The document discusses the corporate real estate (CRE) talent pool in Brazil. It notes that during Brazil's economic boom in the 2010s, there was high demand but short supply of CRE professionals, especially in senior roles. As the economy slowed, layoffs increased the supply of talent. The economy is now showing signs of recovery, but the CRE talent pool may not be deep enough to satisfy renewed demand. Companies and organizations are working to develop CRE talent through education programs and professional development to better meet future needs as the economy grows again.
The document is a report on the Hays Global Skills Index for 2019/20 that examines trends in skilled labor markets across 34 economies. Some key findings include:
1. Talent mismatches between the skills jobseekers have and the skills employers need are worsening in many markets, as evidenced by an increase in the talent mismatch indicator score in 16 of the 34 markets.
2. Wage premiums paid to high-skilled workers relative to low-skilled workers have generally fallen, whether due to stagnating high-skilled wages or rising low-skilled wages.
3. Overall labor market conditions remain similar to last year based on the average Index score of 5.4, but there
Strategic People Management - Article by Michael A PotterMichael A. Potter
- The human resources function has changed dramatically due to globalization and technology, opening up global talent pools and requiring organizations to employ diverse workforces.
- Demographic shifts will profoundly impact organizations, bringing both risks and opportunities related to changing population sizes, ages, and locations. Talent shortages are a major challenge requiring new recruitment, development, and retention strategies.
- Successful organizations address talent management holistically through recruitment of appropriately skilled individuals, development of talents, and retention strategies to maximize return on investment in human capital.
The document discusses how changes in technology, demographics, and the economy are disrupting labor markets and the world of work. Key points:
1) Structural forces like aging populations, globalization, and technological change have created economic instability and disrupted traditional labor markets.
2) This has led to the emergence of new ways of working, including more flexible and on-demand work arrangements.
3) The labor market is broken and needs reconfiguration to address issues like skills mismatches and changing worker-employer relationships. A new 21st century world of work is emerging from this disruption.
The document summarizes Ernst & Young's 2012 attractiveness survey on Brazil. Some key points:
1) Brazil has become a stable economy driven by a growing middle class, however challenges remain around infrastructure bottlenecks, skills gaps, high costs, and a complicated tax system.
2) Foreign direct investment in Brazil reached record levels in 2011, with the majority of investors planning to invest further in 2013, seeing improving attractiveness over the next three years.
3) Key growth sectors driving future foreign investment are expected to include energy, industry support services, and those benefiting from major sporting events like the World Cup and Olympics.
2019 Election| Skills Management| Career and Employment| Canada| September 2019paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
It is not one policy that supports human capital management but many policies
2019 Election| Human Capital and Skills Management| Canada| September 2019paul young cpa, cga
The document discusses skills gaps and training in Canada. It notes that the skills gap is costing economies billions due to lost productivity. Both the US and Canada are facing shortages in technical skills like IT. As baby boomers retire, their skills are leaving the workforce. Government training programs exist but may need to be modified to better align with employer needs. Teaching coding to youth and increasing online education options could help close skills gaps in Canada.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2013 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
2019 Election| Human Capital and Skills Management| Canada| August 2019paul young cpa, cga
This document provides a summary of skills trades in Canada by Paul Young in August 2019. It discusses several topics related to skills gaps and human capital management in Canada including: the role of government in developing educational programs to support the economy; issues with current government training programs; the skills gap and its impact on productivity; and potential solutions around immigration, reducing taxes and regulations to increase competitiveness. It also provides statistics and links to additional resources on topics like retiring baby boomers impact on skills shortages and the costs of refugees.
The document is a report on the Hays Global Skills Index for 2019/20 that examines trends in skilled labor markets across 34 economies. Some key findings include:
1. Talent mismatches between the skills jobseekers have and the skills employers need are worsening in many markets, as evidenced by an increase in the talent mismatch indicator score in 16 of the 34 markets.
2. Wage premiums paid to high-skilled workers relative to low-skilled workers have generally fallen, whether due to stagnating high-skilled wages or rising low-skilled wages.
3. Overall labor market conditions remain similar to last year based on the average Index score of 5.4, but there
Strategic People Management - Article by Michael A PotterMichael A. Potter
- The human resources function has changed dramatically due to globalization and technology, opening up global talent pools and requiring organizations to employ diverse workforces.
- Demographic shifts will profoundly impact organizations, bringing both risks and opportunities related to changing population sizes, ages, and locations. Talent shortages are a major challenge requiring new recruitment, development, and retention strategies.
- Successful organizations address talent management holistically through recruitment of appropriately skilled individuals, development of talents, and retention strategies to maximize return on investment in human capital.
The document discusses how changes in technology, demographics, and the economy are disrupting labor markets and the world of work. Key points:
1) Structural forces like aging populations, globalization, and technological change have created economic instability and disrupted traditional labor markets.
