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

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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

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Global Top 20 and previous year ranking (x) With whom Switzerland is competing in Europe....

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What are we measuring to define the ranking?

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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

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What are the main conclusions of this study?

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Key findings: Technology might kill some jobs. It won’t destroy work.

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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)

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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

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Videos

13GTCI 2017

Web Link

Web Link

Official Video with global findings

Video Interview in Davos Jan 16th

Official Infographic 2017

Appendix

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15GTCI 2017