TED@BCG Berlin
Rainer Strack: The workforce crisis of 2030 -- and how to start solving it now
Rajner Štrak (Rainer Strack): Iznenađujuća kriza radne snage 2030 - i kako da odmah počnemo da je rešavamo
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Zvuči čudno, ali do 2030. će mnoge od najvećih svetskih privreda imati više poslova od odraslih građana koji bi ih obavljali. U ovom vrlo šarmantnom govoru punom podataka, Rajner Štrak, stručnjak za ljudske resurse, kaže da države treba da van svojih granica potraže ljude koji traže posao. Ali, da bi to uradile, moraju da počnu sa menjanjem kulture u svojim preduzećima.
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.
00:12
2014 is a very special year for me:
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2014. je za mene vrlo posebna godina:
00:16
20 years as a consultant,
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20 godina konsultantskog rada,
00:18
20 years of marriage,
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20 godina braka,
00:19
and I'm turning 50 in one month.
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a i punim 50 godina narednog meseca.
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 Nemačkoj.
u malom gradu u Nemačkoj.
00:28
It was a gray November day,
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Bio je siv novembarski dan,
00:30
and I was overdue.
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a ja sam bio "prenet".
00:32
The hospital's maternity ward
was really stressed out
was really stressed out
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Osoblje porodilišta je zaista
bilo preopterećeno
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 tog sivog novembarskog dana
rodilo puno beba.
rodilo puno beba.
00:40
As a matter of fact,
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Zapravo,
00:42
1964 was the year with the highest
birth rate ever in Germany:
birth rate ever in Germany:
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1964. je bila godina sa najvećim
natalitetom u Nemačkoj ikada:
natalitetom u Nemačkoj ikada:
00:46
more than 1.3 million.
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2020
više od 1,3 miliona.
00:48
Last year, we just hit over 600,000,
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Prošle godine je bio nešto iznad 600.000,
00:51
so half of my number.
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dakle, polovina mog broja.
00:53
What you can see here
is the German age pyramid,
is the German age pyramid,
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Ovde možete da vidite
nemačku uzrasnu piramidu,
nemačku uzrasnu piramidu,
00:57
and there, the small black point
at the top, that's me.
at the top, that's me.
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I tu, ta mala crna tačka na vrhu,
to sam ja.
to sam ja.
01:00
(Laughter) (Applause)
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(Smeh) (Aplauz)
01:06
In red, you can see the potential
working-age population,
working-age population,
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U crvenom možete videti stanovništvo
u potencijalno radno sposobnom uzrastu.
u potencijalno radno sposobnom uzrastu.
01:10
so people over 15 and under 65,
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dakle osobe starije od 15
i mlađe od 65 godina,
i mlađe od 65 godina,
01:14
and I'm actually only interested
in this red area.
in this red area.
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i mene zapravo zanima
samo ta crvena oblast.
samo ta crvena oblast.
01:18
Now, let's do a simple simulation
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Hajde da načinimo jednostavnu simulaciju
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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razvoja ove starosne strukture
tokom narednih nekoliko godina.
tokom narednih nekoliko godina.
01:24
As you can see,
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Kao što vidite,
01:26
the peak is moving to the right,
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vrh se pomera nadesno,
01:28
and I, with many other baby boomers,
will retire in 2030.
will retire in 2030.
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i ja ću se, kao i mnogi drugi
bebi-bumeri, penzionisati 2030.
bebi-bumeri, penzionisati 2030.
01:35
By the way, I don't need any forecasts
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Nisu mi potrebna predviđanja
01:37
of birth rates for predicting
this red area.
this red area.
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nataliteta da bih predvideo
ovu crvenu oblast.
ovu crvenu oblast.
01:40
The red area,
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Ova crvena oblast,
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.
stanovništvo 2030.
01:45
is already set in stone today,
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je već sada čvrsto opredeljeno,
01:48
except for much higher migration rates.
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sem mnogo višeg stepena 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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Ukoliko uporedite crvenu oblast 2030.
sa crvenom oblašću 2014,
sa crvenom oblašću 2014,
01:58
it is much, much smaller.
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ona je mnogo, mnogo manja.
02:01
So before I show you
the rest of the world,
the rest of the world,
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I pre nego što vam pokažem ostatak sveta,
02:03
what does this mean for Germany?