2) This has led to the emergence of new ways of working, including more flexible and on-demand work arrangements.
3) The labor market is broken and needs reconfiguration to address issues like skills mismatches and changing worker-employer relationships. A new 21st century world of work is emerging from this disruption.
The document summarizes Ernst & Young's 2012 attractiveness survey on Brazil. Some key points:
1) Brazil has become a stable economy driven by a growing middle class, however challenges remain around infrastructure bottlenecks, skills gaps, high costs, and a complicated tax system.
2) Foreign direct investment in Brazil reached record levels in 2011, with the majority of investors planning to invest further in 2013, seeing improving attractiveness over the next three years.
3) Key growth sectors driving future foreign investment are expected to include energy, industry support services, and those benefiting from major sporting events like the World Cup and Olympics.
2019 Election| Skills Management| Career and Employment| Canada| September 2019paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
It is not one policy that supports human capital management but many policies
2019 Election| Human Capital and Skills Management| Canada| September 2019paul young cpa, cga
The document discusses skills gaps and training in Canada. It notes that the skills gap is costing economies billions due to lost productivity. Both the US and Canada are facing shortages in technical skills like IT. As baby boomers retire, their skills are leaving the workforce. Government training programs exist but may need to be modified to better align with employer needs. Teaching coding to youth and increasing online education options could help close skills gaps in Canada.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2013 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
2019 Election| Human Capital and Skills Management| Canada| August 2019paul young cpa, cga
This document provides a summary of skills trades in Canada by Paul Young in August 2019. It discusses several topics related to skills gaps and human capital management in Canada including: the role of government in developing educational programs to support the economy; issues with current government training programs; the skills gap and its impact on productivity; and potential solutions around immigration, reducing taxes and regulations to increase competitiveness. It also provides statistics and links to additional resources on topics like retiring baby boomers impact on skills shortages and the costs of refugees.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2015 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our latest edition provides an analysis of the employment markets and economic status of 33 countries, featuring insights from Hays experts across the globe: https://www.hays-index.com/
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2012 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our latest edition provides an analysis of the employment markets and economic status of 33 countries, featuring insights from Hays experts across the globe.
Ro Khanna's Jobs Plan for the Bay Area's FutureRoKhannaDigital
On February 24th, Ro Khanna announced his Jobs Plan for the Bay Area's Future. In his speech at AccessClosure, a medical device manufacturing company in Santa Clara, Ro highlighted his seven point plan to bring jobs back home and to prepare workers for today's dynamic economy.
Do you support Ro's Jobs Plan? How will it help you, your family, your business? We'd like your input. Each week during March, we'll feature a few of your stories in a blog. Will you be in our post?
The future of work is within sight. New technology, geopolitical changes and the ongoing skills shortage are affecting organizations across the
globe, and emerging markets such as the UAE will need to adapt to be successful in the new working world.
The document summarizes the 2016 Hays Global Skills Index, which analyzes skilled labor markets in 33 countries. Key findings include:
- Skilled labor markets have tightened further globally since 2015, as evidenced by a slight increase in the overall average Index score. This was driven by stronger demand for skilled workers as the global economy recovered.
- The Europe and Middle East region saw the most pressure, with its Index increasing from 5.4 to 5.5. Wage pressures and talent mismatches worsened as skilled labor supply indicators changed little.
- Conditions in the Americas were broadly unchanged, but the US and Canada saw tight markets while Central/Latin America struggled with Brazil's economic turmoil. Skills mismatches grew as unemployment
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2017 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
tax15-talent-and-tax-abo-version-lowres-160316-4aPaul Davis
The document discusses the changing skills needed for tax professionals and the talent challenges facing companies. It notes that the role of tax functions and tax directors is expanding beyond technical skills to include abilities like strategic thinking, data analysis, communication, and collaboration. Additionally, workforces are becoming more diverse in terms of age, culture, and expectations. Companies must adapt their talent recruitment, development, and management to address these changes to the tax field and workforce.
Education| Skills and Development| Human Capital Management| Canada| May 2019paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
EY Attractiveness Report Brazil Capturing The Momentum August 2012Stephan Kuester
Brazil leads the attractiveness scores in Latin America, according to our first Brazil attractiveness survey. Almost 7 out of 10 business leaders declare the country as the most attractive place to establish operations.
Our survey emphasizes the strong footprint of Brazil on the global map and its key strengths, while highlighting the need to improve skills and diversify the economy. It also includes a section on Brazil’s next phase of growth and an analysis of the key growth sectors, which we believe will drive FDI momentum in the country.
Emergence of a truly global work forceNair and Co.
