TED@BCG Berlin
Rainer Strack: The workforce crisis of 2030 -- and how to start solving it now
Rainer Strack: Iznenađujuća kriza radne snage 2030. — i kako odmah krenuti u njeno rješavanje
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Zvuči čudno, ali do 2030. godine će mnoge od najvećih svjetskih privreda, imati više posla od odraslih građana koji bi ih mogli obavljati. U ovom vrlo šarmantnom govoru punom podataka, Rainer Strack, stručnjak za ljudske resurse, kaže kako bi države trebale van svojih granica tražiti ljude koji traže posao. Ali, da to naprave, moraju početi s mijenjanjem kulture u svojim tvrtkama.
Rainer Strack - Human resources expert
BCG's Rainer Strack advocates for companies to adopt a "people advantage" -- because employee-centered thinking can go a long way. Full bio
BCG's Rainer Strack advocates for companies to adopt a "people advantage" -- because employee-centered thinking can go a long way. Full bio
Double-click the English transcript below to play the video.
2014. je stvarno jako posebna godina
za mene:
za mene:
00:12
2014 is a very special year for me:
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20 godina kao konzultant,
00:16
20 years as a consultant,
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20 godina braka,
00:18
20 years of marriage,
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i slaviti ću 50 godina kroz jedan mjesec.
00:19
and I'm turning 50 in one month.
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00:22
That means I was born in 1964
in a small town in Germany.
in a small town in Germany.
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To znači da sam rođen 1964.
u malom gradu u Njemačkoj.
u malom gradu u Njemačkoj.
00:28
It was a gray November day,
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Bio je to sivi dan u studenom,
00:30
and I was overdue.
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a ja sam zakasnio.
00:32
The hospital's maternity ward
was really stressed out
was really stressed out
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Osoblje rodilišta
je zaista bilo preopterećeno
je zaista bilo preopterećeno
00:35
because a lot of babies were born
on this gray November day.
on this gray November day.
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jer se jako puno beba rodilo tog
sivog dana u studenom.
sivog dana u studenom.
00:40
As a matter of fact,
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Zapravo,
1964. je bila godina s
najvećim natalitetom u Njemačkoj ikada:
najvećim natalitetom u Njemačkoj ikada:
00:42
1964 was the year with the highest
birth rate ever in Germany:
birth rate ever in Germany:
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00:46
more than 1.3 million.
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2020
više od 1,3 milijuna.
00:48
Last year, we just hit over 600,000,
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Prošle godine smo jedva premašili 600.000,
00:51
so half of my number.
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dakle pola moje brojke.
00:53
What you can see here
is the German age pyramid,
is the German age pyramid,
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Ovo što možete ovdje vidjeti
jest njemačka starosna piramida,
jest njemačka starosna piramida,
00:57
and there, the small black point
at the top, that's me.
at the top, that's me.
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a ova mala crna točka
na vrhu, to sam ja.
na vrhu, to sam ja.
01:00
(Laughter) (Applause)
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(Smijeh) (Pljesak)
01:06
In red, you can see the potential
working-age population,
working-age population,
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U crvenom možete vidjeti potencijalno
radno sposobno stanovništvo,
radno sposobno stanovništvo,
01:10
so people over 15 and under 65,
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dakle ljude od preko 15 do ispod 65,
01:14
and I'm actually only interested
in this red area.
in this red area.
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i ja sam u stvari zainteresiran
samo za crveno područje.
samo za crveno područje.
01:18
Now, let's do a simple simulation
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Napravimo sada jednostavnu simulaciju
kako će se razvijati starosna struktura
u slijedećih nekoliko godina.
u slijedećih nekoliko godina.
01:20
of how this age structure will develop
over the next couple of years.
over the next couple of years.
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01:24
As you can see,
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Kao što možete vidjeti,
01:26
the peak is moving to the right,
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vrh se kreće udesno,
01:28
and I, with many other baby boomers,
will retire in 2030.
will retire in 2030.
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a ja ću se, s mnogo drugih baby boomera,
umiroviti 2030.
umiroviti 2030.
01:35
By the way, I don't need any forecasts
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Uz put, ne trebam nikakva predviđanja
01:37
of birth rates for predicting
this red area.
this red area.
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nataliteta kako bi predvidio
ovo crveno polje.
ovo crveno polje.