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šta ovo znači za Nemačku?
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 na osnovu ove slike
je da će se ponuda radne snage,
je da će se ponuda radne snage,
02:11
so people who provide labor,
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dakle ljudi koji obezbeđuju rad,
02:13
will go down in Germany,
and will go down significantly.
and will go down significantly.
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u Nemačkoj značajno smanjiti.
02:16
Now, what about labor demand?
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A šta je sa tražnjom radne snage?
02:19
That's where it gets tricky.
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Tu se priča komplikuje.
Kao što možda znate, omiljen odgovor
konsultanta na bilo koje pitanje je:
konsultanta na bilo koje pitanje je:
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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02:26
"It depends."
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"Zavisi".
02:28
So I would say it depends.
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Tako da bih rekao da zavisi.
02:31
We didn't want to forecast the future.
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Nismo želeli da predviđamo budućnost.
02:33
Highly speculative.
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To je vrlo spekulativno.
02:34
We did something else.
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Uradili smo nešto drugo.
02:36
We looked at the GDP
and productivity growth of Germany
and productivity growth of Germany
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Posmatrali smo bruto društveni proizvod
i rast proizvodnje u Nemačkoj
i rast proizvodnje u Nemačkoj
02:39
over the last 20 years,
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tokom poslednjih 20 godina,
02:41
and calculated the following scenario:
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i došli do sledećeg scenarija:
02:44
if Germany wants to continue
this GDP and productivity growth,
this GDP and productivity growth,
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ukoliko Nemačka želi da održi
isti BDP i rast proizvodnje
isti BDP i rast proizvodnje
02:48
we could directly calculate
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možemo da direktno izračunamo
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
da bi se ovaj rast održao u Nemačkoj.
da bi se ovaj rast održao u Nemačkoj.
02:54
And this is the green line: labor demand.
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I to je zelena linija:
tražnja radne snage.
tražnja 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 Nemačka vrlo brzo
suočiti sa značajnim nedostatkom talenata.
suočiti sa značajnim nedostatkom talenata.
03:03
Eight million people are missing,
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Nedostaje osam miliona ljudi,
03:05
which is more than 20 percent
of our current workforce,
of our current workforce,
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što je više od 20 procenata
naše trenutne radne snage,
naše trenutne radne snage,
03:07
so big numbers, really big numbers.
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dakle velike brojke, vrlo velike brojke.
03:10
And we calculated several scenarios,
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I došli smo do nekoliko scenarija,
03:12
and the picture always looked like this.
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a slika je uvek izgledala ovako.
03:16
Now, to close the gap,
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Pa, da bi ispunila ovu prazninu,
03:18
Germany has to significantly
increase migration,
increase migration,
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Nemačka mora da
značajno uveća migraciju,
značajno uveća migraciju,
03:22
get many more women in the workforce,
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uvede mnogo više žena među radnu snagu,
povisi starosnu granicu
za odlazak u penziju -
za odlazak u penziju -
03:24
increase retirement age —
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03:26
by the way, we just
lowered it this year —
lowered it this year —
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inače, upravo smo je ove godine snizili -
03:28
and all these measures at once.
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i uvede sve ove mere odjednom.
03:31
If Germany fails here,
Germany will stagnate.
Germany will stagnate.
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Ukoliko u ovome omane,
Nemačka će stagnirati.
Nemačka 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 da generišu taj razvoj.
koji mogu da generišu taj razvoj.
03:41
And companies will look
for talents somewhere else.
for talents somewhere else.
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I kompanije će talente
tražiti negde drugde.
tražiti negde drugde.
03:45
But where?
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Ali, gde?
03:48
Now, we simulated labor supply
and labor demand
and labor demand
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Simulirali smo ponudu
i tražnju radne snage
i tražnju radne snage
03:52
for the largest 15 economies in the world,
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za 15 najvećih svetskih privreda,
03:55
representing more than 70 percent
of world GDP,
of world GDP,
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koje predstavljaju više od
70 procenata svetskog BDP-a,
70 procenata svetskog 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:
izgleda ovako:
plava označava višak radne snage,
04:03
Blue indicates a labor surplus,
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04:06
red indicates a labor shortfall,
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crvena označava njen manjak,
04:08
and gray are those countries
which are borderline.
which are borderline.
