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Nurturing the Global Cabbage Patch

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)

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Nurturing the Global Cabbage Patch

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  1. Nurturing the Global Cabbage Patch Insights and Challenges 2020 and Beyond

  2. 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

  3. Areas of Expertise • Leadership Master Classes • Graduate Development • Career Counselling • Mentoring & Coaching • Assessment & Development • Competency Frameworks • Qualifications & Professional Memberships • Professional Development • People Strategy

  4. Some of My Clients Advisor to Government of Ghana on People Issues Consultant/Advisor to:

  5. Global Experience

  6. Video: Global MegatrendsAn Outlook to 2030

  7. The World of Work Changes Profoundly… Challenges towards 2020 and beyond Rise of the Freelance Economy An Ageing Workforce Increased Worker Mobility Lack of Critical Talent Retention of Key Talent

  8. 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 Nigeria’s 30, India’s 38 or Philippines’ 32. • Over 65s will be the fastest growing population Source: United Nations, 2015, World Population Prospects

  9. World Demographics Source: United Nations, 2015, World Population Prospects

  10. 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

  11. 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

  12. Critical Talent Scarcity Globally, 38%OF EMPLOYERS are having DIFFICULTY FILLING JOBS in 2015 Source: Manpower 2015 “Talent Shortage Survey”

  13. Top 10 Jobs Employers Are Having Difficulty Filling Global Asia Pacific Sales Representatives Engineers Technicians Skilled Trade Workers IT Staff Accounting &Finance Staff Management/Executives Secretaries, Administrative Assistant & Office Support Staff Sales Managers Drivers • Skilled Trade Workers • Sales Representatives • Engineers • Technicians • Drivers • Management/Executives • Accounting & Finance Staff • Secretaries, Administrative Assistant & Office Support Staff • IT Staff • Production/Machine Operators

  14. 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)

  15. 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)

  16. RodrigoDuterte 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

  17. Global Twin Crisis Shortage of jobs vs. Shortage of skills 57% of GLOBAL EMPLOYERS find it difficult to source SKILLED ENTRY-LEVEL TALENT McKinsey Global Institute estimate that by 2020 there will be a global shortfall of 85 million high-and middle-skilled workers 75 million YOUTH are UNEMPLOYED GLOBALLY • 1/2 of youth are not sure that their postsecondary education has improved their chances of finding a job Source: McKinsey & Co “Education to Employment: Designing a System that Works”

  18. Global Talent Mismatch Young people can’t find jobs. Yet employers can’t find people with the right entry-level skills. How can we close this gap?

  19. Education to Employment Challenges: • Employers, education providers, and youth live in parallel universes • Fewer than ½ of youth and employers believe that new graduates are adequately prepared for entry-level positions. • But 72% of education providers believe the opposite. • Disengagement between the stakeholders • 1/3rd of employers never communicate with education providers • 1/3rd of education providers are unable to estimate the job-placement rates of their graduates • Less than ½ of youth understand which discipline lead to which profession

  20. 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 ½ 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

  21. Closing the Skills Gap: Collaborative Approach • Governments • Promote skill development through state funded initiatives • Simplify immigration rules for skilled workers • Encourage entrepreneurship • 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 • Individuals • Enrol in curricula that prioritise practical experience • Invest in personal career development • Choose apprenticeship route

  22. 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

  23. 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

  24. 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

  25. 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

  26. 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

  27. 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.

  28. 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

  29. 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

  30. World Series Paper 5 Download the paper from www.map-int.com The paper is also available as a 2-days training programme

  31. 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

  32. Contact Details: Michael A Potter Tel: (+44) 1617 764 383 Fax: (+44) 1617 764 384 michael@map-int.com www.map-int.com

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