01:40
The red area,
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Ovo crveno polje,
01:41
so the potential
working-age population in 2030,
working-age population in 2030,
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dakle potencijalno
radno sposobno stanovništvo 2030.
radno sposobno stanovništvo 2030.
01:45
is already set in stone today,
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je već sada čvrsto opredjeljeno,
01:48
except for much higher migration rates.
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osim u slučaju bitno višeg
stupnja migracije.
stupnja migracije.
01:52
And if you compare this red area in 2030
with the red area in 2014,
with the red area in 2014,
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I ako usporedite to crveno polje u 2030.
s crvenim poljem 2014.
s crvenim poljem 2014.
01:58
it is much, much smaller.
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ono je bitno, bitno manje.
02:01
So before I show you
the rest of the world,
the rest of the world,
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Prije nego vam pokažem ostatak svijeta,
02:03
what does this mean for Germany?
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što to znači za Njemačku?
02:07
So what we know from
this picture is that the labor supply,
this picture is that the labor supply,
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Ono što znamo iz ove slike jest
da će ponuda radne snage,
da će ponuda radne snage,
02:11
so people who provide labor,
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dakle ljudi koji osiguravaju rad,
02:13
will go down in Germany,
and will go down significantly.
and will go down significantly.
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u Njemačkoj smanjiti i to značajno.
02:16
Now, what about labor demand?
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Što je s potrebom za radnom snagom?
02:19
That's where it gets tricky.
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Tu priča postaje složenija.
02:22
As you might know, the consultant's
favorite answer to any question is,
favorite answer to any question is,
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Kao što možda znate, omiljen odgovor
konzultanta na bilo koje pitanje je:
konzultanta na bilo koje pitanje je:
02:26
"It depends."
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"Zavisi."
02:28
So I would say it depends.
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Tako da ću reći kako zavisi.
02:31
We didn't want to forecast the future.
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Nismo željeli predvidjeti budućnost.
02:33
Highly speculative.
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To je jako špekulativno.
02:34
We did something else.
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Napravili smo nešto drugo.
02:36
We looked at the GDP
and productivity growth of Germany
and productivity growth of Germany
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Promatrali smo BDP
i rast proizvodnje u Nemačkoj
i rast proizvodnje u Nemačkoj
02:39
over the last 20 years,
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u razdoblju od zadnjih 20 godina,
02:41
and calculated the following scenario:
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i izračunali slijedeći scenarij:
02:44
if Germany wants to continue
this GDP and productivity growth,
this GDP and productivity growth,
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ako Njemačka želi održati isti BDP
i rast proizvodnje,
i rast proizvodnje,
02:48
we could directly calculate
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možemo direktno izračunati
02:50
how many people Germany would need
to support this growth.
to support this growth.
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koliko će ljudi biti potrebno
za održanje ovakvog rasta u Njemačkoj.
za održanje ovakvog rasta u Njemačkoj.
02:54
And this is the green line: labor demand.
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A to je zelena linija:
potražnja radne snage.
potražnja radne snage.
02:57
So Germany will run into
a major talent shortage very quickly.
a major talent shortage very quickly.
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Tako da će se Njemačka vrlo brzo suočiti
sa značajnim nedostatkom talenta.
sa značajnim nedostatkom talenta.
8 milijuna ljudi nedostaje,
03:03
Eight million people are missing,
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03:05
which is more than 20 percent
of our current workforce,
of our current workforce,
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što je preko 20 posto
trenutne radne snage,
trenutne radne snage,
03:07
so big numbers, really big numbers.
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dakle velika brojka,
stvarno velika brojka.
stvarno velika brojka.
03:10
And we calculated several scenarios,
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I izračunali smo nekoliko scenarija,
a rezultat uvijek izgleda ovako.
03:12
and the picture always looked like this.
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03:16
Now, to close the gap,
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Kako bi prevladala jaz,
03:18
Germany has to significantly
increase migration,
increase migration,
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Njemačka mora značajno povećati
migraciju,
migraciju,
03:22
get many more women in the workforce,
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dobiti bitno više žena u radnoj snazi,
03:24
increase retirement age —
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povećati dobnu granicu odlaska u mirovinu --
03:26
by the way, we just
lowered it this year —
lowered it this year —
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usput, upravo smo to smanjili --
03:28
and all these measures at once.
