Nurturing the Global Cabbage Patch Insights and Challenges
Nurturing the Global Cabbage Patch Insights and Challenges 2020 and Beyond Michael A Potter UK born 20 Years Experience in Corporate Role Head of MPA since 1994 Head of MAPI since 2003
Globalist / International Practitioner Writer/Speaker/Trainer/Consultant Fellow of CIPD (UK) Not Related to Harry Potter Areas of Expertise Leadership Master Classes Graduate Development Career Counselling
Mentoring & Coaching Assessment & Development Competency Frameworks Qualifications & Professional Memberships Professional Development People Strategy Some of My Clients Advisor to Government of Ghana on People Issues Consultant/Advisor to: Rolls Royce Tata Group Labadi Beach Hotel BBC PSMB
SMART Vodafone DHL Global Experience Europe Asia Middle East Africa Bulgaria Denmark Estonia
Finland Germany Holland Norway Poland Romania Sweden UK Bangladesh India Indonesia Malaysia Philippines Singapore Sri Lanka Taiwan Thailand Vietnam
Bahrain U.A.E Ghana Nigeria South Africa Video: Global Megatrends An Outlook to 2030 The World of Work Changes Profoundly Challenges towards 2020 and beyond Increased Worker Mobility An Ageing
Workforce Lack of Critical Talent Rise of the Freelance Economy Retention of Key Talent Demographic Changes Will Continue To Pose Challenges By 2020: a quarter of Europeans will be over the age of 60 One-third of the population in China will be over the age of 50, with annual workforce growth of
less than 5%. By 2050: The average citizen in Japan will be aged 53. Contrast that with Nigerias 30, Indias 38 or Philippines 32. Over 65s will be the fastest growing population Source: United Nations, 2015, World Population Prospects World Demographics Source: United Nations, 2015, World Population Prospects Technology Will Continue To Alter Labour Markets 1 in 2 jobs are at risk of being replaced by automation
But technology will also allow to work from anywhere in the world Likely to affect the relationship between education and training Competition For Key Talent Will Intensify Major economies will face severe labour shortfalls New job profiles and skills will be required Mobility will become a key ingredient of talent development Demand for project-based and temporary work will increase
Critical Talent Scarcity Globally, 38% OF EMPLOYERS are having DIFFICULTY FILLING JOBS in 2015 Countries experiencing MOST DIFFICULTY filling jobs in 2015 Countries experiencing LEAST DIFFICULTY filling jobs in 2015 Japan 83% Czech Rep 18%
Peru 68% Netherlands 14% Hong Kong 65% Spain 14% Brazil 61%
UK 14% Romania 61% Ireland 11% Source: Manpower 2015 Talent Shortage Surve Top 10 Jobs Employers Are Having Difficulty Filling Global
9. IT Staff 9. Sales Managers 10.Production/Machine Operators 10.Drivers PHILIPPINES ECONOMIC OUTLOOK 2016-2020 Population GDP Annual Growth Rate - Services account for 57% of total GDP Corruption Index Unemployment Rate - 15 to 24 year olds = 50.1% - 25 to 34 year olds = 28.3%
- College graduates = 23.1% Unemployed Persons Labour Force Participation Job Vacancies Currently Available 2016 2020 102.2 million 110 million 6.9% 6.3% 35 points
51 points 6.1% 5.7% 2.5 million 2.6 million 63.6% 64% 200,000 185,000
Philippines Brain Drain Overseas Filipino Workers estimated at 2.4 million in 2015 1 in 4 (24.7%) OFW works in Saudi Arabia Other countries in Asia are United Arab Emirates (15.5%), Hong Kong (5.9%), Kuwait (5.8%), Singapore (5.7%) and Qatar (5.5%) North and South America (6.1%) Europe (7.1%) Remittances sent back = 180.3 billion pesos (2015) Source: Philippines Statistics Authority (2015) Occupations Deployed Abroad by OFW Labourers and unskilled workers (33.2%)
Service workers and shop and market sales workers (17.6%) Plant and machine operators and assemblers (12.8%) Trades and related workers (11.8%) Source: Philippines Statistics Authority (2015) Rodrigo Duterte Promises a stronger economy, stable inflation, and robust fiscal position Plans to: prioritise infrastructure spending lower corporate and personal income taxes ease the process of doing business invest heavily in human resources Global Twin Crisis
Shortage of jobs vs. Shortage of skills 75 million YOUTH are 57% of GLOBAL UNEMPLOYED GLOBALLY EMPLOYERS find it difficult to source SKILLED ENTRYLEVEL TALENT 1/2 of youth are not sure that their postsecondary education has improved their chances of finding a job
McKinsey Global Institute estimate that by 2020 there will be a global shortfall of 85 million high-and middleskilled workers Source: McKinsey & Co Education to Employment: Designing a System that Works Global Talent Mismatch Young people cant find jobs. Yet employers cant find people with the right entry-level skills. How can we close this gap? Education to Employment Challenges:
Employers, education providers, and youth live in parallel universes Fewer than of youth and employers believe that new graduates are adequately prepared for entry-level positions. 72% of education providers believe the opposite. Disengagement between the stakeholders 1/3rd of employers never communicate with education But providers 1/3rd of education providers are unable to estimate the job-placement rates of their graduates Less than of youth understand which discipline lead to which profession
Education to Employment Challenges: The education-to-employment journey is fraught with obstacles 31% of high school graduates do not continue education due to cost 60% say on-the-job training and hands-on learning are the most effective instructional techniques But, less than are enrolled in curricula that prioritise those techniques 40% say their first job is unrelated to their field of study and they want to change positions quickly Closing the Skills Gap: Collaborative Approach Employers
Influence on materials taught Partner with universities to provide technical and vocational-skills training Universities Align curriculum more closely with labour market needs Must prepare students for unemployment Governments Promote skill development through state funded initiatives Simplify immigration rules for skilled workers Encourage entrepreneurship
Individuals Enrol in curricula that prioritise practical experience Invest in personal career development Choose apprenticeship route Example: India Global Talent Track, India Works with over 900 colleges across 15 states and plans to train more than 500,000 students over the next 5 years Public Private Partnership: The National Skills Development Corporation Promotes skill development by catalysing the creation of large, high quality, for-profit vocational institutions
Example: Ghana Centre for Entrepreneurship, Employment and Innovation Provides young unemployed with a platform to connect to experienced entrepreneurs, business financiers, recruitment agencies, skills training experts and policy makers so that they can either find employment or received the requisite training, advice and funding to actualise their business ideas Example: Malaysia HRDF Fund Administered by PSMB Established in 1993 with the aim of developing quality human capital and world-class workforce in order to achieve a high income economy based on knowledge and innovation The HRDF spearheads the up-skilling of
Malaysian workforce by allowing employers to receive financial assistance up to 100% to cover the training cost incurred Example: Denmark Government Initiatives Funding of additional 800 adult apprenticeships funding of wage-subsidised employment and skills upgrading for academically weak young adults An increase in the number of job-rotation schemes in the public sector In-company trainee programmes Vocational Education and Training Vocationally skilled people can meet the needs of industries for specialised skills Switzerland:
No 1 on the Global Innovation Index 70% of young adolescents choose the apprenticeship track rather than the university route Unemployment rate of 3.6% Germany and Austria: youth unemployment rates are as low as 8% as a result of vocational education and training Source: INSEAD:, he Global Talent Competitiveness Index, 2015-16 Students/Job Seekers Must be prepared for unemployment. Looking for full time employment is no longer the best option. Should consider looking for two or even three part-time
jobs, as well as contract and temporary work. Invest in Personal Development Must be prepared to make personal investments into their career development E.g. Erasmus Plus programme in Europe Gain international experience E.g. AIESEC programme In Summary There is a clear gap between the skills that businesses are looking for and the skills
available in the labour market To close this gap there needs to be a closer collaboration between the stakeholders Employers Universities Government Individuals World Series Paper 5 Download the paper from www.map-int.com The paper is also available as a 2-days training programme Michael A Potter International Products All products are available to purchase from our website http://www.map-int.com/products/ Books and journals are also available to download as eBooks
Please visit our website at: www.map-int.com Contact Details: Michael A Potter Tel: (+44) 1617 764 383 Fax: (+44) 1617 764 384 [email protected] www.map-int.com
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