As employers around the world face a talent crunch for accounting and finance professionals, the time is ripe for the emergence of a truly global work force—people who are talented and can accomplish anything, anywhere. We are talking about economies with massive accounting needs and tax and compliance regulations Byzantine enough to challenge the Rubik’s cube. As a finance professional, it is time to start thinking about your opportunities globally.
Skills Gap - Canada - Commentary and Analysis - September 2018paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across
Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
The document summarizes the 2016 Hays Global Skills Index, which analyzes skilled labor markets in 33 countries. Key findings include:
- Skilled labor markets have tightened further globally since 2015, as evidenced by a slight increase in the overall average Index score. This was driven by stronger demand for skilled workers as the global economy recovered.
- Europe and the Middle East saw the most pressure, with its Index increasing from 5.4 to 5.5. Other regions saw little change.
- The Americas showed increasing skills mismatches as unemployment and job vacancies rose simultaneously. Wage pressures remained stable.
- Asia Pacific saw diverging conditions, with loosening in large economies but skills shortages in some occupations and industries.
Voor het derde jaar op rij publiceert Hays in samenwerking met Oxford Economics de Hays Global Skills Index. De Hays Global Skills Index geeft de dynamiek weer van de arbeidsmarkten van 31 landen wereldwijd. De index geeft aan hoe groot de druk is op de arbeidsmarkt en hoe goed een land wel of niet in staat is talent te leveren.
This presentation will discuss careers in demand for 2019 and beyond.
Manpower predicts strong hiring through 2019 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
The document discusses skills gaps and training in Canada. It notes that Canada is facing shortages in skilled trades as baby boomers retire, and that the skills available often do not align with the needs of employers. It discusses various government programs and policies around job training, immigration, and education to help address skills gaps. However, it argues that Canada needs a more comprehensive strategy that improves career counseling, better aligns post-secondary education with future jobs, and creates a more competitive environment for businesses in order to effectively develop the skills needed for the future workforce and economy.
The document provides an overview and analysis of the Luxembourg labor market and finance industry. It discusses trends like:
- Luxembourg has a stable economy with low unemployment but relies heavily on cross-border workers from neighboring countries due to more jobs than local residents.
- The finance industry plays a major role in the economy and job market, though the government is diversifying to other industries like IT.
- Digital transformation is impacting finance jobs through automation of tasks like data entry, but increasing demand for skills like data analysis, strategy, and soft skills like collaboration.
- Employers must invest in retaining and developing talent to adapt to these changes through training and career development.
- Housebuilder salaries and bonuses increased in 2015 according to a survey, with managing directors seeing average salary rises of £14,000. However, sustained high pay rises may not be possible long-term.
- Skills shortages and planning issues were identified as the biggest threats to the housing sector by industry directors. Candidates now have more bargaining power due to skills shortages, leading to higher pay.
- The private rented sector is seen as having the most growth potential outside the top ten housebuilders. It provides a stable return compared to the cyclical nature of traditional housebuilding. However, recruiting staff with the needed blend of property management and community skills is challenging due to shortages.
The Edge 53 March 2014 Editorial Letter GCC HR and Recruitment ChallengesMiles Masterson
This document discusses challenges with attracting and retaining talented workforces in Qatar and other Gulf countries. It notes that vacancies often remain open for long periods, burdening existing employees and being filled by underqualified candidates. This leads to inefficiencies that hurt organizations' bottom lines. Poor HR management exacerbates the problems and leaves leadership roles poorly performed, hindering company and department goals. The document questions why recruiting and job placement are challenging in the resource-rich Gulf despite a global pool of qualified professionals willing to work there. Upcoming major events like the 2022 World Cup increase the need to address Gulf countries' HR issues.
This illuminating report looks at the impact on globalisation and how companies learn how to achieve the fine balance between global leadership and local control.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2015 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our latest edition provides an analysis of the employment markets and economic status of 33 countries, featuring insights from Hays experts across the globe: https://www.hays-index.com/
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2012 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our latest edition provides an analysis of the employment markets and economic status of 33 countries, featuring insights from Hays experts across the globe.
Ro Khanna's Jobs Plan for the Bay Area's FutureRoKhannaDigital
On February 24th, Ro Khanna announced his Jobs Plan for the Bay Area's Future. In his speech at AccessClosure, a medical device manufacturing company in Santa Clara, Ro highlighted his seven point plan to bring jobs back home and to prepare workers for today's dynamic economy.
Do you support Ro's Jobs Plan? How will it help you, your family, your business? We'd like your input. Each week during March, we'll feature a few of your stories in a blog. Will you be in our post?
The future of work is within sight. New technology, geopolitical changes and the ongoing skills shortage are affecting organizations across the
globe, and emerging markets such as the UAE will need to adapt to be successful in the new working world.