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i potrebno je uvesti
sve ove mjere odjednom.
sve ove mjere odjednom.
03:31
If Germany fails here,
Germany will stagnate.
Germany will stagnate.
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Ako Njemačka ovdje ne uspije,
Njemačka će stagnirati.
Njemačka će stagnirati.
03:35
We won't grow anymore. Why?
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Nećemo više rasti. Zašto?
03:38
Because the workers are not there
who can generate this growth.
who can generate this growth.
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Zato što nema radnika
koji mogu generirati taj rast.
koji mogu generirati taj rast.
03:41
And companies will look
for talents somewhere else.
for talents somewhere else.
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I kompanije će talente
tražiti negde drugdje.
tražiti negde drugdje.
Ali gdje?
03:45
But where?
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03:48
Now, we simulated labor supply
and labor demand
and labor demand
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Simulirali smo ponudu
i potražnju radne snage
i potražnju radne snage
03:52
for the largest 15 economies in the world,
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za 15 najvećih svjetskih privreda,
03:55
representing more than 70 percent
of world GDP,
of world GDP,
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koje predstavljaju
više od 70 posto svjetskog BDP-a,
više od 70 posto svjetskog BDP-a,
03:59
and the overall picture
looks like this by 2020.
looks like this by 2020.
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i sveobuhvatna slika
do 2020. izgleda ovako:
do 2020. izgleda ovako:
04:03
Blue indicates a labor surplus,
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plava označava višak radne snage,
04:06
red indicates a labor shortfall,
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crvena označava manjak radne snage,
04:08
and gray are those countries
which are borderline.
which are borderline.
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a siva, one zemlje
koje se nalaze na granici.
koje se nalaze na granici.
04:12
So by 2020, we still see a labor surplus
in some countries,
in some countries,
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Tako da do 2020., još uvijek vidimo višak
radne snage u nekim zemljama,
radne snage u nekim zemljama,
04:18
like Italy, France, the U.S.,
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poput Italije, Francuske, SAD-a,
04:20
but this picture will change
dramatically by 2030.
dramatically by 2030.
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ali ova slika će se do 2030.
dramatično promijeniti.
dramatično promijeniti.
04:25
By 2030, we will face
a global workforce crisis
a global workforce crisis
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Do 2030. suočiti ćemo se s globalnom
krizom radne snage
krizom radne snage
04:29
in most of our largest economies,
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u većini naših najvećih privreda,
04:32
including three
out of the four BRIC countries.
out of the four BRIC countries.
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uključujući i tri od četiri zemlje BRIC-a.
04:35
China, with its former
one-child policy, will be hit,
one-child policy, will be hit,
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Kina zbog svoje politike jednog djeteta,
04:38
as well as Brazil and Russia.
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kao i Brazil i Rusija.
04:42
Now, to tell the truth,
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Ali da budemo potpuno iskreni
04:46
in reality, the situation
will be even more challenging.
will be even more challenging.
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u stvarnosti, situacija će biti
još izazovnija.
još izazovnija.
04:50
What you can see here are average numbers.
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Ono što ovdje možete vidjeti
su prosječne brojke.
su prosječne brojke.
04:54
We de-averaged them
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Mi smo ih ponovno razmatrali
04:56
and broke them down
into different skill levels,
into different skill levels,
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i razložili na različite
razine kvalifikacije,
razine kvalifikacije,
04:58
and what we found
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i ono što smo pronašli
04:59
were even higher shortfalls
for high-skilled people
for high-skilled people
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je veći nedostatak
visoko kvalificiranih ljudi
visoko kvalificiranih ljudi
05:03
and a partial surplus
for low-skilled workers.
for low-skilled workers.
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i djelomičan višak radnika
s niskom kvalifikacijom.
s niskom kvalifikacijom.
05:08
So on top of an overall labor shortage,
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Tako ćemo se
pored ukupnog nedostatka radne snage,
pored ukupnog nedostatka radne snage,
05:11
we will face a big
skill mismatch in the future,
skill mismatch in the future,
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u budućnosti suočiti s velikom
nesrazmjerom u kvalifikacijama,
nesrazmjerom u kvalifikacijama,
05:15
and this means huge challenges
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a to predstavlja velike izazove
05:17
in terms of education, qualification,
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u smislu obrazovanja, kvalifikacije,
05:19
upskilling for governments and companies.