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a siva - zemlje 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 uvek primećujemo
višak radne snage u nekim zemljama,
višak radne snage u nekim zemljama,
npr. Italiji, Francuskoj, SAD-u,
04:18
like Italy, France, the U.S.,
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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 promeniti.
dramatično promeniti.
04:25
By 2030, we will face
a global workforce crisis
a global workforce crisis
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Do 2030, suočićemo se sa
globalnom krizom radne snage
globalnom 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 BRIK-a.
04:35
China, with its former
one-child policy, will be hit,
one-child policy, will be hit,
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Kina će biti pogođena zbog svoje
ranije politike jednog deteta,
ranije politike jednog deteta,
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 će situacija
biti još izazovnija.
biti još izazovnija.
04:50
What you can see here are average numbers.
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Ono što ovde možete da vidite
su prosečne brojke.
su prosečne brojke.
04:54
We de-averaged them
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Mi smo ih razmatrali i van proseka
04:56
and broke them down
into different skill levels,
into different skill levels,
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i razložili na različite
nivoe kvalifikacije,
nivoe kvalifikacije,
04:58
and what we found
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i ono do čega smo došli
04:59
were even higher shortfalls
for high-skilled people
for high-skilled people
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je čak veći nedostatak
visoko kvalifikovanih ljudi
visoko kvalifikovanih ljudi
05:03
and a partial surplus
for low-skilled workers.
for low-skilled workers.
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i delimičan višak radnika
sa niskom kvalifikacijom.
sa niskom kvalifikacijom.
05:08
So on top of an overall labor shortage,
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Tako da ćemo se pored
ukupnog nedostatka radne snage
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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suočiti sa velikom nesrazmerom
u kvalifikacijama,
u kvalifikacijama,
05:15
and this means huge challenges
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što će predstavljati veliki izazov
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 potrebe
vlada i preduzeća.
vlada i preduzeća.
05:24
Now, the next thing we looked into
was robots, automation, technology.
was robots, automation, technology.
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Sledeće što smo posmatrali bili su
roboti, automatizacija, tehnologija.
roboti, automatizacija, tehnologija.
05:30
Will technology change this picture
and boost productivity?
and boost productivity?
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Da li će tehnologija da promeni ovu sliku
i poveća produktivnost?
i poveća 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 ponovo Nemačku.
05:51
The Germans have
a certain reputation in the world
a certain reputation in the world
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Nemačka uživa određen ugled u svetu
05:53
when it comes to productivity.
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kada se radi 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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Tokom '90-ih sam skoro dve godine radio
u našoj bostonskoj kancelariji,
u našoj bostonskoj kancelariji,
06:00
and when I left, an old senior partner
told me, literally,
told me, literally,
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i kada sam otišao, stariji partner
mi je doslovno rekao:
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 Nemaca,
oni rade kao mašine."
oni rade kao mašine."
06:08
(Laughter)
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(Smeh)
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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Šesnaest godina kasnije
biste verovatno rekli obrnuto:
biste verovatno 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 mašina.
One rade kao Nemci."
One rade kao Nemci."
06:23
(Laughter) (Applause)
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(Smeh) (Aplauz)
06:30
Technology will replace
a lot of jobs, regular jobs.
a lot of jobs, regular jobs.
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Tehnologija će zameniti
mnoge poslove, obične poslove.
mnoge poslove, obične poslove.
06:34
Not only in the production industry,
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Ne samo u proizvodnji,
06:36
but even office workers are in jeopardy
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čak su i kancelarijski radnici ugroženi
06:38
and might be replaced by robots,
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i mogu biti zamenjeni robotima,
veštačkom inteligencijom,
veštačkom inteligencijom,
06:41
artificial intelligence,
big data, or automation.
big data, or automation.
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"velikim podacima" ili automatizacijom.
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 da li će
tehnologija zameniti neke od ovih poslova,
tehnologija zameniti neke od ovih poslova,
06:50
but when, how fast, and to what extent?
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već kada, koliko brzo i u kojoj meri?
06:53
Or in other words,
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Ili, drugim rečima,
06:55
will technology help us
to solve this global workforce crisis?
to solve this global workforce crisis?
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da li će nam tehnologija pomoći
da rešimo ovu globalnu krizu radne snage?
da rešimo ovu globalnu krizu radne snage?
07:01
Yes and no.
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Da i ne.