The document summarizes the 2016 Hays Global Skills Index, which analyzes skilled labor markets in 33 countries. Key findings include:
- Skilled labor markets have tightened further globally since 2015, as evidenced by a slight increase in the overall average Index score. This was driven by stronger demand for skilled workers as the global economy recovered.
- The Europe and Middle East region saw the most pressure, with its Index increasing from 5.4 to 5.5. Wage pressures and talent mismatches worsened as skilled labor supply indicators changed little.
- Conditions in the Americas were broadly unchanged, but the US and Canada saw tight markets while Central/Latin America struggled with Brazil's economic turmoil. Skills mismatches grew as unemployment
The Hays Global Skills Index is the only comprehensive overview of the professional global labour market and examines the challenges faced by organisations as they search for the most sought-after skills. Our 2017 edition provides an analysis of the employment markets and economic status of countries, featuring insights from Hays experts across the globe.
tax15-talent-and-tax-abo-version-lowres-160316-4aPaul Davis
The document discusses the changing skills needed for tax professionals and the talent challenges facing companies. It notes that the role of tax functions and tax directors is expanding beyond technical skills to include abilities like strategic thinking, data analysis, communication, and collaboration. Additionally, workforces are becoming more diverse in terms of age, culture, and expectations. Companies must adapt their talent recruitment, development, and management to address these changes to the tax field and workforce.
Education| Skills and Development| Human Capital Management| Canada| May 2019paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
EY Attractiveness Report Brazil Capturing The Momentum August 2012Stephan Kuester
Brazil leads the attractiveness scores in Latin America, according to our first Brazil attractiveness survey. Almost 7 out of 10 business leaders declare the country as the most attractive place to establish operations.
Our survey emphasizes the strong footprint of Brazil on the global map and its key strengths, while highlighting the need to improve skills and diversify the economy. It also includes a section on Brazil’s next phase of growth and an analysis of the key growth sectors, which we believe will drive FDI momentum in the country.
Emergence of a truly global work forceNair and Co.
As employers around the world face a talent crunch for accounting and finance professionals, the time is ripe for the emergence of a truly global work force—people who are talented and can accomplish anything, anywhere. We are talking about economies with massive accounting needs and tax and compliance regulations Byzantine enough to challenge the Rubik’s cube. As a finance professional, it is time to start thinking about your opportunities globally.
Skills Gap - Canada - Commentary and Analysis - September 2018paul young cpa, cga
The role of government is defined the educational programs required to support the economy. Too many govts across
Canada have pushed programs that do not provide meaningful employment
The world continues to change as such governments need to address all their policies that support economic growth
Immigration should not be based on quota, but align where there voids in employment not filled by educational programs
Canada needs to become more competitive through reducing its reforming areas like taxation, regulations, trade/fipa deals and hydro rates.
All levels of government and the private sector need to fixed the education systems to ensure people have skills for today and tomorrow
The document summarizes the 2016 Hays Global Skills Index, which analyzes skilled labor markets in 33 countries. Key findings include:
- Skilled labor markets have tightened further globally since 2015, as evidenced by a slight increase in the overall average Index score. This was driven by stronger demand for skilled workers as the global economy recovered.
- Europe and the Middle East saw the most pressure, with its Index increasing from 5.4 to 5.5. Other regions saw little change.
- The Americas showed increasing skills mismatches as unemployment and job vacancies rose simultaneously. Wage pressures remained stable.
- Asia Pacific saw diverging conditions, with loosening in large economies but skills shortages in some occupations and industries.
Voor het derde jaar op rij publiceert Hays in samenwerking met Oxford Economics de Hays Global Skills Index. De Hays Global Skills Index geeft de dynamiek weer van de arbeidsmarkten van 31 landen wereldwijd. De index geeft aan hoe groot de druk is op de arbeidsmarkt en hoe goed een land wel of niet in staat is talent te leveren.
This presentation will discuss careers in demand for 2019 and beyond.
Manpower predicts strong hiring through 2019 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
The document discusses skills gaps and training in Canada. It notes that Canada is facing shortages in skilled trades as baby boomers retire, and that the skills available often do not align with the needs of employers. It discusses various government programs and policies around job training, immigration, and education to help address skills gaps. However, it argues that Canada needs a more comprehensive strategy that improves career counseling, better aligns post-secondary education with future jobs, and creates a more competitive environment for businesses in order to effectively develop the skills needed for the future workforce and economy.
The document provides an overview and analysis of the Luxembourg labor market and finance industry. It discusses trends like:
- Luxembourg has a stable economy with low unemployment but relies heavily on cross-border workers from neighboring countries due to more jobs than local residents.
- The finance industry plays a major role in the economy and job market, though the government is diversifying to other industries like IT.
- Digital transformation is impacting finance jobs through automation of tasks like data entry, but increasing demand for skills like data analysis, strategy, and soft skills like collaboration.
