Britain’s population is ageing as people continue to live longer. In 1971, the proportion of the population under 16 was 25%; by 2008 it has fallen to 19%. At the other end of the scale, the population over the age of 65 has risen from 13% to 16%. By 2031, a quarter of people will be over 65 whereas people under 16 will have fallen to just 18%. The number of people over 90 is expected to triple by 2035.

The implications of these figures for British employers are considerable. According to the CIPD report, over the next ten years there will be 13.5 million job vacancies but only 7 million young people will be leaving full time education. The other 6.5 million workers will need to be recruited amongst the older population.

The CIPD is encouraging companies and individual workers to start adapting to the reality of the demographic situation. It suggests that employers should consider the need to retain employees for longer periods and be prepared to motivate and train older staff. This change will require a shift of perception that values an older workforce for the experience it can bring to a company and for investing more in skill development across the age spectrum.

The CIPD believes that companies that embrace the change will develop a competitive edge over those that refuse to adapt to the changing nature of the country’s labour pool.

Exposure to managing the HR needs of an international employee population is becoming common currency amongst the HR community with many global businesses opting for HR services to be provided remotely by a central team. Prior experience of local labour laws and trends is often a critical factor in candidate selection so candidates that have worked in Asia Pacific, Africa and/or mainland Europe are often able to command higher salaries as a result.

With new contract wins for UK companies in the North Sea, Iraq, and the re-deployment of staff to Libya, there is currently increased demand for HR professionals with experience of international mobility and contractor management. This is especially true within the oil, gas and mining sectors.

Whilst economic markets remain volatile we are still seeing some recruitment, albeit at lower volumes, within financial services organisations. There is subdued demand across most role types at most levels.

We’re seeing solid levels of demand for technical reward and recruitment specialists within the natural resources, pharmaceuticals and FMCG sectors. This is because these sectors are generally less impacted by short term market shifts and have an international scope so they are generally able to plan their hiring requirements on a longer term basis.

With fewer obstacles to international markets, digital firms are securing business abroad which is driving demand for mid to senior level HR staff. We’re seeing demand for senior HR managers/business partners, heads of HR and HR directors from mid sized technology companies rise as a result.

Highlights for 2011 included:

•    2011 saw a growth in L&D and change management roles as investment in people was seen as key to growth during economic uncertainty.

•    HR generalists with strong commercial skills were in demand, allowing for streamlining of HR roles and, from HR managers to HR business partners, the HR role became more strategic as business requirements evolved.

We expect a degree of uncertainty to remain throughout 2012 driven by lower confidence in certain markets that will ultimately affect the UK and continued focus on international roles. Key predictions include:

•    In 2012 we expect to see technology companies seizing the opportunity to satisfy consumer convenience and entertainment as well as business’ appetite for driving efficiencies. As a result it is anticipated that newer or start up technology businesses will be best placed to capitalise and this could drive fresh demand for HR professionals.

•    With businesses running so leanly at the moment, we anticipate that, as new budgets get released, there will be rising levels in recruitment throughout 2012. Specialist areas of the progressive agenda such as talent, leadership development, organisational learning and development and resourcing are expected to be in demand going into the second half of 2012 as a result.

•    As both established companies and new ventures offering B2B services or real expertise continue to explore international markets we expect opportunities to be created for internationally experienced HR professionals. This could also lead to more buoyancy in the job market at HR director level where hiring is focussed on bringing in those with strategic clout and a long term view.

How do our predictions stack up against yours?

Tell us what you expect to see from an attraction, retention or talent management point of view within HR during 2012 in the comment box below:

Issues surrounding auto-enrolment could lead to businesses seeking the assistance of people in HR jobs after the TUC opposed a recent government proposal.

It claims that an earnings trigger for auto-enrolment that would link the pensions scheme to the income tax threshold, would exclude around part-time workers.

This would in particular affect around two million women who work part-time, the union argued, and stressed that more could be affected if the government raises the income tax threshold to £10,000.

Instead, it recommended increasing the earnings band on which contributions need to be paid in line with the upper limit. This, the TUC said, would link auto-enrolment with the National Insurance Contributions upper earnings limit.

"Auto-enrolment is a huge advance. But no-one can pretend that contributions are good enough, particularly during the long wait before every company is covered by auto-enrolment and the two years after that before everyone gets their full contribution," Brendan Barber, general secretary of the TUC, commented.

HR professionals must have auto-enrolled their staff for a year before contributions increase to two per cent. The TUC suggested that extending the timetable will leave those in the first wave on a one per cent employer contribution for five years.

Almost half of workers in the UK are more stressed than they were 12 months ago, according to a new survey, suggesting that a new job could be needed.

