonomy, and consideration for their well-being,” said Jonas Prising, ManpowerGroup Chairman & CEO. “We’re seeing the highest talent shortages in 16 years, giving workers at almost every level and in every sector the upper hand. Employers have no choice but to pay attention. The challenge for leaders will be to listen, adapt, and think differently about how to approach flexibility, not just flexible working.” ​​​ManpowerGroup partnered with Thrive to identify immediate actions that employers can take to support employee well-being. By adopting practices like Entry Interviews, creating a culture of compassionate directness, and encouraging employees to practice Microsteps, companies can create long-lasting cultural change.​​​“The disruptions of the past two years have forced us to consider what we really value, and we have a once-in-generation opportunity to rethink the way we work and live,” said Arianna Huffington, Founder, and CEO of Thrive. “We were in the middle of a global epidemic of stress and burnout even before COVID. Then the pandemic hit, and employee well-being and resilience shot to the top of the agenda for companies all over the world. At Thrive, we work with companies who realize that their most important resource is their people. They’re seeing the direct connection between the long-term health of their bottom line and the health and well-being of their employees.” ​​​Trust is important for a thriving workforce, according to the survey. Trust in colleagues was rated second only to fair pay and safe working conditions by workers (79%), while trust in leaders was rated highly by more than two-thirds (71%). Additionally, people want to work for companies that share their values and beliefs, with 70% seeking meaning in their daily work. ​​​The pandemic put mental health firmly at the top of public and corporate agendas and workers now see well-being as a shared responsibility with employers. Stress levels have dropped since the peak of the pandemic (42% to 38%) but are still higher than pre-March 2020. Increasingly, employers will be called on to address burnout, build resilience, and boost mental fitness.​​​The What Workers Want: From Surviving to Thriving at Work data provides clear insight and practical recommendations for organizations to understand what workers want to thrive at work, and what employers need to do now to ensure both organizations and individuals are primed to succeed.​​​Explore the new research: What Workers Want: From Surviving to Thriving at Work here. ​​​​​​About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as the best place to work for Women, Inclusion, Equality, and Disability, and in 2022 ManpowerGroup was named one of the World's Most Ethical Companies for the thirteenth year - all confirming our position as the brand of choice for in-demand talent. ​​About ThriveThrive is a leading behavior change technology company founded by Arianna Huffington in 2016 with the mission to end the stress and burnout epidemic. Thrive helps individuals and organizations improve well-being, performance, and mental resilience with its AI-powered behavior change technology platform. Thrive’s Microsteps – small, science-backed steps to improve health and productivity – have been adopted by employees at more than 125 organizations in over 140 countries, from frontline and call center workers to executives at multinational companies. Thrive Global is headquartered in New York City and has offices in San Francisco, Dublin, Athens, Bucharest, and Melbourne. For more information, visit www.thriveglobal.com.​*About the Research: ManpowerGroup researched and analyzed responses from over 5,000 frontline, corporate, and call center workers, as well as job seekers, across five countries (Australia, France, Italy, United Kingdom, and United States) to learn what it means to thrive at work. And we’ve partnered with leading behavior change technology company Thrive to help turn those insights into action to ensure both organizations and individuals alike are resilient and primed to succeed. The Research was carried out by Reputation Leaders surveying workers aged 18 and over, balanced by age, and gender in 5 countries, across five countries, Australia, France, Italy, United Kingdom, and United States. ​​SOURCE ManpowerGroup ​​​

​CONTACTS: Mohammad Kashif [email protected] +60 11 1438 2855 ​ManpowerGroup is the leader in its industry to have climate action targets validated by the Science Based Targets initiative.​​KUALA LUMPUR, Nov. 3, 2021/PRNewswire/ --ManpowerGroup(NYSE: MAN) announced today that the Science Based Targets initiative (SBTi), the leading authority driving corporate climate action, has validated its ambitious targets to cut greenhouse gas emissions and drive positive climate action. ManpowerGroup's commitments are to reduce operational emissions (Scope 1 & 2) by 60% and supply chain emissions (Scope 3) by 30% by 2030. These validated science-based targets are a key part of ManpowerGroup's ambition to reach net zero by 2045 or sooner.