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dodatnog obrazovanja za javne potrebe
i potrebe poduzeća.
i potrebe poduzeća.
05:24
Now, the next thing we looked into
was robots, automation, technology.
was robots, automation, technology.
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Sljedeća stvar koju smo promatrali bili
su roboti, automatizacija i tehnologija.
su roboti, automatizacija i tehnologija.
05:30
Will technology change this picture
and boost productivity?
and boost productivity?
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Hoće li tehnologija promijeniti ovu sliku
i povećati produktivnost?
i povećati produktivnost?
05:35
Now, the short answer would be
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Pa, kratak odgovor bi bio
05:37
that our numbers already include
a significant growth in productivity
a significant growth in productivity
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da naše brojke već uključuju
značajan rast produktivnosti
značajan rast produktivnosti
05:42
driven by technology.
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pokrenut tehnologijom.
05:45
A long answer would go like this.
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A dugačak odgovor bi izgledao ovako:
05:48
Let's take Germany again.
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uzmimo ponovno Njemačku.
05:51
The Germans have
a certain reputation in the world
a certain reputation in the world
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Nijemci imaju određenu reputaciju
u svijetu
u svijetu
05:53
when it comes to productivity.
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kada je riječ o produktivnosti.
05:56
In the '90s, I worked in our Boston office
for almost two years,
for almost two years,
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Tijekom 90-ih skoro sam dvije godine
radio u našem bostonskom uredu,
radio u našem bostonskom uredu,
06:00
and when I left, an old senior partner
told me, literally,
told me, literally,
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i kada sam odlazio,
stariji partner mi je doslovno rekao:
stariji partner mi je doslovno rekao:
06:04
"Send me more of these Germans,
they work like machines."
they work like machines."
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"Pošalji mi još tih Nijemaca,
oni rade kao strojevi."
oni rade kao strojevi."
(Smijeh)
06:08
(Laughter)
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06:12
That was 1998.
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To je bilo 1998.
06:16
Sixteen years later,
you'd probably say the opposite.
you'd probably say the opposite.
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16 godina kasnije,
vjerojatno biste rekli obrnuto:
vjerojatno biste rekli obrnuto:
06:19
"Send me more of these machines.
They work like Germans."
They work like Germans."
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"Pošalji mi više takvih strojeva.
Oni rade kao Nijemci."
Oni rade kao Nijemci."
(Smijeh) (Pljesak)
06:23
(Laughter) (Applause)
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06:30
Technology will replace
a lot of jobs, regular jobs.
a lot of jobs, regular jobs.
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Tehnologija će zamijeniti puno poslova,
regularnih poslova.
regularnih poslova.
06:34
Not only in the production industry,
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Ne samo u proizvodnim industrijama,
06:36
but even office workers are in jeopardy
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već su i uredski radnici u opasnosti
06:38
and might be replaced by robots,
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i možda će ih zamijeniti roboti,
umjetna intligencija, veliki podatci,
ili automatizacija.
ili automatizacija.
06:41
artificial intelligence,
big data, or automation.
big data, or automation.
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06:45
So the key question is not
if technology replaces some of these jobs,
if technology replaces some of these jobs,
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Tako da ključno pitanje nije hoće li
tehnologija zamijeniti neke od ovih poslova,
tehnologija zamijeniti neke od ovih poslova,
06:50
but when, how fast, and to what extent?
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već kada će, koliko brzo,
i u kojem obujmu?
i u kojem obujmu?
06:53
Or in other words,
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Ili drugim riječima,
06:55
will technology help us
to solve this global workforce crisis?
to solve this global workforce crisis?
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hoće li nam tehnologija
pomoći riješiti ovu globalnu krizu?
pomoći riješiti ovu globalnu krizu?
07:01
Yes and no.
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Da i ne.
Ovo je sofisticiranija verzija "ovisi".
07:03
This is a more sophisticated
version of "it depends."
version of "it depends."
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(Smijeh)
07:06
(Laughter)
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07:07
Let's take the automotive industry
as an example,
as an example,
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Uzmimo za primjer automobilsku industriju,
07:12
because there, more than 40 percent
of industrial robots are already working
of industrial robots are already working
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jer tu već radi 40 posto
industrijskih robota
industrijskih robota
07:16
and automation has already taken place.