- Employers must invest in retaining and developing talent to adapt to these changes through training and career development.
- Housebuilder salaries and bonuses increased in 2015 according to a survey, with managing directors seeing average salary rises of £14,000. However, sustained high pay rises may not be possible long-term.
- Skills shortages and planning issues were identified as the biggest threats to the housing sector by industry directors. Candidates now have more bargaining power due to skills shortages, leading to higher pay.
- The private rented sector is seen as having the most growth potential outside the top ten housebuilders. It provides a stable return compared to the cyclical nature of traditional housebuilding. However, recruiting staff with the needed blend of property management and community skills is challenging due to shortages.
The Edge 53 March 2014 Editorial Letter GCC HR and Recruitment ChallengesMiles Masterson
This document discusses challenges with attracting and retaining talented workforces in Qatar and other Gulf countries. It notes that vacancies often remain open for long periods, burdening existing employees and being filled by underqualified candidates. This leads to inefficiencies that hurt organizations' bottom lines. Poor HR management exacerbates the problems and leaves leadership roles poorly performed, hindering company and department goals. The document questions why recruiting and job placement are challenging in the resource-rich Gulf despite a global pool of qualified professionals willing to work there. Upcoming major events like the 2022 World Cup increase the need to address Gulf countries' HR issues.
This illuminating report looks at the impact on globalisation and how companies learn how to achieve the fine balance between global leadership and local control.
CEO Briefing Mexico looks at the direction of the Mexican economy in 2015 and beyond. We examine growth opportunities, technology changes and the business strategies needed to take advantage of them. This research draws on a global survey of C-suite executives, comparing and constrasting the views of Mexico-based executives with their C-suite peers around the world. The financial services and consumer products sectors are the subject of particular emphasis.
Between 2010 and 2020, an estimated 15.7 million new project management roles will be added globally across seven project-intensive industries, significantly growing the economic impact of the profession to over $18 trillion. In particular, China and India are expected to lead growth in project management jobs. Additionally, the demand for project management professionals in the United States will result in nearly 6.2 million jobs by 2020 and over 12% growth, with the highest growth rate in healthcare. Project management oriented occupations command significantly higher salaries than non-project oriented occupations due to the high demand for skills.
A widening IT skills gap is preventing many companies from cashing in on digital’s bright promise, casting a dark cloud over the global economy. Here’s how business leaders can attract, develop and retain the talent needed to succeed in today’s digital era.
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The document discusses the challenges that HR professionals in the media/radio industry will face in the near future. Some of the key challenges include navigating disruptions in technology, retaining millennial and Gen Z talent who tend to job hop frequently, developing talent through training programs, and implementing total rewards compensation packages to retain top talent. To address these challenges, HR will need to leverage technology efficiently while maintaining a human focus, understand generational differences and how to mentor younger employees, prioritize talent development, and customize compensation and benefits packages.
Humans Wanted - How Canadian youth can thrive in the age of disruptionAdrian Boucek
This document discusses how Canadian youth are entering the workforce during a time of significant economic, social, and technological change. It presents research findings on the skills that will be in highest demand over the next decade and how jobs can be grouped into six clusters based on their core skill requirements. The clusters range from occupations like Solvers that emphasize critical thinking to Doers that focus on basic skills. The document profiles two young Canadians who have successfully pivoted careers multiple times by upgrading their skills and adapting to changing job requirements and technologies.
This document discusses three megatrends - globalization, demographic shifts, and flexible working - that are changing commercial real estate investment. It describes how globalization is increasing capital flows and creating new investment opportunities. Demographic trends like population aging are impacting real estate sectors. The rise of flexible working arrangements and co-working spaces represents an opportunity for investors. The document promotes a co-working investment opportunity offering high returns through a rapidly expanding co-working provider.
This document discusses three megatrends - globalization, demographic shifts, and flexible working - that are impacting commercial real estate investment. It outlines how globalization is increasing capital flows and opening new markets. Demographic trends like population aging are shaping consumer demand. Flexible working arrangements are fueling rapid growth in co-working office spaces. The document then describes an investment opportunity in a co-working real estate company that aims to harness these megatrends through global expansion.
If Asia's organisations are going to access enough 'value-creating' talent to capture the opportunities that are now in view, they're going to need to embrace better, smarter talent management and attraction strategies. They will need to embrace flexibility in their workforces in order to:
Fill critical skill gaps in a timely and efficient way
Keep talent engaged and retained, even across borders
This document provides guidance for attracting technical talent. It discusses trends in the technology industry such as data-driven recruiting and the importance of employer branding. The primary challenges for tech businesses looking to hire are a lack of relevant experience and difficulty targeting the right candidates. Developers are motivated by pride in their work, innovation, and accountability. When attracting candidates, companies should provide informative messages and feedback. Budgeting for recruitment requires planning for expenses like job boards, recruiters' salaries, and employer branding events. The key is understanding what motivates technical talent and providing the best possible candidate experience.
