Human Capital - Closing the Gap - CBS Competitiveness Day 2016
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Presentation by COWI - 'Closing the Gap' at CBS Competitiveness Day 2016.
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Human Capital - Closing the Gap - CBS Competitiveness Day 2016
- 1. Thomas Hall Senior Vice President People & Communication COWI 5 SEPTEMBER 2016 COWI PRESENTATION1 Closing the Gap
- 2. 5 SEPTEMBER 2016 COWI PRESENTATION2 1. COWI's business 2. Future trends and needs in the engineering market? 3. Closing the gap is a multiple challenge? 4. What we do to close the gap? I am going to talk about
- 3. 5 SEPTEMBER 2016 COWI PRESENTATION3 This is COWI today Group overview Approx. 6,400 employees 2015 net turnover: DKKm 5,577 Presence in 25 countries World-class competencies within engineering, economics and environmental science 85 years of history At any given time, 13,000 ongoing projects
- 4. 5 SEPTEMBER 2016 COWI PRESENTATION4 Global mega trends shape our industry… COWI Group Strategy SUSTAINABILITY PROJECT COMPLEXITY AND SIZE DIGITALIZATION URBANISATION AND POPULATION DEVELOPMENT GLOBALISATION
- 5. In 2025 we will lack 10,000 engineers in Denmark 5 SEPTEMBER 2016 COWI PRESENTATION5
- 6. King Abdul Aziz Road Project, Mecca 9/12/2016 BTM COMMUNICATION STRATEGY 20176
- 7. 5 SEPTEMBER 2016 COWI PRESENTATION7 COWI takes a tiger leap into the thermal energy arena
- 8. Five steps to close the gap 5 SEPTEMBER 2016 COWI PRESENTATION8 A STRONG BRAND INNOVATION CROSS BORDER COLLABORATION COLLABORATION WITH UNIVERSITIES LEADERSHIP AND TALENT
- 9. 5 SEPTEMBER 2016 COWI PRESENTATION9 INNOVATION
- 10. 5 SEPTEMBER 2016 COWI PRESENTATION10 CROSS BORDER COLLABORATION
- 11. 5 SEPTEMBER 2016 COWI PRESENTATION11 COLLABORATION WITH UNIVERSITIES
- 12. 5 SEPTEMBER 2016 COWI PRESENTATION12 LEADERSHIP AND TALENT
- 13. 5 SEPTEMBER 2016 COWI PRESENTATION13 A STRONG BRAND
- 14. 5 SEPTEMBER 2016 COWI PRESENTATION14 "After previously working in China for nine months where my colleagues would always stay late and sometimes even sleep at the office, it is good to see how well my Danish colleagues manage their work-life balance. They seem to be able to switch off from work at the end of the day which I believe makes for a far healthier and happier life." Daniel Singleton, Structural design student at VIA University College We listen carefully to the people who shape our business "It motivates me to work for a company that believes and works for a green future. I get the opportunity to work in a department where I can continue to learn from real projects in a field I am passionate about: district heating." Lorenzo Martinez Calero, sustainable energy student at DTU
- 15. 15 Thank you! 5 SEPTEMBER 2016 COWI PRESENTATION Meet us at www.COWI.dk/com
Hinweis der Redaktion
- -Introduce your self -Start to involve them and get a sence of how much they know about COWI (They are coming back from the coffee break) How many of you know COWI already? (How many can tell what we are working with?
- Humble company Market sectors Foundation We create value for our customers by thinking 360 degrees around their challenges. We combine engineering, economics and environmental science in a 360° approach, which leads to more coherent solutions for our customers Coherent solutions balance the needs of all stakeholders and ultimately create coherence in society.
- - Megatrends as globalisation, the increasing urbanization and the climate changes creates huge market opportunities for a company like COWI. Let me give an example: The continuing urbanisation and overall growth of the world's population is projected to add 2.5 billion people to urban areas by 2050. By 2030, the world will have more than 40 megacities with at least 10 million inhabitants. These major cities will compete to attract investments and people. Development of smart technical solutions that help improving the lives of many people in the world e.g. shelter, sanitation, infrastructure and energy. In big cities as new yourk, tokyo and Hong Kong space has become a scarce ressource – which means that they have started to build parking spaces, shopping malls and cinemas under the ground. And for that they need tunnel specialist and building engineers etc. The globalisation and urbanisation also puts an enourmous pressure on the cities and climate. That calls for planning and construction of sustainable, efficient and smart engineer solutions – which reach directly into COWIs key competencies. No doubt the marked is there….but we have to fight for the engineers
- As we have already heard today, there will be a huge lack of engineering skills in Denmark At the same time the war for talent increases According to a forecast from the Danish Engineering Association and DI we will have a lack of about 10000 engineers in 10 years. * - Lately we have seen an increase a number of student wanting to become engineers – however the increase is primarily driven by design engineering – but we will need are structural engineers That is going to be an enormous challenge for a company like COWI, who is expecting to hirer 800 employees yearly until 2020. We are already in a situation where we are struggling to man the projects we win… * Source: Engineering the future Prognose for mangel på ingeniører og naturvidenskabelige kandidater i 2025 made for IDA and DI.