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i automatizacija već funkcionira.
07:21
In 1980, less than 10 percent
of the production cost of a car
of the production cost of a car
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1980., manje od 10 posto cijene
proizvodnje automobila,
proizvodnje automobila,
bilo je povezano
s elektroničkim dijelovima.
s elektroničkim dijelovima.
07:26
was caused by electronic parts.
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Danas je ta brojka veća od 30 posto
07:29
Today, this number is more than 30 percent
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07:32
and it will grow
to more than 50 percent by 2030.
to more than 50 percent by 2030.
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i rasti će na više od 50 posto
do 2030.
do 2030.
07:37
And these new electronic parts
and applications
and applications
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A ti novi elektronički dijelovi
i aplikacije
i aplikacije
07:41
require new skills
and have created a lot of new jobs,
and have created a lot of new jobs,
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traže nove vještine i kreirali su
jako puno novih poslova,
jako puno novih poslova,
07:45
like the cognitive systems engineer
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poput kognitivnog sustavskog inžinjera
07:48
who optimizes the interaction
between driver and electronic system.
between driver and electronic system.
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koji optimizira interakciju između
vozača i elektroničkog sustava.
vozača i elektroničkog sustava.
07:54
In 1980, no one had the slightest clue
that such a job would ever exist.
that such a job would ever exist.
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1980. nitko nije imao ideju
da će takav posao ikada postojati.
da će takav posao ikada postojati.
08:01
As a matter of fact,
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U stvari,
08:03
the overall number of people
involved in the production of a car
involved in the production of a car
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ukupan broj ljudi koji su uključeni
u proizvodnju automobila
u proizvodnju automobila
08:07
has only changed slightly
in the last decades,
in the last decades,
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samo se neznatno promijenio
tijekom poslednjih desetljeća,
tijekom poslednjih desetljeća,
08:10
in spite of robots and automation.
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unatoč robotima i automatizaciji.
08:13
So what does this mean?
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Što to znači?
08:15
Yes, technology
will replace a lot of jobs,
will replace a lot of jobs,
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Da, tehnologija će
zamijeniti mnoge poslove,
zamijeniti mnoge poslove,
08:17
but we will also see a lot of new jobs
and new skills on the horizon,
and new skills on the horizon,
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ali uskoro ćemo na horizontu vidjeti i
puno novih poslova i novih vještina,
puno novih poslova i novih vještina,
08:23
and that means technology will worsen
our overall skill mismatch.
our overall skill mismatch.
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što znači kako će tehnologija pogoršati
ukupni nesrazmjer u kvalifikacijama.
ukupni nesrazmjer u kvalifikacijama.
08:29
And this kind of de-averaging
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I ovakva vrsta uprosječavanja
08:31
reveals the crucial challenge
for governments and businesses.
for governments and businesses.
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otkriva presudni izazov
za vlade i privredu.
za vlade i privredu.
08:37
So people, high-skilled people,
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Tako će visoko obrazovani ljudi,
08:41
talents, will be the big thing
in the next decade.
in the next decade.
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talenti, imati veliki značaj
tijekom sljedećeg desetljeća.
tijekom sljedećeg desetljeća.
08:45
If they are the scarce resource,
we have to understand them much better.
we have to understand them much better.
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Ukoliko oni predstavljaju oskudan resurs,
moramo ih bitno bolje razumjeti.
moramo ih bitno bolje razumjeti.
08:50
Are they actually willing to work abroad?
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Jesu li oni zaista voljni
raditi u inozemstvu?
raditi u inozemstvu?
08:53
What are their job preferences?
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Koje su im poslovne preferencije?
08:56
To find out, this year we conducted
a global survey
a global survey
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Kako bi to spoznali, ove godine
smo proveli globalno istraživanje
smo proveli globalno istraživanje
09:01
among more than 200,000 job seekers
from 189 countries.
from 189 countries.
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među 200.000 ljudi iz 189 zemalja
koji traže posao.
koji traže posao.
09:08
Migration is certainly
one key measure to close a gap,
one key measure to close a gap,
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Migracija je zasigurno jedna od
ključnih mjera za savladavanje jaza,
ključnih mjera za savladavanje jaza,
09:13
at least in the short term,
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barem kratkoročno,
09:15
so we asked about mobility.
