Sounds counterintuitive - by 2030 - more jobs than people to do those jobs

- centers around the workforce crisis of 2030

- Rainer Strack - German consultant - working in this field for 20 years discuss
ed this subject
- he was born in Germany, in 1964 - which happened to be - year with the highest
birth rate - 1.3 mil
- goes on- presents the German age pyramid - focuses on the potential working ag
e population (15-65 years)
- demonstrates how the age structure will develop over the next years - those wh
o are working now will retire by 2030
=> the potential working-age population is already set in stone today, except fo
r much higher migration rates
their number is much smaller
- points out that the labour supply will go down in Germany, labour demand will
increase = > talent shortage, with more than 20% of the current workforce missin
g
no more workers to generate
this growth
- as potential solutins, so as not to stagnate Germany and to continue its produ
ctivity growth - increase migration
- get more women into the workforce
- increase retirement age
- also simulated this for the world's 15 largest economies
- by 2020, still see labor surplus in some countries - Italy, Fr
ance, USA
- dramatical change by 2030 - global workforce crisis
- in reality - more challenging - only presented average numbers
- de-averaged them => higher shortfalls for high-skilled ppl
partial surplus for low-skilled ones
- apart from labor shortage - also face - skill mismatch - challenges in terms o
f - education, qualification,
upskilling
- as far as technology, robots and automation are concerned - already boost prod
uctivity
- threaten not only blue-collar worksers, but also white-collar ones => replace
many jobs
- automation has already taken place - not clear if technology will help overcom
e this crisis
- require new skills => new jobs on the hor
izon (cognitive system engineer)
=> worsen skill mismatch
- high skilled ppl, scarce resource - have to understand them better
- migration - good way to close a gap
- countries ought to look across borders for mobile and willing job seekers
- the problem of mobility arises - more than 60% of the job seekers - willing work abroad
countries - least mobile - Russia, USA, GErmany
- most preffered countries - USA, UK, Canada
- reffers also to job prefferences - being appreciated for their work => people
looking for recognition
- great relationship with colleagues
- good work-life balance
- good relationships with supperior
- attractive fixed salary
- another cause of this crisis - cultural challenge

- a people strategy is needed - 1.

obs and skills (workforce planning
2.
3.
4.
- crucial - change our attitudes not machines

how to forecast supply&demand for different j

> financial planning)
how to attract great people
how to educate and upskill them ^
how to retain great people
employees are resources, assets - not costs,