The CEO of an Australian construction company said they were facing shortages of trades workers like truck drivers, fitters, mechanics and electricians, not highly educated professionals. A global survey also found skilled trades to be the hardest positions to fill worldwide. Several factors contribute to the shortage, including retiring older trades workers and technical training not meeting business needs. Strategic migration of skilled trades workers both within and across borders can help alleviate shortages in the short-term while longer-term solutions like improving technical training and promoting skilled trades careers are developed.
The document discusses how changes in technology, demographics, and the economy are disrupting labor markets and the world of work. Key points:
1) Structural shifts like population decline, skills mismatches, and new technologies are creating uncertainty and instability in labor markets.
2) Traditional employer-employee relationships and career models are breaking down as individual choice and the demand for skills increases.
3) To adapt, employers will need more flexible workforce strategies, new approaches to talent development, and better talent branding, while workers will need to take charge of lifelong learning.
4) The future of work is emerging, characterized by more dynamic and self-driven careers, on-demand work models, and a
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
The document discusses key trends in the economy, hot markets, and professional services marketing based on input from a team of advisors from various specialties. It finds that:
1) Growth markets like China, India, and Brazil are expected to rise significantly and impact all markets by 2020.
2) Six of the top 10 fastest-growing industries relate to healthcare and aging populations, while others involve technology, education, and construction.
3) Three distinct marketing trends were identified: extreme competition due to lower business levels, financing challenges for projects, and mushrooming use of social media.
This document is a dissertation submitted by Syed Ali Arshad to London Metropolitan University for a Masters in Business Administration. The dissertation explores how Asia Petroleum can develop its talent management strategy to gain a competitive advantage during intense competition for employees. The introduction provides background on why talent management is important for organizations today due to factors such as the changing nature of assets, demographic shifts, and the changing expectations of employees. It establishes talent management as a key business problem and competitive issue that Asia Petroleum needs to address.
Telecom - A driving force for Investment in Latin America
Brazil Talent Report
1. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 1
by Beth Mattson-Teig
C o r e N e t G l o b a l R e p o r t
BRAZIL: GROWING THE
CORPORATE REAL ESTATE
TALENT POOL
EXCLUSIVE
RESEARCH
2. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 2
The economic boom and bust in the Brazilian economy over the past several years has created
dramatic shifts in the supply and demand for corporate real estate (CRE) talent. At its peak in 2010,
both multinationals (MNCs) and domestic firms battled to hire and retain key personnel amid stiff
competition and shortages of top people. As the economy stalled, the pendulum swung in the opposite
direction with an increase in layoffs as companies reduced staffing to weather the tougher economic
climate. With the current economy showing signs of recovery, the question is whether the CRE talent
pool will be deep enough to satisfy returning demand for skilled professionals.
Brazil burst into the global spotlight nearly a decade ago with a surging economy and rapid expansion
occurring across sectors such as health care, education, agribusiness, retail, technology and finance.
The growing economy and the country’s large population of nearly 207 million people helped to draw
expansion from a variety of multinational corporations who located or expanded operations in Brazil.
That explosive growth also exposed weaknesses, related to infrastructure and expertise, which can be
typical of emerging markets.
“It was tough to find good skilled and
talented professionals,” says Carlindo
Martins Macedo. Based in São Paulo,
Macedo has worked in CRE and facilities
management in Brazil for nearly 25
years. Currently, Macedo is working as
an independent consultant and project
manager, and serves as a board member
for the CoreNet Global Brazil Chapter.
Althoughtherewasagoodsupplyofpeople
with technical skills, such as engineers,
technicians and mathematicians, the
biggest shortages were for senior
management and supervisory positions.
That lack of supply in the face of
overwhelming growth created a wage war. Compensation packages, including base wages or salaries
and participation in corporate earnings for key executives, became bigger and more sophisticated
among medium-sized enterprises.
“The biggest challenge is really to attract skilled leadership,” agrees Milton Jungman, Latin America
Managing Director, Accenture Workplace Solutions. Brazil does not have many university level corporate
“With the current
economy showing
signs of recovery, the
question is whether
the CRE talent pool
will be deep enough
to satisfy returning
demand for skilled
professionals.
”
BRAZIL: GROWING
THE CORPORATE REAL
ESTATE TALENT POOL
3. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 3
real estate courses or degree programs. As such, companies rely more on professionals with other types
of backgrounds to fill CRE positions, such as finance, business management, engineering, architecture
and sometimes law. However, those same people with good leadership skills also are in demand from
other divisions within an organization, such as finance, human resources and technology. So, both the
lack of CRE programs, as well as the competition for management talent is a dual challenge for the
profession, says Jungman.