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tako smo ih pitali o mobilnosti.
09:17
More than 60 percent
of these 200,000 job seekers
of these 200,000 job seekers
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Više od 60 posto od ovih 200.000 ljudi
koji traže posao
koji traže posao
09:22
are willing to work abroad.
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spremno je raditi u inozemstvu.
09:24
For me, a surprisingly high number.
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Za mene iznenađujuće visoka brojka.
09:26
If you look at the employees
aged 21 to 30,
aged 21 to 30,
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Ukoliko promatramo zaposlenike
između 21 i 30 godina,
između 21 i 30 godina,
09:30
this number is even higher.
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ta brojka je i veća.
09:32
If you split this number up by country,
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Ukoliko tu brojku razdijelite
po zemljama,
po zemljama,
09:36
yes, the world is mobile, but only partly.
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da, svijet je mobilan,
ali tek djelomično.
ali tek djelomično.
09:41
The least mobile countries
are Russia, Germany and the U.S.
are Russia, Germany and the U.S.
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Najmanje mobilne države su:
Rusija, Nemačka i SAD.
Rusija, Nemačka i SAD.
09:46
Now where would these people like to move?
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Gdje bi se ti ljudi željeli odseliti?
09:49
Number seven is Australia,
where 28 percent could imagine moving.
where 28 percent could imagine moving.
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Na sedmom mjestu je Australija, u kojoj
28 posto ljudi može zamisliti preseljenje.
28 posto ljudi može zamisliti preseljenje.
09:54
Then France, Switzerland,
Germany, Canada, U.K.,
Germany, Canada, U.K.,
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Onda slijede: Francuska, Švicarska,
Njemačka, Kanada, Velika Britanija
Njemačka, Kanada, Velika Britanija
09:58
and the top choice
worldwide is the U.S.
worldwide is the U.S.
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i najbolji izbor širom svijeta su
Sjedinjene Države.
Sjedinjene Države.
10:02
Now, what are the job preferences
of these 200,000 people?
of these 200,000 people?
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A kakvom poslu tih 200.000 ljudi
daje prednost?
daje prednost?
10:06
So, what are they looking for?
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Što to oni traže?
10:09
Out of a list of 26 topics,
salary is only number eight.
salary is only number eight.
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Na listi od 26 područja,
plaća je tek na osmom mestu.
plaća je tek na osmom mestu.
10:15
The top four topics
are all around culture.
are all around culture.
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Prve četiri teme vezane su uz kulturu.
10:20
Number four,
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Na četvrtom mjestu,
10:21
having a great relationship with the boss;
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nalazi se dobar odnos s nadređenim;
10:24
three, enjoying a great work-life balance;
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trećem: ravnoteža između
privatnog života i rada;
privatnog života i rada;
10:28
two, having a great relationship
with colleagues;
with colleagues;
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drugom: dobar odnos s kolegama;
10:32
and the top priority worldwide
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a najveći prioritet širom svijeta
10:35
is being appreciated for your work.
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je poštovanje vašeg rada.
10:40
So, do I get a thank you?
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Dobijem li zahvalnost?
10:43
Not only once a year
with the annual bonus payment,
with the annual bonus payment,
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Ne samo jednom godišnje
kroz godišnji bonus,
kroz godišnji bonus,
10:46
but every day.
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već svaki dan.
10:48
And now, our global workforce crisis
becomes very personal.
becomes very personal.
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I sada, naša globalna kriza
radne snage postaje vrlo osobna.
radne snage postaje vrlo osobna.
10:53
People are looking for recognition.
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Ljudi traže priznanje.
10:56
Aren't we all looking
for recognition in our jobs?
for recognition in our jobs?
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Zar svi mi ne želimo priznanje
na svojim radnim mjestima?
na svojim radnim mjestima?
11:03
Now, let me connect the dots.
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Sada dopustite da povežem točke.
11:06
We will face a global workforce crisis
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Suočit ćemo se s
globalnom krizom radne snage
globalnom krizom radne snage
11:09
which consists
of an overall labor shortage
of an overall labor shortage
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koja će se sastojati od
općeg nedostatka radne snage
općeg nedostatka radne snage
11:12
plus a huge skill mismatch,
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te velikog nesrazmjera
u kvalifikacijama,
u kvalifikacijama,
11:14
plus a big cultural challenge.