07:03
This is a more sophisticated
version of "it depends."
version of "it depends."
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Ovo je prefinjenija verzija "zavisi".
07:06
(Laughter)
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(Smeh)
07:07
Let's take the automotive industry
as an example,
as an example,
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Uzmimo kao primer 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 procenata
industrijskih robota
industrijskih robota
07:16
and automation has already taken place.
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a automatizacija je već na delu.
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, elektronski delovi
su činili manje od 10 procenata
su činili manje od 10 procenata
07:26
was caused by electronic parts.
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cene proizvodnje automobila.
07:29
Today, this number is more than 30 percent
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Danas je ovaj broj veći od 30 procenata
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 porašće na više
od 50 procenata do 2030.
od 50 procenata do 2030.
07:37
And these new electronic parts
and applications
and applications
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I ovi novi elektronski delovi i programi
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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zahtevaće nove veštine i kreirati
puno novih poslova,
puno novih poslova,
07:45
like the cognitive systems engineer
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poput inženjera kognitivnih sistema
07:48
who optimizes the interaction
between driver and electronic system.
between driver and electronic system.
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koji optimizuje interakciju
vozača i elektronskog sistema.
vozača i elektronskog sistema.
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. niko nije imao predstavu
da će takav posao ikada postojati.
da će takav posao ikada postojati.
08:01
As a matter of fact,
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Zapravo,
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 učestvuje
u proizvodnji automobila
u proizvodnji automobila
08:07
has only changed slightly
in the last decades,
in the last decades,
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se samo neznatno promenio
tokom poslednjih decenija,
tokom poslednjih decenija,
08:10
in spite of robots and automation.
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uprkos robotima i automatizaciji.
08:13
So what does this mean?
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Pa, šta 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 zameniti
mnogo radnih mesta,
mnogo radnih mesta,
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 videti i mnogo
novih poslova i novih veština,
novih poslova i novih veština,
08:23
and that means technology will worsen
our overall skill mismatch.
our overall skill mismatch.
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što znači da će tehnologija pogoršati
ukupnu nesrazmernost u kvalifikacijama.
ukupnu nesrazmernost u kvalifikacijama.
08:29
And this kind of de-averaging
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I ovakvo posmatranje van proseka
08:31
reveals the crucial challenge
for governments and businesses.
for governments and businesses.
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otkriva presudni izazov
za vlade i kompanije.
za vlade i kompanije.
08:37
So people, high-skilled people,
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Tako da 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
tokom sledeće decenije.
tokom sledeće decenije.
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 redak resurs,
moramo da ih mnogo bolje razumemo.
moramo da ih mnogo bolje razumemo.
08:50
Are they actually willing to work abroad?
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Da li su oni zaista voljni
da rade u inostranstvu?
da rade u inostranstvu?
08:53
What are their job preferences?
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Šta im je na poslu najvažnije?
08:56
To find out, this year we conducted
a global survey
a global survey
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Da bismo to otkrili, ove godine
smo sproveli globalno istraživanje
smo sproveli globalno istraživanje
09:01
among more than 200,000 job seekers
from 189 countries.
from 189 countries.
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među više od 200.000 ljudi
koji traže posao, iz 189 zemalja.
koji traže posao, iz 189 zemalja.
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 sigurno jedna od
ključnih mera za popunjavanje praznine,
ključnih mera za popunjavanje praznine,
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 da 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 procenata
ovih 200.000 ljudi koji traže posao
ovih 200.000 ljudi koji traže posao
09:22
are willing to work abroad.
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je spremno da radi u inostranstvu.
09:24
For me, a surprisingly high number.
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To je za mene iznenađujuće velik broj.
09:26
If you look at the employees
aged 21 to 30,
aged 21 to 30,
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Ukoliko posmatrate zaposlene
između 21 i 30 godina,
između 21 i 30 godina,
09:30
this number is even higher.
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taj broj je još veći.
09:32
If you split this number up by country,
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Ukoliko ovaj broj razdelite po zemljama,
09:36
yes, the world is mobile, but only partly.
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da, svet je mobilan, ali samo delimično.
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.
Nemačka i SAD.
09:46
Now where would these people like to move?
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Pa, gde bi ovi ljudi želeli da se presele?
09:49
Number seven is Australia,
where 28 percent could imagine moving.
where 28 percent could imagine moving.
