1 / 51

GLOBAL TALENT RALLY

GLOBAL TALENT RALLY. International workforce migration. Sally Khallash, sk@cifs.dk. Agenda. International Workforce Migration Facts on Migration Driving Forces Origin and Destination countries Migration Profiles & Life cycles Pull factors Strategies for Recruitment: Attract and Retain

uriah
Télécharger la présentation

GLOBAL TALENT RALLY

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. GLOBAL TALENT RALLY International workforce migration Sally Khallash, sk@cifs.dk

  2. Agenda • International Workforce Migration • Facts on Migration • Driving Forces • Origin and Destination countries • Migration Profiles & Life cycles • Pull factors • Strategies for Recruitment: Attract and Retain • Workshop

  3. Facts on Global Migration • In 2010: • 3% of the world population are global migrants. • The majority of migrants – ca. 100 mio. – are labor migrant. • In developed countries - 1 out of 10 is a migrant. • In developing countries - 1out of 70 is a migrant. • 16% of international migrants are under 20 years of age and 17% are over 60 of age. These segments are increasing steadily. • ½ of labor migrants are women. • Between 2005-2010 the numbers of international migrants increased by 1.8% annually. • In 2007, accounted remittances constisted of 2.200 mia DKK. • 1.500 mia DKK were sent to developing countries - more than double the amount sent as state financial aid! Source: UN Population Division: International Migration 2009

  4. Copenhagen Institute for Futures Studies Instituttet for Fremtidsforskning New Tendencies in global man power mobility • Growing in number • More than trippled in 10 years. • 700 million internal migrants a years (urbanization). • New destinations • 10 most popular destinations receive a smaller pct. compared to 2000. • Traditional South to North patter is changing. • Chinese and Indian migrants soon to compromise 40% of global workforce. • More unpredictable • BRIC and Next-11 countries as both origin and destination of migration?

  5. Copenhagen Institute for Futures Studies Instituttet for Fremtidsforskning Various types of Migration

  6. WHAT DRIVES MIGRATION?

  7. Drivers for development Source: Phillip Martin m.fl.: International Migration. Facing the challenge i Population Bulletin, vol. 57, nr. 1, marts 2002

  8. Drivers for development Source: Phillip Martin m.fl.: International Migration. Facing the challenge i Population Bulletin, vol. 57, nr. 1, marts 2002

  9. Economic DevelopemtGDP Growth 2000-2010 15% 19% 96% 61% 28% 33% Source: www.imf.org - IMF World Economic Outlook (WEO)

  10. Economic DevelopemtGDP Growth 2010-2020 9% 11% 61% 61% 15% 32% Source: www.imf.org - IMF World Economic Outlook (WEO) + CIFS estimate

  11. Economic developmentMega-regions ’The more things are global, the more decisive location becomes’Michael Porter Harvard Business School on the Location Paradox

  12. Knowledge Accumulation:New Knowledge Hotspots Source: UNESCO 2009

  13. Knowledge Accumulation:New Knowledge Hotspots Source: UNESCO 2009

  14. Demographic Change:An aging world Source: UN Population Perspectives, 2008

  15. Demographic Change:Europe and Africa Source: UN Population Perspectives, 2008

  16. Globalisation:Number of migrants on a global scale UN Population Division: International migration, 2009.

  17. DESTINATION COUNTRIES

  18. Migration destinations 32,7% 70 mio. 23,4% 50 mio. 28,5% 61 mio. 8,3% 18 mio. 3,4% 8 mio. 3% 7 mio. Source: UN Population Division: International Migration 2009

  19. Top Destination Countries Source: UN Population Division: International Migration 2009

  20. International Migrant stock (in thousands) Source: UN Population Division: International Migration 2009

  21. International migrants(percentage of total population) Source: UN Population Division: International Migration 2009

  22. WHERE DO MIGRANTS COME FROM? .. AND HOW DO WE RECRUIT THEM? 10 approaches

  23. #1 – Migration across continents Source: IOM - World Migration. Managing Labour Mobility in the evolving global economy, 2008

  24. #2 Top 25 Emigration-states,1995 og 2005 Source: IFFs analyse på baggrund af data fra UN Population Division: International Migration Global Assessment 2006

  25. #3 – Skilled immigrants out of net emigration Source: IFFs analyse på baggrund af data fra UN Population Division: International Migration Global Assessment 2006

  26. #4- Skilled immigrants out of net emigration per country Source: IFFs analyse på baggrund af data fra UN Population Division: International Migration Global Assessment 2006

  27. #5 - Remittances in top 25 receivingcountries, 1995 and 2005 Source: IFFs analyse på baggrund af data fra UN Population Division: International Migration Global Assessment 2006

  28. WHO MIGRATES? Migrant Profiles

  29. #6- Mobility and Age Source: Intelligence Group: Get ready for the international recruitment rally, 2009

  30. #7 - Mobility and life stages Source: CIFS MR#3, 2010 ’Global Talent Rally’

  31. #8 - New segments • Females • ½ of migrant population are females. • 60% of students in Europe & US and nearly 70% in developing countries are females. • 40% more skilled females than males among migrants. • Singles • Mobility does not fall according to life cycle. • Strong need for low skilled labor. • Low skilled labor force • Migration myth  we only need highly skilled labor. • In US: 2 pct. of labor force but 22 pct. of domestic help.