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plus velikog kulturološkog izazova.
11:17
And this global workforce crisis
is approaching very fast.
is approaching very fast.
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A ta globalna kriza radne snage
nam se približava velikom brzinom.
nam se približava velikom brzinom.
11:21
Right now, we are
just at the turning point.
just at the turning point.
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Baš sada smo na prekretnici.
Dakle što mi možemo napraviti, što mogu
napraviti vlade a što tvrtke?
napraviti vlade a što tvrtke?
11:23
So what can we, what can governments,
what can companies do?
what can companies do?
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11:28
Every company,
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Svaka tvrtka,
11:29
but also every country,
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ali i svaka država,
11:31
needs a people strategy,
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treba strategiju ljudskih resursa,
11:33
and to act on it immediately,
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koju mora odmah primijeniti,
a takva strategija ljudskih resursa
se sastoji iz četri dijela.
se sastoji iz četri dijela.
11:36
and such a people strategy
consists of four parts.
consists of four parts.
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11:40
Number one, a plan
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Na prvom mjestu je plan
11:42
for how to forecast supply and demand
for different jobs and different skills.
for different jobs and different skills.
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kako predvidjeti ponudu i potražnju
različitih poslova i vještina.
različitih poslova i vještina.
11:48
Workforce planning will become
more important than financial planning.
more important than financial planning.
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Planiranje radne snage će postati važnije
od financijskog predviđanja.
od financijskog predviđanja.
11:54
Two, a plan for
how to attract great people:
how to attract great people:
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Na drugom mjestu je plan
privlačenja izvanrednih ljudi:
privlačenja izvanrednih ljudi:
11:57
generation Y, women, but also retirees.
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generacije Y, žena,
ali čak i umirovljenika.
ali čak i umirovljenika.
12:01
Three, a plan for how to educate
and upskill them.
and upskill them.
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Treći je plan njihovog obrazovanja
i dodatnog obućavanja.
i dodatnog obućavanja.
12:05
There's a huge
upskilling challenge ahead of us.
upskilling challenge ahead of us.
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Očekuje nas veliki izazov
vezan uz dodatno obrazovanje.
vezan uz dodatno obrazovanje.
12:09
And four,
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I kao četvrto,
12:11
for how to retain the best people,
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kako zadržati najbolje ljude,
12:14
or in other words,
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drugim riječima,
12:15
how to realize an appreciation
and relationship culture.
and relationship culture.
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kako ostvariti
kulturu poštivanja i dobrih odnosa.
kulturu poštivanja i dobrih odnosa.
12:23
However, one crucial underlying factor
is to change our attitudes.
is to change our attitudes.
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Ipak, presudan osnovni čimbenik
je promjena naših stavova.
je promjena naših stavova.
12:30
Employees are resources, are assets,
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Zaposleni su resurs, oni su imovina,
12:34
not costs, not head counts,
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a ne trošak, oni nisu brojke,
12:37
not machines,
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nisu strojevi,
12:38
not even the Germans.
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pa čak ni Nijemci.
12:40
Thank you.
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Hvala vam.
12:41
(Applause)
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(Pljesak)
ABOUT THE SPEAKER
Rainer Strack - Human resources expertBCG's Rainer Strack advocates for companies to adopt a "people advantage" -- because employee-centered thinking can go a long way.
Why you should listen
Rainer Strack is a Senior Partner and Managing Director at the Boston Consulting Group, where he is the global leader of the HR topic. He has written numerous articles about human resources, such as on HR controlling and people business in 2005 and on demographic risk management and strategic workforce planning in 2008, both published in the Harvard Business Review. In 2014 he published three major BCG reports on "The Global Workforce Crisis," "Decoding Global Talent," and "Creating People Advantage." He was a member of the Global Agenda Council for talent mobility of the World Economic Forum and presented twice on this topic in Davos. Strack holds a master’s degree in physics, a master’s degree in business, and a PhD in physics from RWTH Aachen University, Germany. In 2008, he was named an honorary professor at Witten/Herdecke University, Germany.
More profile about the speakerRainer Strack | Speaker | TED.com