1. Crisis Round the Corner
Presented By:
Meghna Verma
Indian Institute of Management, Lucknow

2. Presentation Plan
• What CRISIS?
• What does crisis in our scenario means?
• Response to crisis

3. What CRISIS?
“Twenty years from now, the world will need millions of new business
professionals, engineers, doctors, IT specialists, scientific researches, technicians,
teachers, plumbers and nurses. Twenty years from now, we may not have them”
-Jean Charest, Premier of Quebec, Canada
An era of ‘ Global Talent Scarcity’
Huge gap between Demand & Supply of Talent

4. Roots of the CRISIS
• Roots of this crisis is different in the two
economies.
In most of developed economies
• Retirement of Baby boomers
In developing economies
• Despite large number of young workforce, crisis
is due to lower skill levels

5. What Does This Crisis Means for Us?

6. Asia-Pacific: % Having Difficulty Filling
Jobs
India’s: % having difficulty filing jobs: 48%
Source: Manpower Group: 2012 Talent Shortage Survey Research Results

7. India: Top 10 Jobs Employers are
Having Difficulty in Filling
Source: Manpower Group: 2012 Talent Shortage Survey Research Results

8. The Indian Workforce Scenario
• The Gen-Y dominance

9. Issue to be Addressed
Low
employability
skills
Changing
expectations of
Gen-Y workforce

10. What Gen-Y Desires?
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Skill recognition resources
Employer Brand Value proposition
Accessible Talent Borders
Diversity
Inspiring work environment
Virtual mobility
Lifelong learning opportunities
Work-life flexibility
Source: Deloitte: Generation Y: Changing the face of manufacturing
Source: Boston Consulting group

11. Manufacturing Sector Projected Job
Growth Rate (India)
Jobs
CAGR (2010-2020)
Total demand
0-2%
Legislators, Senior Officials & Managers
2%
Professionals
>4%
Technicians & associated professionals
0-2%
Clerks
0-2%
Service & sales or worker
>4 %
Craft and related workers
0-2%
Other occupations without talent focus
0-2%
Demand trends for professionals in manufacturing are expected to exceed 4%
CAGR across country types, with developing countries peeking more than 10%
CAGR.
Source: Laborsta: OEDC: Boston Scientific Group

12. Combining the Scenarios
• There is going to be a Talent Scarcity, leading to
Talent warfare.
• Companies and nations would be competing for
the best talent
• Skills needed for the business by 2020 and
beyond needs to be developed today
• Shift in workforce demographics, has changed the
employee expectations
• Companies needs to match up these expectations
to grab the best and the brightest

13. Response to Crisis
BCG seven responses to Global Talent
Crisis

14. Introduce Strategic Workforce Planning
Define job families and future critical
skills
Model workforce supply and demand
with a 5 to 10 year planning horizon
Undertake a gap analysis to uncover
potential shortages and surpluses
Link workforce planning to the
company’s business strategy
Systematically determine actions from gap analysis;
develop skills database for potential job rotations
Inform employees of the skills they will need in
future growth areas

15. Ease Migration
Establish multilingual and virtual company
presence beyond national borders and
neighboring countries
Seek expertise in immigrant pools while
investing in the development of current
employees
Recruit beyond national borders and
neighboring countries
Brand your company as “talent friendly”
Foster a migration- friendly culture

16. Foster Brain Circulation
Offer generous return packages to highly skilled
people and relocation assistance, including
spouse career services and child care programs
Keep your talent mobile through: Horizontal and
vertical mobility within the company
International assignments
Job rotation
Encourage employees to take short- term
assignments or sabbaticals abroad
Encourage foreign employees to build
relationships with potential partners
businesses in their home countries

17. Develop a Talent “trellis’
“Step into the talent’s shoes” to understand what
diverse talented employees seek (compensation,
organizational flexibility, meaningfulness of business,
etc)
Develop long term retention strategies to retain
scarce talent
Provide a variety of development opportunities,
such as virtual/cultural training, entrepreneurial
training, peer-to-peer learning and lifelong learning
Ensure horizontal and vertical mobility
Build an international profile and use web 2.0/social
media to attract, recruit and retain scarce resource

18. Encourage Temporary Mobility & Virtual
Work
Introduce flexible work arrangements
Explore virtual work opportunities for
employees abroad
Set up rotation programmes and shortterm assignment between business
units and geographies
Foster virtual recruiting events and
activities

19. Extend the Talent Pool
Create a presence for the company brand
at universities locally and internationally
Display cultural sensitivity in targeting
minorities and women
Give employees support to contribute
part-time as they raise families
Engage retires(your own or those of
other companies) to mentor, consult or
complete short term assignments
Recruit from other industries’ pool with
similar skill sets

20. Increase Employability
Make education a priority of the CSR agenda
Offer internship and vocational training
opportunities
Offer certified training opportunities beyond
current job and educational leaves to foster up
skilling
Engage with academia and government to
equip talent with a balance of theoretical and
practical skills

21. References
• Manpower solutions: 2012 Talent Shortage Survey Research
Results
• World economic forum and BCG Report: Global Talent Riskseven response(2011)
• Deloitte : Managing the Talent Crisis in Global Manufacturing

22. Thank You

23. Questions?