​"With all eyes on COP26 this week there has never been more urgency for business, government and, consumers to accelerate climate action," said Jonas Prising, ManpowerGroup Chairman & CEO. "We believe what matters is measured, and what is prioritized and communicated gets done. Validation of these targets by SBTi gives our stakeholders – our employees, clients and candidates, supply chain, investors, and community partners – reassurance in our renewed commitment to People and Planet, and to advancing towards net zero."​This commitment is the latest milestone inManpowerGroup's Climate Action Plan to measure and reduce full value-chain impact, as outlined in the 2021 ESG Report, Working to Change the World. ManpowerGroup has long been committed to transparency on climate, disclosing to the Carbon Disclosure Project(CDP) for a decade and most recently moving towards aligning with the Task Force of Climate-Related Financial Disclosures guidelines. ManpowerGroup is actively engaged in theWorld Economic Forum Alliance of CEO Climate Leaders and recently co-signed an Open Letter pushing world leaders atCOP26to pursue ambitious public-private collaboration for climate action.​"We believe the future is one built on partnerships to be able to scale impact at speed," said Ruth Harper, ManpowerGroup Chief Communications & Sustainability Officer. "Setting and meeting science-based targets is how we can act faster and more collectively to slow the catastrophic climate events playing out in so many parts of the world right now.  And it's how we will accelerate job creation and demand for new skills, to reshape a more sustainable, resilient future with more opportunities for all."​SBTi provides independent, scientifically-validated confirmation thatManpowerGroup'semissions targets are consistent with reductions required to limit warming to 1.5°C, making a critical contribution to combat the effects of climate change with over 1,000 of the world's leading organizations.  Of the more than 4,200 companies in the G20 that have set climate targets, only 20% are science-based.​Explore the ManpowerGroup 2021 ESG Report ESG Report​About ManpowerGroupManpowerGroup®(NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality, and Disability and in 2021ManpowerGroupwas named one of the World's Most Ethical Companies for the 12thyear - all confirming our position as the brand of choice for in-demand talent.​About ManpowerGroup MalaysiaManpowerGroup® is the world’s workforce expert, creating innovative workforce solutions for 23 years in Malaysia. As workforce experts, we connect more thousands of people to meaningful work by closing on average 6,000 vacancies every year across a wide range of skills and industries. Through our ManpowerGroup® family of brands – Manpower®, Experis® and Talent Solutions – we help more than 200 clients yearly in Malaysia to address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. See how ManpowerGroup Malaysia is powering the future of work: https://www.manpowergroup.com/contact-us/malaysia​View original content to download multimedia: https://www.prnewswire.com/news-releases/manpowergroup-announces-validated-science-based-targets-and-commits-to-achieve-net-zero-by-2045-or-sooner-301414986.htmlSOURCE ManpowerGroup​

​CONTACTS: Mohammad Kashif [email protected] +60 11 1438 2855 ​HIRING OUTLOOKS IMPROVE, TALENT SHORTAGES ESCALATE​Globally, employers in 42 of the 43 countries and territories surveyed expect to grow payrolls during the third quarter of 2021, including six of the seven Asia Pacific countries Strongest hiring prospects are reported in the U.S. (+25%), Taiwan (+24%) and Australia (+17%) for the Asia Pacific, the weakest in Argentina (+1%), Panama (+1%), and South Africa (+1%) The most difficult positions to fill include Operations and Logistics, Manufacturing & Production and IT ​KUALA LUMPUR (JUNE 08, 2021) – According to the latest ManpowerGroup (NYSE-MAN) Employment Outlook Survey of over 45,000 employers in 43 countries, a post-pandemic hiring boom is on the horizon; with intentions at the most optimistic level since the beginning of the pandemic, with outlooks improving in 31 out of 43 countries when compared with the previous quarter. Yet that optimism is being tempered by the highest levels of global talent shortages in 15 years with 69% of employers reporting difficulty-filling vacancies. As childcare challenges, health concerns, and unemployment support programs continue, employers report the most difficulty filling roles that cannot be done remotely. ​More than 10,000 employers in the seven Asia Pacific countries and territories took part in the ManpowerGroup survey on hiring prospects for the July to September time frame. Employers in six of the seven countries and territories expect to add to payrolls during the next three months, while a flat labor market is expected in one. In comparison with the prior quarter, hiring plans to strengthen in three countries (China, Japan, and Hong Kong) and weaken in three (Taiwan, Singapore, and India)​Compared with all other regions, 15% of APAC employers plan to have employees work remotely all of the time, compared with just 5% in EMEA and 3% in the Americas Half of employers in APAC are the most optimistic about a return to pre-pandemic hiring levels by the end of 2022 (49%) China reports one of