2023-11-20-INSEAD-2023年全球人才竞争力指数报告_314页_10mb

Global Talent Competitiveness Index 2023 Summary

Core Content

The Global Talent Competitiveness Index (GTCI) 2023 is a tenth-anniversary edition of the report, highlighting the evolution of the index over the past decade and outlining key trends and challenges in the global talent landscape for the next decade. It is a collaborative effort between INSEAD, the Descartes Institute for the Future, and the Human Capital Leadership Institute (HCLI), with contributions from various global organizations and leaders in talent and human capital.

Main Themes and Key Messages

1. Talent Inequalities Persist Globally and Within Nations

• The GTCI has consistently shown that talent inequalities between countries remain high, with poorer economies lagging behind in talent competitiveness.
• The correlation between GDP per capita and GTCI scores has strengthened over the past decade, increasing from 0.76 in 2013 to 0.85 in 2023.
• Gender inequalities in talent remain significant, especially in emerging and poorer economies, where women face wage gaps, fewer career opportunities, and limited access to higher responsibilities.
• The gap between talent champions (mostly high-income countries) and the rest of the world is widening, and the SDGs may be negatively impacted by growing inequality.

2. Technology is Transforming the Nature of Work and Talent Needs

• The GTCI has tracked how technological change has been a key driver in shaping talent competitiveness.
• Automation and AI are displacing low-skilled workers and knowledge workers, respectively, while also reshaping the required skill sets.
• The emergence of AI has highlighted the need for massive re-skilling of the workforce.
• Remote working and online collaboration have become more common, changing the location-based dynamics of talent competition.

3. The Impact of the Pandemic on Talent and Work

• COVID-19 has profoundly altered the global talent landscape, with remote working becoming the norm.
• The pandemic has disrupted talent mobility, but online collaboration tools have partially offset this.
• Brain circulation has been hampered by geopolitical uncertainties, nationalistic policies, and reduced international cooperation.

4. Cities and Regions Are Becoming Key Players in Talent Competition

• The percentage of the global population living in cities has increased from 43% in 1990 to 56% today, and is expected to reach 70% by 2050.
• Cities are increasingly important in shaping talent policies and initiatives.
• Second-tier cities have shown greater dynamism and attractiveness compared to large metropolises.
• The Global City Talent Competitiveness Index (GCTCI) has provided valuable insights into how cities compete for talent.

5. New Generations Are Redefining the World of Work

• Younger generations are prioritizing different values in their career choices, such as social impact, work-life balance, and meaningful work.
• The K-shape recovery post-COVID suggests that high-skilled workers will benefit more from economic growth, while low-skilled workers may face more challenges.
• The traditional model of employment loyalty is eroding, with gig work and short-term contracts becoming more common among younger workers.

6. The Future of Talent Competitiveness

• The GTCI has identified six prospective messages for the next decade, including:
  • Continuing focus on reducing inequalities.
  • Emphasis on quality of life in talent decisions.
  • Growing importance of cities in talent strategies.
  • Need for systemic HR approaches to design and organize companies around people and skills.
  • Rapid technological changes will continue to redefine the skills needed for the workforce.
  • Talent strategies must be flexible and adaptive to the evolving global and local environments.

Key Trends

• Talent inequalities remain a central issue.
• Technological change continues to reshape the labor market and the definition of work.
• Cities and regions are taking on more significant roles in talent initiatives.
• Geopolitical uncertainties are affecting brain circulation.
• New generations are reshaping the world of work with new values and expectations.

Conclusion

The GTCI has been a leading reference in understanding and benchmarking talent competitiveness over the past decade. It has evolved with the times, adapting to technological, social, and economic shifts. The data collected provide a unique time series that supports innovative and action-oriented analyses. The report serves as a call to action, urging policymakers, organizations, and leaders to address the challenges of talent inequality, adapt to new work models, and invest in human capital development.

Key Contributors and Partners

• Bruno Lanvin: Founder and President, Descartes Institute for the Future; INSEAD Distinguished Fellow
• Felipe Monteiro: Academic Director of the GTCI; Senior Affiliate Professor of Strategy, INSEAD
• Michael Bratt: Lead Researcher, Descartes Institute for the Future
• Kevyn Yong: Chief Learning Officer, Human Capital Leadership Institute
• INSEAD & Descartes Institute for the Future: Key collaborators in the development and publication of the GTCI
• HCLI: Partner in shaping the future of talent competitiveness and human capital strategies

Methodology and Disclaimer

• The GTCI is a comprehensive index that evaluates policies and practices related to talent competitiveness.
• It is not a reflection of the views of the institutions involved, but rather a collaborative effort.
• The report is for personal non-commercial use only and should not be used as a basis for business or financial decisions.
• The methodology and data are subject to annual audits by the European Commission's Joint Research Centre (JRC).