- Let me give an example. This year we won a competition about the engineering work for all infrastructure at King Abdul Aziz road project in Mekka. The KAAR project stretches over 1.2 million square meters and when completed it will provide new and more efficient transportation to a central pedestrian boulevard accommodating people travelling to and from the Al-Haram Mosque COWI will deliver engineering for: Earthworks, Roads and highways, Bridges and underpasses, Two metro stations and tunnels, Four underground car parks, Utilities and Architectural works For a project like this we need to find about 200 engineers within very short time, (who by the way have to be Islamic) To do that, we need to be visible and draw on our global network. More Facts about the project The KAAR Project (excluding 200+ buildings by downstream developers) is a 1.7 billion USD urban renewal project. 5 Copenhagen Metro stations would fit in-side one KAAR Metro station The central pedestrian boulevard is expected to have over 100,000 people per hour streaming to and from the Holy Mosque at peak times. Underground parking for up to 7,500 cars is part of the project. There are 12 bridges
- Another and more local example COWI takes a tiger leaf into the thermal energy area. That was the heading on our recruitment campaign when we newly won a "frame contract" with Dong Energy, and had to attract 15-20 highly skilled engineers to man the project. In this case the challenge was, that there are very few specialized people in this field in Denmark. Some of them may be working with our competitors or customers Again we needed to be very visible and exposed to attract the right people. But what do we do to close the gap and ensure that we can man the projects driven by the global mega trends in the long run?
- As most big companies we have to use different strategies to ensure that we have the right skills. Consulting industry is somewhat different than other industries People business Price pressure – low margin business Our approach can be broken into 5 corner stones
- 4) Innovation Innovation is a driver for customers and employees Innovation in projects Radical innovation The consultant of choise is the consultant that understands the customers challenges and meet it with innovative solutions. Innovation is also an important driver for the employees engagement. (evt. reference to engagement survey. COWI employees find innovation important for their engagement) Therefor innovation has become a very important element in COWI's strategy that was launched this year. Innovation has always been a part of our DNA. First of all innovation is a part of the projects in COWI. (All complex projects will have a degree of innovation). COWI does not have the budget to invest millions in innovation (like companies like Novo Nordisk), but we have recognized that we have to invest more in radical innovation to be prepared for the future.
- Cross border collaboration - Access to highly skilled engineers - Competitive prices The industry is pressed on prices and we win the projects on small margins COWI's office in India, Lt and Poland gives access to highly skilled engineers to competitive prices. It close a big part of the skill gap. Working in close collaboration with our colleages in Norway and Sweden is another way of closing the gap
- 2) Collaboration with the universities - PhD. projects sponsored by the COWI Foundation Teachers and censors from COWI Network and events - COWI has a wide range of PhD projects PhD projects going on in collaboration with the universities, eg DTU and Alborg University. These projects are partly sponsored by the COWI Foundation. The dialogue with the universities goes primarily through people from the line of business, who are teaching or censoring, or has made a phd themselves. This personal and professional relation gives the departments access to the students On department level we also have a strategic dialogue about future trends and the needs for skills (e.g. with Syddansk Universitets Center, Aalborg University and DTU) Sometimes our dialogue with the universities goes through professional associations, as the Danish association "Banebranchen", where COWI is represented together with the other Danish consultanct groups.
- 4) Leadership and talent Leadership development Talent development - Leadership is crucial for us to create a great place to work with a high engagement in knowledge intensive companies . The same counts for the employees possibility to develop and move up in the carrier system. - The talent programme and personal development plan are tools to create engagement and acknowledge people for good performance and meet their ambitions (evt. reference to engagement survey?)
- 5) A strong brand - Visibility Thought leadership Employer branding /student activities - CSR As mentioned COWI's business is a bit special when it come to recruiting, because often we have to recruit to specific projects. This is why it is crusial to us to win projects like the King Abdulk Azis Road in the Global media. Social Media is also becoming more and more essential for us as a employer branding platform (Bonus ifo for you Thomas: COWI's facebook site is used for employer branding and COWI's carrier profile on Linked in.. Besides we use linked in to tell about our iconic projects) Student activities is another element in the employer branding. This year we have tested a summer student-programme, in COWI's office in Lyngby called COWItry, which has been a success in Norway for yers. Students are invited to stay three weeks in the summer holiday to try how it is to work in COWI. It is a great way to built a relation to the future company and give them a network in COWI and a sence of what it is like to work in the real world. CSR: We need to tell the story that if you are working in COWI you really make a difference in the world. In COWI it is in our DNA, but we haven't been good at communicating this
- To sum up: The global mega trends is our guiding star in COWI. We are driven by the global mega trends trends that drives our customers, our industry We are listening to the needs of our employees and future employees (uddyb med Universum analyser, kundeanalyser etc) Listening to some of the young people from the COWItry, it looks like we are moving in the right direction