its strongest outlooks in years. Its Finance, Insurance & Real Estate sector outlook of +19% is the strongest reported since 2013 ​​View the complete Q3 2021 ManpowerGroup Employment Survey results: MEOS​The Chinese labor market is forecast to make a strong recovery from the impact of the pandemic during the coming quarter, with employers reporting the strongest hiring intentions in six years. Workforce gains are expected in all six Chinese industry sectors, with the strongest hiring sentiment reported in the Finance, Insurance & Real Estate, Services, Manufacturing, and the Wholesale & Retail Trade sectors – Outlooks for these four sectors are also the strongest reported in at least six years. ​For the fourth consecutive quarter, the strongest hiring climate in the Asia Pacific region is expected in Taiwan, fueled in part by bright hiring plans for the Mining & Construction sector and a brisk hiring pace in the Manufacturing sector, where the Outlook for the coming quarter is the strongest in six years. ​However, Hong Kong employers expect the subdued labor market to continue during the next three months, forecasting flat hiring activity overall, although limited payroll growth is expected in the Finance, Insurance & Real Estate, and Services sectors. ​In India, employers expect a modest increase in payrolls during the upcoming quarter, although hiring sentiment is slightly weaker when compared with the prior quarter, reflecting the ongoing impact of COVID-19 in the country. While the Manufacturing sector labor market continues to be relatively stable, the Services sector is slightly weaker when compared to the prior quarter and the Outlook in the Finance, Insurance & Real Estate sector is the weakest since the survey began in 2005. ​The upbeat hiring pace in Australia is expected to continue during the July to September period. The strongest hiring prospects in 10 years are reported by employers in the Finance, Insurance & Real Estate sector while the Services sector forecast improves sharply year-over-year. Elsewhere, the Mining & Construction sector is the strongest in more than two years following four consecutive quarters of improvement. ​Steady payroll growth is anticipated in Singapore for a third consecutive quarter, driven in part by an active labor market in the Finance, Insurance & Real Estate sector where employers report the strongest Outlook in more than six years and a steep increase year-over-year in the Services sector, while the Manufacturing sector forecast is the strongest in nine years. ​Job seekers in Japan can expect a fair hiring pace in the next three months, according to employers who report a moderate increase in hiring prospects when compared with the previous quarter. Hiring sentiment strengthens in all seven Japanese industry sectors when compared with three months ago, most notably in the Manufacturing, Wholesale & Retail Trade and Services sectors. ​ “Sam’s line.” ​​Global Hiring Plans by other Region ​AMERICAS: All ten countries report positive employment outlooking for the forthcoming quarter The most positive hiring intentions are reported in the U.S. (+25%), - its strongest outlook in 21 years - followed by Costa Rica (+9%) and Guatemala (+9%) The weakest outlooks are reported in Panama (+1%), Argentina (+1%), and Peru (+2%) One quarter (24%) of employers in the Americas were concerned about the impact of remote work on the productivity of employees In the U.S., the strongest sector is anticipated in Leisure & Hospitality where the bullish outlook of +41% is the strongest since the sector was first analyzed separately in 2009​EMEA: Hiring plans strengthen in 22 countries, weaken in two (Czech Republic and Turkey) The strongest hiring intentions are reported in Ireland (+15%), Greece (+15%) and Croatia (+14%), with the weakest in Spain (+4%), the Czech Republic (+4%) and South Africa (+1%) Nearly half (45%) of EMEA employers expect hiring levels to return to pre-pandemic levels by the end of 2022 As lockdown restrictions lift, in the UK, the Hotels & Retail sector outlook is the strongest in two years, standing at +8% ​​To view complete results for the ManpowerGroup Employment Outlook Survey, visit MEOSThe next survey will be released on September 07 2021 and will report hiring expectations for Q4 2021. ​The Employment Outlook Survey – conducted April 2021 – is the most comprehensive, forward-looking employment survey of its kind, used globally as a key economic indicator. The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity. ​*Talent Shortage – undertaken in January 2021 – is a survey of 42,000 global employers. It identifies the proportion of employers who report difficulty-filling positions in their organization. It reports on which jobs employers say are most difficult to fill, and identifies candidate shortcomings that are preventing employers from filling positions. Employers are also asked to gauge the degree of impact talent shortages have on their organizations and which strategies they are using to overcome the skills gap. ​ABOUT MANPOWERGROUP MALAYSIAManpowerGroup® is the world’s workforce expert, creating innovative workforce solutions for 23 years in Malaysia. As workforce experts, we connect more thousands of people to meaningful work by closing on average 6,000 vacancies every year across a wide range of skills and industries. Through our ManpowerGroup® family of brands – Manpower®, Experis® and Talent Solutions – we help more than 200 clients yearly in Malaysia to address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. See how ManpowerGroup Malaysia is powering the future of work: https://www.manpowergroup.com/contact-us/malaysia​ABOUT MANPOWERGROUP ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality and Disability and in 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year - all confirming our position as the brand of choice for in-demand talent.: www.manpowergroup.com​

