Post on 13-Jul-2020
Talent and Technology
Introducing GTCI: Global Talent Competitiveness Index
— GTCI is an annual benchmarking study with the scope to measure the
ability of 118 countries to grow, attract and retain talent.
— The study combines the academic research and expertise of INSEAD
and the Singapore’s Human Capital Leadership Institute (HCLI) with
the business experience of The Adecco Group, global leader in HR
Solutions.
— With over 200 million people unemployed, striking skills shortages and
talent mismatches, ageing populations, the world of work faces severe
challenges.
— Talent development is the most important element to turn challenges
in opportunities.
— GTCI provides a practical tool for governments, businesses and
professionals, to improve their talent management capabilities.
— Results have been presented in Davos on January 16th, as one of the
opening events of the WEF having as main topic: Talent and
Technology.
GTCI 20172
Download Full Report
1 Switzerland (1) 11 Netherlands (12)
2 Singapore (2) 12 Ireland (16)
3United Kingdom
(7)13 Canada (9)
4 United States (4) 14 New Zealand (11)
5 Sweden (6) 15 Iceland (17)
6 Australia (13) 16 Belgium (18)
7 Luxembourg (3) 17 Germany (14)
8 Denmark (5) 18 Austria (15)
9 Finland (10) 19 UAE (23)
10 Norway (8) 2o Estonia (21)
GTCI 2017: Top 20 countries & Europe
3
Global Top 20 and previous year ranking (x) With whom Switzerland is competing in Europe....
GTCI 2017
What are we measuring to define the ranking?
4
The GTCI methodology combines academic approach with the business approach
Enable Attract Grow Retain VT Skills* GK Skills**
Input: the ability of the countries to: Output: skills available
Mid-Level
Skills
High-Level
Skills
Employability Talent Impact
Regulatory
Landscape
Market
Landscape
Business
Landscape
External
Openness
Internal
Openness
Formal
Education
Lifelong
Learning
Access to
grow
opportunities
Sustainability
Lifestyle
In the context of the GTCI, talent competitiveness refers to the set of policies and practices that enable a
country to develop, attract, and optimize the human capital that contributes to productivity and prosperity. The
research combines an assessment of what countries do to produce and acquire talents (Input) and the kind of
skills that are available to them as a result (Output).
*VT: Vocational & Technical skills
**GK: Global knowledge skills
GTCI 2017
5
What are the main conclusions of this study?
GTCI 2017
Key findings: Technology might kill some jobs. It won’t destroy work.
6
Different skills will be required by the market. Are we already growing them?
Technology is the most disruptive change of our age and of the way we work:
• While almost 200 million people are unemployed in the world, routine jobs in many sectors are at risk today, alongside a growing number
of knowledge jobs.
• However, data show that technology stimulates economic growth by boosting productivity and lowering costs.
• Technology is therefore creating new jobs and profiles.
• The problem is that new jobs require new skills that are not available yet: they include technical skills as well as people and project skills
International Labour Organization, Global Employment Trends for Youth 2015, September 2016
GTCI 2017
41%
30%
17%
12%General IT/Other
Big Data/AI
Software/Coding
IOT/Sensor
24
19
14
8
7
5
5
3
3
3
9
IT
Industrials
Health and Medical
Commodities
Financials
Consumers
TMT
Creativity
Sharing Economy
Education
Other
26%
24%16%
10%
24%
Autos
Robotics
3D Printing
Transportation
Other
IT Sector
Industrials
Technology: millions of new job profiles created and skills needed
7
60% entering the world of work by 2025 will perform jobs not existing today
‘What are the most promising industries and/or technologies you see ahead for new job creation’?
(Sources: Technology At Work v2.0 - The Future Is Not What It Used To Be, CITI and Oxford Martin School, 2016)
GTCI 2017
8
China
77%
Cambodia
78%
OECDAverage
57%
Thailand
72%
Argentina
65%
Malaysia
67%
India
69%
Ethiopia
85%US
47%
UK
35%
Romania
67%
Croatia
63%
Technology: 1 in 2 jobs under threat from computerization by 2030Countries will be no longer be attractive just because of the lower cost of labor.
(Sources: Technology At Work v2.0 - The Future Is Not What It Used To Be, CITI and Oxford Martin School, 2016 / World Bank Development Report, 2016)
Key findings: New nature of work, enabled by technology
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Technology and hyper-connectivity are changing the nature of work
New skills in people management will be necessary to run companies in this new environment
• We are moving from an economy based on ownership of the means of production to one based on owning the means of
connection (Amazon, Alibaba, Uber….)
• To respond to growing volatility, flexibility is the only solution to stay competitive and agile
• Technology is driving the rise of a more independent and dispersed workforce: we are shifting from traditional (salaried)
employment to one where 30% of the USA and European working population are free agents
GTCI 2017
What about Switzerland?
The Adecco Group template10
GTCI
2017 Grow RetainAttract VT Skills GK
Skills
1
2 5 5
1
3 7
The largest positive ‘gap’ of Switzerland with respect to the top countries is in the
pillar Attract with the country showing an excellent capacity to attract and Retain
global talent (5th in the External Openness sub-pillar).
Room for improvement: the Internal Openness sub-pillar (15th) shows a relatively
poorer performance — there is good social mobility (2nd), but gender equality
variables such as Female graduates (83rd) and Business opportunities for women
(25th) lag behind.
Scandinavian countries can be seen as its closest competitors. Smaller rich
countries such as Norway and Luxembourg have a higher GDP per capita; yet, the
GTCI score is lower.
Best Practices:
• Labour Market Flexibility
• Vocational Training (Apprenticeship)
Future challenges:
• Shortage of candidates in professional areas (IT, Healthcare, Life Science..)
• International mobility due to possible regulation changes
• Continuous training (long-life training) & gender equality to be reinforced
Enable
Switzerland is a top country in various pillars of
the GTCI, including Enable and Retain.
There are many small cities amongst the top performers in the GCTCI (7/10 have less than 400,000 inhabitants).
The Index about the City
The Adecco Group © August, 2016The Adecco Group template 11
In addition to excellent quality of life, they share other traits, such as high quality physical and information infrastructure and connectivity and sometime the presence of world-leading industrial corporations.
Top performers combine the best of both worlds: high quality of life combined with opportunities for international exposure and careers.
Other cities ranking
What are the recommendations?
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Reform education: develop
technology and people skills
through project-based &
experiential learning
Develop private alliances to
facilitate apprenticeships /
internships schemes
Foster labour market flexibility,
active employment policies and
business-government relations
Invest in constant upskilling
of staff and offer work-based
training opportunities to young
people
Encourage autonomy and
collaboration over authority and
hierarchy
Embrace flexibility and mobility
Skill Up for the digital age
Embrace a multi-career and
commit to life long learning
Build cross-border networks
and a spirit of collaboration
GTCI 2017
Videos
13GTCI 2017
Web Link
Web Link
Official Video with global findings
Video Interview in Davos Jan 16th
Official Infographic 2017
Appendix
14GTCI 2017
15GTCI 2017