  32. #9 – Immigrantprofiler

  33. #10 - Hotspots • World: • Botswana • Venezuela • Malaysia • Mexico • Thailand • California • Close: • Iceland • Ireland • Rest of Europe: • Turkey • Ukraine

  34. ConclusionNeed to actively recruit and retain • A number of megatrends drive & change migration • New tendencies in migration (destinations, number of migrants, unpredictabilities) • From push to pull - demand driven labor migration: • Demand driven migration – hotspots and knowledge centres • Demographic change & the needs of the labor market • Talent attraction will be a highly competitive market • Migration is therefore becoming more circular in nature • New types of migration, new drivers • Life-cycle, and migrant-profile oriented strategies • Migration becoming increasingly circular • There is a need to actively attract and retain new talent.

  35. ENJOY YOURBREAK

  36. ARE WE ABLE TO ATTRACT?

  37. Global migration barometer Source: Global Migration Barometer, Verdensbanken 2008

  38. Comparison of Nordic Countries Source: Nordisk Råd - Rekruttering af kompetencearbejdskraft fra tredjelande til Norden, 2010

  39. The competent and unemployed Source: Bernand Salt, ’Global Skills Convergense’, KPMG 2008

  40. Foreign Talents & Researchers • 95 of 96 applications for a PhD at the University of Stavanger’s Institute of Petroleum Technology have come from foreigners. The Foreigner, Norwegian News In English Tuesday, 30th November • 1:4 of doctoral fellows & 1:6 of other academic staff at Norwegian universities and university college sectors are foreigners. Research Council of Norway, 2009. • ”Why stay in Norway? Outdoor activities, family friendly culture, well-established research community - both temporary and long-term jobs, space for professional development.” Professor Nadim, a qualified civil engineer from Iran. • US: 1 foreign engineer creates 5 new jobs. DK: 1 foreign engineer creates 2 new jobs – indirectly many more. T. Rogers, Semiconductor & Danish Ministry of Economics and Business Affairs. • DK: In 3 years foreign talents increase productivity with 5-15%. Jan Rose Skaksen, professor at ECON, CBS.

  41. NEW DEMANDS AND NEEDS

  42. Important Pull Factors Source: Intelligence Group, ’Get ready for the international recruitment rally’, 2009

  43. Incentives for the global worker Source: Oxford Research Expat study 2006

  44. Next generation: Disloyal Source: Experience 2008

  45. Generation Y / Millennials: Source: PWC, ’Talent Mobility 2020’

  46. Talent-profiles in 2020:Difference in strategies • Baby Boomers (60’ies): • Reached height of career • Once again mobile • Location & Opportunities • Long-term tasks • Generation X (’70 and start 80’erne): • Top of salary hierarchy. • ’People are not flat’ – experienced and high competences- less mobile • Selective in tasks-selection- career focused • Seniority packages. Safety, commute • Long-term tasks • Generation Y / Millennials (’90-’00): • New on the labor market • Organizations and world without boundaries. • Most varied/international assignments • Customized & target oriented career styles. • Flexible in length and types of tasks • Emphasis on interests and opportunities Source: PWC, ’Talent Mobility 2020’

  47. Conclusion • Norway is attractive but not very accessible • Need to recruit from third countries • Foreigners contribute significantly to the economy. • New demands and needs • Good standard of living (cheap!). • From ‘cradle to grave’. • Incorporate different strategies according to life stages, profiles and needs.

  48. SHORT WORKSHOP

  49. In pairs: Interview each other using following guide lines • Migrant profile? • What is your marital status and gender? What is your income level (high, medium, low)? Skills and qualification level (low, average, high, expert?) Which age group do you belong to (life phase)? • Mobility and needs? Incentives to move to a specific country, megacity or company? • Pull: Personal incentives (Career, selfdevelopment, adventure, etc.) or family incentives (education, spouses career, etc.)? • Push: Poorer opportunities in country of origin? • Barriers to mobility? • Lack of knowledge? Lack of incentives? • Based on the above information, discuss: • What strategy or strategies should I use to attract and retain you?

  50. THANKS FOR YOUR ATTENTION! Sally Khallash, sk@cifs.dk

More Related