Another factor that makes attracting talent even more challenging is a perception that CRE has been
slow to change. “We know that corporate real estate is responsible for the second highest cost in a
company,”saysJungman.“So,CREshouldbeviewedasaveryimportantresource.YetC-levelexecutives
at many organizations do not view CRE as highly as some other areas, such as finance, HR and IT. This
perception is changing, within Brazil and in other countries, but it is still a process that is ongoing.” That
view of CRE creates an added challenge in hiring talent to fill available positions as people can choose
a different career path, he adds.
Brazil has been struggling to climb out of a recession that has produced record high unemployment
affecting 11.4 million people and approximately 11.2 percent of the labour force. According to Michael
Page International, the salary mass for the real estate market has dropped by 20 to 30 percent in the
past 18 months and job offers for senior management positions have declined 59 percent over the
last five years. Specific to CRE, the more requested professionals in 2016 are security managers and,
facility, property and real estate managers.
Due to the current economic crisis, the balance between job offers available is favourable to the
employers. However, this is a temporary condition, considering the forecast for recovering GDP growth,
says Macedo. Economists are predicting GDP growth for 2017 at about 1 percent. Considering the
negative GDP of 2016 at about 3.6 percent, the ramp up is around 4.5 percent over the next 18 months.
“Due to that, the pressure to attract and retain talents will increase within the next two or three years,”
he says. In addition, the construction market for CRE normally reacts strongly when the vacancy rate is
around 10 percent, which is expected to happen in São Paulo in 2019 or 2020, adds Macedo.
“..the pressure to
attract and retain
talent will increase
within the next two
or three years.
”
4. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 4
A Young Profession
One of the challenges to finding talent is that corporate real estate is still a fairly new profession in Brazil.
The maturity of the CRE profession is quite recent, starting with the introduction of the Plano Real or
Real Plan in 1994. The Real Plan was a series of fiscal policies and measures put in place to stabilize
the currency and control inflation. “Because of this, there are quite few experienced professionals with
track-records and background,” says Macedo. “In addition, there is a lack of (CRE) educational programs,
restricted only to a couple of Real Estate and Facilities MBAs in São Paulo and Rio de Janeiro.”
Prior to 1995, it was very hard to predict how the real estate market would behave due to big cyclical
swings in the Brazilian economy. As a result, the real estate market was restricted to a few players
– construction companies, developers and some of the large international advisory companies, such
as CBRE, JLL, Colliers International, Cushman & Wakefield, etc. In the past two decades, there has
been a boom in mid-size companies and other international players entering the Brazilian market to do
business and foster investment in real estate.
Some of the mid-size companies and new players had to fight to create a space in the existing market,
and at the same time they were working to create their own CRE teams. Most of the talent, both then
and now, has been developed by coaching, mentoring and training CRE professionals internally within
companies. “The good professionals are those experienced ones, the senior managers, who developed
their skills during their career,” says Macedo. “The younger professionals have a lack of training and
expertise due to the absence of educational programs.” Certain functions, such as financial analysts for
real estate funds with enough strategic expertise, are very rare. The talent gap also is bigger for subject
matter experts and executive directors, adds Macedo. In addition, the distribution is proportional to the
size of the real estate market, with 80 percent concentrated in São Paulo and Rio, and there are not
enough SMEs or technical managers / supervisors available in smaller cities, he says.
Larger cities such as Rio and São Paulo, as well as other major cities like Curitiba, Porto Alegre and
Belo Horizonte, do have better access to talent. That also is where most of the largest domestic and
MNCs are located. What happens is that CRE has to cover business activity all over Brazil. Oftentimes,
corporations will have technicians and local managers in those smaller markets and the management
people will oversee those operations from the larger cities as more of a regional operation, notes
Jungman.
“In my opinion, good CRE talent is becoming more common with the growing office and industrial
markets and the key players like CBRE, JLL, and Cushman & Wakefield are training their staff to work
withinternationalqualityinservice,”saysDavidPersons,aprojectmanageratLincolnPropertyCompany
in the Miami/Ft. Lauderdale area. Previously, Persons worked in Brazil’s corporate real estate services
market for five years and currently serves as a board member for CoreNet Global’s Brazil Chapter.
Oftentimes, the preference for MNCs operating in Brazil is to hire domestic professionals who have some
level of international experience, such as foreign MBAs or some other type of international coursework,
says Persons. “Mostly, I’ve seen MNCs use domestic staff with international experience, although
companies like Samsung bring their own executives and many key roles from their home country in
order to maintain their corporate philosophy,” he adds.
Many MNCs also outsource all or part of those CRE functions to third party service firms.