​Contact: Name: Mohammad Kashif Phone: +60 3 2087 0132 Email [email protected]​​KUALA LUMPUR, Mar. 4, 2021 – The Covid-19 health crisis and continued lockdown in many markets is posing unparalleled challenges to people and businesses around the world. ​“We can, yet, see the job market recovering and presenting many opportunities across various sectors even though Malaysia’s GDP is expected to have shrunken by between 3.5% to 5.5% in 2020”. ​On a monthly basis, ManpowerGroup monitors several job boards in Malaysia to examine market developments. Though with varying degrees of volume, talent is needed across all skillsets.​But, applying for a job can be a difficult and daunting task for many especially in a pandemic. With that in mind and decades of expertise in the Malaysian job market, ManpowerGroup Malaysia developed Post Pandemic Job Hunting Guide to help job seekers land successful careers. ​The Post Pandemic Job Hunting Guide is a valuable resource for job seekers right now. It provides: Tips for Cover E-mails. A strong cover e-mail can be the key to getting a foot in the door. If job seekers don’t get the cover e-mail right, they may never get the opportunity to attract the attention of employers with information about the candidate’s suitability for the new role.​Tips for Resumes.Whether a fresh grad, a professional looking for growth, or someone who wants to have a career switch, how job seekers can get resumes to stand out from the competition? In many ways, a resume is the first step toward a future career, as it’s usually the first thing a hiring manager sees. It’s important to make a good impression by presenting a clean and concise resume that details your qualifications for the open role. ​LinkedIn Techniques. LinkedIn profiles allow presenting of professional skills to millions of hiring managers. Not only is it a great way of networking with professionals in a chosen industry, but it can also be used to promote achievements and build up a professional online presence. The key to using LinkedIn effectively is to make sure the profile is 'discoverable' to employers and agencies.​Recruitment Agencies. The competition in the market is intense and finding a job has become tougher than ever especially in this pandemic. So, having correct guidance and support through a job search can create a huge difference. This is the advantage of reputed recruitment agencies because they are accountable to facilitate the hiring process for candidates and provide the best fit for a vacant position. ​Upskilling. Perhaps one of the most dramatic impacts of the pandemic has been the unprecedented numbers of laid-off employees and high unemployment rates. It accelerated the need for re-skilling and upskilling. The guide shares several useful portals to gain knowledge and stay up to date with developments.​Handling Rejections. Being turned down for a role in many cases has an emotional impact on individuals. The guide shares tips on how to handle such situations and turn them into an advantage for future opportunities. To download the full report Post Pandemic Job Hunting Guide Post Pandemic Job Hunting Guide  About ManpowerGroup® ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower®, Experis®, Right Management®, and ManpowerGroup® Solutions – creates substantially more value for candidates and clients across 80 countries and territories and has done so for over 70 years. In 2019, ManpowerGroup was named one of Fortune's Most Admired Companies for the seventeenth year and one of the World's Most Ethical Companies for the tenth year, confirming our position as the most trusted brand in the industry. See how ManpowerGroup is powering the future of work: www.manpowergroup.com. ​​