Research by YouGov for workplace specialist Croner found that stress is being caused by greater unpaid workloads (cited by 57 per cent of people) and performance pressures (45 per cent).

People in HR jobs could be called in to address the issue, as one-third of employees are claiming they have to work longer hours, while pay freezes are also major cases of stress in the workplace.

Amy Paxton, a senior employment consultant at Croner, called the findings a "real wake-up call for employers".

"At a time when many industries are under such pressure to keep their heads above water, or even survive, employers cannot afford to have such high levels of stress and the associated difficulties it can cause in their organisations."

She suggested that a lack of communication and transparency can undermine the relationship between managers and staff, which can make employees dissatisfied and more stressed.

Recruitment agencies could be witnessing people from all stages in their career demand flexible working as older workers look to the practice.

According to Dr Graeme Codrington, a futurist at business network Tomorrowtoday.uk.com, the Baby Boomer generation who are coming up to retirement age are choosing to work past this stage but return to part-time work in flexible positions.

"They're going to get a taste for remote working and they're probably going to like it," he claimed.

"Remote working will be driven as much by older generations as younger. For different reasons, they will all want the same thing – and that means it will happen at pace."

Indeed, he added that while Generation Y enters the workforce and expects flexibility to be part of a company's engagement policy, Generation X workers will also look to the practice as they reach middle age and have more family commitments.

Last week, research from Ellipse found that around 80 per cent of UK employees are working sick because of the use of always-on technology.

Recruitment agencies could be witnessing people from all stages in their career demand flexible working as older workers look to the practice.

According to Dr Graeme Codrington, a futurist at business network Tomorrowtoday.uk.com, the Baby Boomer generation who are coming up to retirement age are choosing to work past this stage but return to part-time work in flexible positions.

"They're going to get a taste for remote working and they're probably going to like it," he claimed.

"Remote working will be driven as much by older generations as younger. For different reasons, they will all want the same thing – and that means it will happen at pace."

Indeed, he added that while Generation Y enters the workforce and expects flexibility to be part of a company's engagement policy, Generation X workers will also look to the practice as they reach middle age and have more family commitments.

Last week, research from Ellipse found that around 80 per cent of UK employees are working sick because of the use of always-on technology.

More human resources jobs could be created in the construction industry over the next year after confidence in the sector grew to an eight-month high.

A monthly report by Markit and the Chartered Institute of Purchasing & Supply (CIPS) found that confidence grew to the second highest level in the survey's history, topped only by the standard met in May last year.

Furthermore, new business received by UK construction firms continued to grow at the beginning of this year, though the tough economic climate meant that the growth in the number of new projects slowed.

David Noble, chief executive officer at CIPS, said that confidence is on the rise.

"Buoyed by an increase in commercial activity, the continued growth in the construction sector in January was tempered by declines in housing and civil engineering.  This resulted in a slower rate of expansion overall," he noted.

"It's clear that many businesses have replenished their levels of optimism and have high expectations for improving economic conditions and new contracts."

Meanwhile, a similar survey for the manufacturing sector – published earlier this month – revealed growth to begin in 2012.

New figures have revealed that the wages of people in human resources jobs and other roles are improving.

Research published today (February 2nd) by IDSPay.co.uk show that workers in engineering, car and components manufacturing are getting the best deals, in part because of multi-year agreements.

However, the findings also revealed that January deals are around 2.5 per cent above the typical awards this year, the company added.

TUC general secretary Brendan Barber warned, however, that there is still plenty of improvement needed for all workers to benefit.

"Employees will hope that these early indications of an easing in wage restraint spread beyond manufacturing and into the rest of the economy," he explained.

"But we're still a long way away from wages keeping pace with prices, let alone making up for years of real terms pay cuts, and we'll need sustained wage growth to deliver the boost in consumer spending that our economy still desperately needs."

While pay rises are occurring in some sectors, jobs are being created in the food industry after Subway and McDonald's revealed that they will be hiring more workers this year.

More human resources jobs could be created in the coming year after the government announced it will be providing coaching for up to 10,000 high-growth companies.

Ministers believe this will help improve business leadership, access to finance, help develop exporting procedures and drive innovation, therefore creating growth and jobs.

Coaches will work with senior management teams to help deliver and develop these strategies and eventually create further growth in the British economy.

Business and enterprise minister Mark Prisk explained that providing intensive and quality coaching is "vital" for high growth potential businesses.

"I know from talking to businesses that they face a range of challenges in growing, such as raising finance, securing new customers and strengthening their leadership capabilities," he explained.

"I want to make sure that we can give them the tools to overcome these obstacles and the success of this programme will be judged on the level of growth it delivers to the UK economy."

Meanwhile, the Recruitment and Employment Confederation and Confederation of British Industry will meet this month to discuss opportunities in the Far East.