Developing CRE Talent
Even in the more challenging economic climate, there are still shortages of subject matter experts or
very specialized positions, such as investment fund analysts or portfolio managers for a corporate plants
and distribution facilities. For example, one service provider was recently struggling to fill a position for
a manager with experience in lease management in the city of Curitiba. One option would be to put a
lawyer in that position. But, there was no lawyer that had the required level of real estate experience,
says Macedo. In other cases, CRE teams have hired the best available people to fill positions, such as
5. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 5
hiring a plant manager to fill a facilities manager position. It takes time for that individual to understand
the idiosyncrasies and get the pulse of the market in terms of pace, rhythm, priorities and even the
language to trade and negotiate, says Macedo.
The concern is that once the economy starts accelerating, there will be a repeat of the talent shortage
that existed a few years ago. “It is very difficult to secure the best talent since qualified professionals are
scarce and are constantly offered better conditions to work for other excellent MNCs,” says Persons. The
downturn in the economy also forced many qualified individuals to seek alternative positions outside of
CRE, he adds. So, as the economy recovers, the talent gap may be more prevalent due to people having
left the profession.
In recognition of the current and future CRE talent needs, companies are working to develop the existing
talent that they have on CRE teams. Professional organizations such as CoreNet Global are continuing to
work on educational programming to benefit CRE professionals. CoreNet Global’s Brazil Chapter worked
with the University of São Paulo (USP) to offer an MCR course that was adapted for the local culture. The
MCR course, which is aimed at senior management, prepares professionals for the final MCR Capstone
seminar that is offered at the CoreNet Global Summits. “We are running it here in Brazil with quite
some success,” says Macedo. Introduced in Brazil in 2013, the CoreNet Global MCR program is now
graduating its third class with each class averaging about 8 people. As of this year, the program in Brazil
had 45 MCR candidates and 23 people who have received their MCR designations.
In addition to these efforts, with the aim of further contributing to development of talent and skills,
CoreNet Global’s Brazil Chapter is developing a Six Sigma Green Belt Certification program for middle
management that will likely launch in the beginning of 2017. The Six Sigma Green Belt operates in
support of or under the supervision of a Six Sigma Black Belt; analyzes and solves quality problems;
and is involved in quality improvement and cost reduction projects. A Green Belt is someone with at
least three years of work experience who wants to demonstrate his or her knowledge of Six Sigma tools
and processes. The Brazil Chapter is working with the Foundation for Administration Institute, which is
connected to the USP Business School, to develop that program. “We are very confident that both of
these programs will help to better certify local professionals,” he adds.
The Brazilian government has also made education a bigger priority over the past decade as it works
to reduce illiteracy and poverty in the country, and also improve worker productivity. In 2014, the
government passed an ambitious 10-year education reform program. The Plano Nacional de Educação
(PNE) includes 20 different targets that range from improving access to early childhood education to
expanding post-graduate level enrollment at universities. To reach the targets established by PNE, the
government intended to significantly increase its investment in education from about 5.7 percent of the
country’s GDP in 2014 to 10 percent by 2024.1
Although it may be too soon to tell how effective that
plan will be in improving education levels, and ultimately raising the quality of the broader workforce, it
is at least a promising step in the right direction.
Some universities as well as
professional organizations, such as
CoreNet Global, the Royal Institution
of Chartered Surveyors (RICS) and
the Associação Brasileira de Facilities
(ABRAFAC) among others, have
recognized CRE as an opportunity
and they have developed courses to
meet that opportunity, notes Persons.
Another factor that could help develop
CRE talent for the future is if MNCs
invested more time and resources in
those professional organizations, he
adds.
1
“Has Brazil Take the Right Approach to Education Reforms?” Emily Gustafsson-Wright and Barbara Bruns. July 23, 2014.The Brookings
Institution. https://www.brookings.edu/on-the-record/has-brazil-taken-the-right-approach-to-education-reforms
6. BRAZIL: GROWING THE CORPORATE REAL ESTATE TALENT POOL 6
There are already signs that the Brazil economy is on the road to recovery, and Brazil is likely to be more
open to foreign investment in the future as the government recognizes the benefits of that investment
to the broader economy. International firms also recognize the opportunities that exist in Brazil’s growing
consumer market. Those international firms will be looking for CRE professionals who have a track record
of experience and know how to operate strategies such as portfolio optimization and lean management.
However, while demand for CRE talent is expected to increase in the near future, the ongoing focus on
education and professional development – as well as a more gradual, sustainable pace of recovery –
should help to reduce the extreme talent shortages that existed in the past cycle. “When we get out of
this economic crisis, the demand for more strategic professionals and subject matter experts will still
exist and will again be an issue, but not as much as it was in the beginning of 2010 when the lack of
qualified labor was more generalized across the majority of sectors,” says Macedo.
Special thanks to the following organizations for their research assistance:
Accenture
CoreNet Global Brazil Chapter