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Na sedmom mestu je Australija, u koju
28 procenata može da zamisli preseljenje.
28 procenata može da zamisli preseljenje.
09:54
Then France, Switzerland,
Germany, Canada, U.K.,
Germany, Canada, U.K.,
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Slede: Francuska, Švajcarska, Nemačka,
Kanada, Velika Britanija
Kanada, Velika Britanija
09:58
and the top choice
worldwide is the U.S.
worldwide is the U.S.
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i na prvom mestu širom sveta
su Sjedinjene Države.
su 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 ovih
200.000 ljudi daje prednost?
200.000 ljudi daje prednost?
10:06
So, what are they looking for?
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Dakle, šta 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 tema,
plata je tek na osmom mestu.
plata 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 su vezane za kulturu.
10:20
Number four,
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Na četvrtom mestu se nalazi
10:21
having a great relationship with the boss;
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odličan odnos sa pretpostavljenim;
10:24
three, enjoying a great work-life balance;
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trećem: dobar balans 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: odličan odnos sa kolegama;
10:32
and the top priority worldwide
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a najveći prioritet širom sveta
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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Dakle, da li mi se kaže: "Hvala"?
10:43
Not only once a year
with the annual bonus payment,
with the annual bonus payment,
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Ne samo bonusom jednom godišnje,
10:46
but every day.
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već svakodnevno.
10:48
And now, our global workforce crisis
becomes very personal.
becomes very personal.
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I tako naša globalna kriza radne snage
postaje vrlo lična.
postaje vrlo lična.
10:53
People are looking for recognition.
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Ljudi žele 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 mestima?
na svojim radnim mestima?
11:03
Now, let me connect the dots.
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Hajde da sada sve ovo povežem.
11:06
We will face a global workforce crisis
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Suočićemo se sa globalnom
krizom radne snage
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 opšteg nedostatka radne snage
od opšteg nedostatka radne snage
11:12
plus a huge skill mismatch,
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i velike nesrazmere u kvalifikacijama,
11:14
plus a big cultural challenge.
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i velikim kulturološkim izazovom.
11:17
And this global workforce crisis
is approaching very fast.
is approaching very fast.
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A ova 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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Trenutno smo baš na prekretnici.
11:23
So what can we, what can governments,
what can companies do?
what can companies do?
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I šta mi možemo da uradimo,
šta mogu da urade vlade i preduzeća?
šta mogu da urade vlade i preduzeća?
11:28
Every company,
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Svakom preduzeću,
11:29
but also every country,
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ali i svakoj državi
11:31
needs a people strategy,
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je potrebna strategija ljudskih resursa,
11:33
and to act on it immediately,
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koju mora odmah da primeni,
11:36
and such a people strategy
consists of four parts.
consists of four parts.
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i takva strategija ljudskih resursa
se sastoji iz četiri dela.
se sastoji iz četiri dela.
11:40
Number one, a plan
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Na prvom mestu je plan predviđanja
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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ponude i tražnje različitih
poslova i veština.
poslova i veština.
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
značajnije od finansijskog predviđanja.
značajnije od finansijskog predviđanja.
11:54
Two, a plan for
how to attract great people:
how to attract great people:
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Na drugom mestu je plan privlačenja
izvanrednih ljudi;
izvanrednih ljudi;
11:57
generation Y, women, but also retirees.
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generacije Y, žena ali i penzionera.
12:01
Three, a plan for how to educate
and upskill them.
and upskill them.
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Treće - plan njihovog obrazovanja
i dodatnog obučavanja.
i dodatnog obučavanja.
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 za dodatno obrazovanje.
vezan za dodatno obrazovanje.
I kao četvrto,
12:09
And four,
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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 rečima,
12:15
how to realize an appreciation
and relationship culture.
and relationship culture.
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kako ostvariti kulturu poštovanja
i dobrih odnosa.
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 faktor
je promena naših stavova.
je promena naših stavova.
12:30
Employees are resources, are assets,
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Zaposleni su resurs - ne imovina,
12:34
not costs, not head counts,
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oni nisu trošak, nisu brojka,
12:37
not machines,
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nisu mašine,
12:38
not even the Germans.
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nisu čak ni Nemci.
12:40
Thank you.
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Hvala vam.
12:41
(Applause)
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(Aplauz)
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