Anna Wicha

Country Manager,

Adecco Poland

Nearly 25 per cent of people in Switzerland and

Luxembourg were born abroad and in Singapore

this value is as high as 43 per cent, and is quite

significant also in the USA and Canada point out

the authors of Global Talent Competitiveness Index,

prepared by one of leading business schools, French

INSEAD, in cooperation with a global HR services

leader, Adecco Group and Leadership Institute

of Singapore.

Attraction of talents and international mobility

is also the main theme of this year’s, third edition

of GTCI report. According to the report, without

supporting this mobility it will be difficult to develop

creative talents.

The abovementioned mobility is becomes even

more important today as the world is changing

faster than at any time in the past, which poses both

new opportunities and big challenges, the latter

being, for instance, 200 million unemployed in the

world and half of today’s work posts which may soon

disappear as a result of automation. GTCI research

proves the critical importance of mobility

of talents compared to surpluses and shortages

of qualifications in the world. The top of the ranking

shows that countries which want to attract talents

must invest in education and scientific centres, while

at the same time, they as well must cut red tape and

simplify labour market regulations.

To prevent the shortage of talents, also in the

Polish labour market, it is necessary to introduce

deeper systemic solutions. One of the most frequent

recommendations we make is to strive for even

more flexible labour market. Greater mobility and

rotation of positions will ensure better and wider

access to vacancies that need to be filled. The key

to market liberalisation is to change the laws that

regulate labour relationships, to reduce labour costs

and curb privileges of individual working groups

stresses Anna Wicha. Another important change

that is directly tied to demographic challenges is the

necessity to give up the work model so widely popular

in the last century, that is working for the whole life

for one employer and climbing the career ladder in

one company adds Wicha.


The GTCI report takes into account tens of factors,

including education, percentage of students,

quality of universities and academies and quality

of managers, problems with recruiting and

dismissing employees, Internet access, foreign

investments, number of migrants, discrepancies in

salaries of men and women, etc. Poland gets high

grades for productivity, level of education and

competence of employees and ranks well in terms

of flexibility of employment (19 th position), but is far

down the ranking with its openness to immigration

and competitiveness in attracting talents. Our

country comes out poorly in terms of percentage

of foreign students, tolerance of immigrants, and in

the global system of talent exchange we are rather

the giver, not the taker.

As stressed by Bruno Lanvin, who is in charge

of selection of global indexes in INSEAD, one of the

main conclusions of the report applies to the policies

of those countries which should better manage the

new dynamics of talents’ mobility. He also soothed

concerns of less developed countries which are

afraid of brain drain Lanvin believes that the loss

of well-qualified specialists, who emigrate to other

countries, may initially be seen as the loss of talents,

but their returning home will be a great benefit

to the motherland. Bruno Lanvin reminded that

this is how Taiwan built its world-class electronic

industry using engineers coming back from the

Silicone Valley.

GTCI authors also stress that in the world of intense

mobility of talents, these are cities and regions, not

countries, that matter more and more when it comes

to competing for talents.


This year’s GTCI report also draws attention to the

fact that although people are still migrating for

work and opportunities, there is a stronger trend

of taking work to countries having talents at home.

In this context the report indicates China, South

Korea, Malta, Slovenia and Moldova. It also reminds

of the importance of development of professional

qualifications as the deficit of qualifications (and

shortage of experts) is an ailment not only in

countries like China, India or Brazil, but also in the

better developed ones, such as Ireland, Belgium or


To conclude, I am obviously aware that in the short

run, we will not change the legislative and social

environments in our country. I am sure, however,

that in the market we may invoke potential among

young people by making it easier for them to gain

experience and build their position in the labour

market thanks to flexible forms of employment sums

up Anna Wicha. █

20 Best2Invest | marzec - kwiecień 2016

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