Press Release | Renew, Reskill, Redeploy: ManpowerGroup Releases New Research on the Impact of COVID-19 on Digitization and Skills at the Virtual #DavosAgenda ​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132 Email mohamm[email protected] ​​Reinforcing its Commitment to Innovative Solutions to Enable People and Companies Adapt for the New Reality​KUALA LUMPUR, Jan. 25, 2021 – The COVID-19 pandemic has led companies to rapidly accelerate digitization plans, according to new ManpowerGroup (NYSE: MAN) research released this week at World Economic Forum’s #DavosAgenda. ​The survey of 26,000+ employers in more than 25 countries finds those companies that are digitizing most are creating the most jobs. ​Organizations are accelerating their digitization as a result of the pandemic – 38% are speeding up, while just 17% have put plans on hold. ​At the same time, more jobs are being created than destroyed – 86% of employers that are digitizing plan to increase or maintain their headcount, compared to just 11% of employers who plan to reduce or hold their automation plans. ​Download the research here:Skills Revolution Reboot: The 3Rs - Renew, Reskill, Redeploy​“Our research reinforces that digital transformation is occurring at an unprecedented pace – creating jobs and driving sweeping change with the potential to improve people’s lives and create a more connected world.” Said Jonas Prising, ManpowerGroup Chairman & CEO. ​“Today tech breakthroughs are driving mass vaccination programs, workforce transformation and flexibility, plus a call for a better work-life blend, more upskilling and greater autonomy over how, when, and where work gets done. One year into the pandemic though, we are seeing the emergence of a K-shaped recovery. Some industries and people are bouncing back faster and better – those in growth sectors and those with high-demand skills – while others are at risk of falling further behind. Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade. At the #DavosAgenda this week we look forward to identifying shared solutions and accelerating action to enable everyone to unleash their full human potential and have a more equitable share of the prosperity.”​In mid-March, the Movement Control Order (MCO) are imposed in Malaysia to flatten the Covid-19 curve forced SMEs to embrace digitalization and go online, to cope with office closures, restricted movement, and supply interruption.​Looking to survive in the challenging business environment many SMEs discarded any apprehensions they had about digital by swiftly applying e-Commerce, O2O (online to offline), food delivery, and e-wallets into their business. ​Malaysia Digital Economy Corporation (MDEC) had put a system in place to enhance the digital skills of Malaysians to empower local businesses to go digital. ​Raymond Siva, the chief marketing officer in MDEC said the #SayaDigital initiative is about getting various sectors ready to embrace the new normal and overcome the challenges it has created.​He said there are no requirements to join #SayaDigital, just the desire to learn more about going digital.​“Our capacity-building measures are aimed at all Malaysians, whether they are small business owners or part of the workforce looking to upskill themselves, even young people who are just entering the workforce.​ ​Key Findings:  The impact of the pandemic on digitization differs significantly around the world: Employers in Germany, Austria, Japan, and Italy report automation has accelerated most as the result of COVID-19 while those in the U.S., France and the U.K. are least likely to have sped up digitization. ​Larger organizations are digitizing and hiring most:Conversely, smaller organizations have been most impacted by the pandemic and are more likely to have put digitization plans on hold and reduced hiring plans.​HR bucks its own trend as it accelerates as a business priority: Companies are realizing HR is critical in helping people reskill and redeploy as digitization accelerates. Organizations that are automating most are also planning significant increases in HR headcount (net increase of +15%). ​Soft skill training needs to play catch up: Soft skills including resilience, collaboration, creativity, and leadership are in increasing demand yet only one in five employers (19%) are investing in upskilling programs focusing on soft skills. Training is trending shorter too. Employers know people want more applicable, bite-size, curated content that is relevant to specific roles and functions.​COVID-19 has shifted in HR priorities for the long-term: HR leaders see employee health and wellbeing as the most important priority, with 63% set to put it top of their agenda for 2021 and beyond. ​When skills needs are changing faster than ever, organizations need refreshed talent and workforce development strategies to attract, develop, engage and retain the best talent. Skills Revolution Reboot provides innovative solutions for the Skills Revolution and highlights ManpowerGroup’s offerings: SkillsInSight™: ManpowerGroup’s proprietary assessment to help people identify their strengths and work preferences and help organizations to predict an individual’s likely fit for the role. ​MyPath:helps progress talent from one role to the next, from declining industries to growth sectors, closing the skills gap, improving people’s employability, and helping to address the economic and social impact of the pandemic.​Experis Tech Academies: work with a broad range of clients, technical schools, and universities to design curriculum for learners that can be applied on the job even before the learning is complete.​ManpowerGroup executives Jonas Prising, Michelle Nettles, Tomas Chamorro-Premuzic, Francois Lancon, Harld Peters, and Becky Frankiewicz were leading and participating in discussions at virtual #DavosAgenda. Jonas had joined Angel Gurria, Secretary-General OECD in a virtual session on Skilling The Global Workforce, moderated by the BBC on January 28, 2021.​​About ManpowerGroup® ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis ad Talent Solutions – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity - as a best place to work for Women, Inclusion, Equality, and Disability, and in 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year - all confirming our position as the brand of choice for in-demand talent. See how ManpowerGroup is powering the future of work: www.manpowergroup.com. ​ 

Press Release | Work, Reimagined: ManpowerGroup Research Reveals What Workers Want Post COVID-19​​Contact:Name: Mohammad Kashif Phone: +60 3 2087 0132Email [email protected]​Almost all workers (94%) report concerns about going back to the workplace Most people agree that work-life balance will be better going forwardKeeping their job is a top priority for workers in all countries and sectors (91%) except for IT workers who value flexibility most ​Kuala Lumpur (AUGUST 27, 2020)– Most workers believe the COVID-19 crisis marks the end of full-time work in the office and is looking for a hybrid model that blends work and home from new research from ManpowerGroup (NYSE: MAN). After health concerns for themselves and their family, workers are most worried about returning to an old way of working and losing the flexibility they have gained. The Future for Workers, By Workersis the second in ManpowerGroup’s What Workers Want series. The research points to employers needing to adopt a People First approach and to reimagine a future of work that works for organizations and individuals alike - prioritizing health, wellbeing, and caring responsibilities. The survey of more than 8000 workers in eight countries* reveals workers everywhere have three key priorities for the Next Normal - autonomy and their personalized version of a Hybrid Workplace with the opportunity to work remotely, some not all the time; learning on demand - more opportunities to learn virtually and develop skills to stay employable; and finally One Life - a focus on blending work and family life for the long term.  “What started as a health crisis has evolved into an economic and social crisis. While thankfully a small proportion of the population will be infected by COVID-19, 100% of us will be impacted by it.” Said Jonas Prising, ManpowerGroup Chairman & CEO. “The data shows us how workers around the world are feeling about returning – concerned for their health and employment security while seeking flexibility which allows them to better balance work and home. Those organizations that prioritize emotional wellbeing and flexibility while demonstrating how they create social impact in challenging times will be best positioned to attract and retain the best talent and ensure workers are confident, healthy and productive.” When economic outlooks are uncertain, employability matters most to workers, with 9 in 10 workers say simply keeping their job is most important. Yet how workers feel about a return varies by gender and career stage: Gen Z vs. Millennials:Globally, Gen Z’s are most keen to return to the workplace to develop their careers and socialize, (51%), while millennials are least positive (38%).       Gen X vs.Boomers: Globally, Gen X values being in the workplace to concentrate and collaborate away from household responsibilities. Boomers choose socializing and collaborating with colleagues (34%) as top reason to return.       Gender Divide: Almost half of the men (46%) feel positive about returning, only one-third of women (35%) feel the same globally. Women report feeling more concerned or nervous about the return. Both men and women rank not having to commute and having the flexibility to work when convenient in their top three benefits of working from home.         Working Parents: Men with children list spending time with their family as a top benefit to working remotely. Women feel more negatively about going back to work, increasing in concern the younger the child – 61% for children 0-5, 53% for children 6-17 and, 50% for 18+. To download the full report: The Future for Workers, by Workers: Making the Next Normal Better for All:The Future for Workers, By Workers: Making the Next Normal Better for All​​​About ManpowerGroupManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and, managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and, Talent Solutions – creates substantially more value for candidates and clients across more than 75 countries and territories andhas done so for over 70 years. We are recognized consistently for our diversity - as the best place to work for Women, Inclusion, Equality and, Disability. In 2020 ManpowerGroup was named one of the World's Most Ethical Companies for the eleventh year confirming our position as the brand of choice for in-demand talent.​*About the Research:ManpowerGroup commissioned research to survey 8000 workers on their attitudes towards work since the impact of COVID-19. The research was carried out in June 2020 by Reputation Leaders surveying workers aged 18 and over, balanced by age, gender in 8 countries, France, Germany, Italy, Mexico, Singapore, Spain, UK, and, US.​