Rainer Strack: The surprising workforce crisis of 2030 — and how to start solving it now
212,042 views ・ 2014-12-03
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譯者: FBC GLOBAL
審譯者: Geoff Chen
00:12
2014 is a very special year for me:
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2014 年,在我眼裡
這是不同尋常的一年:
00:16
20 years as a consultant,
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我從事諮詢師工作已有二十載,
00:18
20 years of marriage,
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2014 年也是我結婚二十週年,
00:19
and I'm turning 50 in one month.
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還有一個月我就要年滿五十週歲。
00:22
That means I was born in 1964
in a small town in Germany.
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1964 年,我出生在一個德國小鎮上。
00:28
It was a gray November day,
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這一天恰逢十一月,天色灰濛濛的。
00:30
and I was overdue.
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我出生時已超出了預產期。
00:32
The hospital's maternity ward
was really stressed out
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醫院的婦產科病房早已人滿為患,
00:35
because a lot of babies were born
on this gray November day.
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因為這一天出生的嬰兒過多。
00:40
As a matter of fact,
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實不相瞞,
00:42
1964 was the year with the highest
birth rate ever in Germany:
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1964 年是德國有史以來
出生率最高的一年:
00:46
more than 1.3 million.
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這一年,有超過 130 萬嬰兒降臨人世。
00:48
Last year, we just hit over 600,000,
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而去年德國僅有 60 多萬嬰兒出生,
00:51
so half of my number.
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只有 1964 年的一半。
00:53
What you can see here
is the German age pyramid,
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請大家看這裡,
這是一座德國的年齡金字塔,
00:57
and there, the small black point
at the top, that's me.
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那裡頂上有一個小黑點,就是我。
01:00
(Laughter) (Applause)
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(笑聲)(掌聲)
01:06
In red, you can see the potential
working-age population,
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紅色部分是潛在的適齡工作人口,
01:10
so people over 15 and under 65,
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介於 15 至 65 週歲之間,
01:14
and I'm actually only interested
in this red area.
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實際上,我只對這一紅色區域感興趣。
01:18
Now, let's do a simple simulation
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目前,讓我們來做一個簡單的模擬
01:20
of how this age structure will develop
over the next couple of years.
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詮釋這一年齡結構在今後若干年
會呈現什麼樣的發展勢頭。
01:24
As you can see,
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大家可以看到,
01:26
the peak is moving to the right,
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最高點往右移動,
01:28
and I, with many other baby boomers,
will retire in 2030.
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而我和其他嬰兒潮中出生的同齡人
一樣將在 2030 年退休。
01:35
By the way, I don't need any forecasts
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便說一句,我不需要為預測這一紅色區域
01:37
of birth rates for predicting
this red area.
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而對出生率作任何預測。
01:40
The red area,
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這一紅色區域,
01:41
so the potential
working-age population in 2030,
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2030 年潛在的適齡工作人口,
01:45
is already set in stone today,
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其實今天早已塵埃落定,
01:48
except for much higher migration rates.
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除了移民率顯著提高外。
01:52
And if you compare this red area in 2030
with the red area in 2014,
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大家將 2030 年時這一紅色區域
與 2014 年時的紅色區域相比,
01:58
it is much, much smaller.
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會發現顯然小得多。
02:01
So before I show you
the rest of the world,
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因此,在我向大家展示
世界其他地方的情況前,
02:03
what does this mean for Germany?
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這對於德國而言意味著什麼?
02:07
So what we know from
this picture is that the labor supply,
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因此,我們可以從這張圖中
獲悉的是勞動力供應狀況,
02:11
so people who provide labor,
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因此,勞動力人口,
02:13
will go down in Germany,
and will go down significantly.
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在德國將呈下降趨勢,而且
這一趨勢會越來越明顯。
02:16
Now, what about labor demand?
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目前,勞動力需求怎麼樣?
02:19
That's where it gets tricky.
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這正是令人難以捉摸的地方。
02:22
As you might know, the consultant's
favorite answer to any question is,
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大家可能知道,對於任何問題,
諮詢師最喜歡的回答是,
02:26
"It depends."
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「視情況而定。」
02:28
So I would say it depends.
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因此,我會說視情況而定。
02:31
We didn't want to forecast the future.
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我不願意預測未來。
02:33
Highly speculative.
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這非常耐人尋味。
02:34
We did something else.
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而我做了其他事情。
02:36
We looked at the GDP
and productivity growth of Germany
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我們關注過去二十年間德國
的國內生產總值
02:39
over the last 20 years,
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與生產率增長狀況,
02:41
and calculated the following scenario:
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並估算接下來的情形:
02:44
if Germany wants to continue
this GDP and productivity growth,
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如果德國希望延續這一 GDP 與生產率,
02:48
we could directly calculate
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我可以直接估算
02:50
how many people Germany would need
to support this growth.
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在德國得需要多少人
才能支援這一增長勢頭。
02:54
And this is the green line: labor demand.
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這條綠線表示勞動力需求。
02:57
So Germany will run into
a major talent shortage very quickly.
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德國將進入一個人才嚴重匱乏的時期。
03:03
Eight million people are missing,
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人口將減少整整八百萬,
03:05
which is more than 20 percent
of our current workforce,
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這個數字超過德國目前
勞動力人口的 20%,
03:07
so big numbers, really big numbers.
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這個數字相當驚人,高得令人咋舌。
03:10
And we calculated several scenarios,
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與此同時,我們估算了若干情形,
03:12
and the picture always looked like this.
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情況總是如此。
03:16
Now, to close the gap,
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目前,為了彌補差距,
03:18
Germany has to significantly
increase migration,
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德國必須放寬移民限制,
增加移民人數,
03:22
get many more women in the workforce,
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讓更多的婦女參加工作,
03:24
increase retirement age —
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提高退休年齡──
03:26
by the way, we just
lowered it this year —
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順便說一句,我們今年剛剛
延遲了退休年齡
03:28
and all these measures at once.
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並同時出臺了一切相關措施。
03:31
If Germany fails here,
Germany will stagnate.
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倘若德國在這方面的努力失敗,
德國將會停滯不前,陷入蕭條。
03:35
We won't grow anymore. Why?
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我們不會再有任何發展。原因何在?
03:38
Because the workers are not there
who can generate this growth.
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由於發展所需的工人數量供不應求。
03:41
And companies will look
for talents somewhere else.
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公司、企業不得不另闢蹊徑,招募人才。
03:45
But where?
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從哪裡招募人才呢?
03:48
Now, we simulated labor supply
and labor demand
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現在讓我們模擬一下全球
十五個經濟體的
03:52
for the largest 15 economies in the world,
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勞動力供求關係,
03:55
representing more than 70 percent
of world GDP,
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這些經濟體的 GDP 占全球
GDP 總量的 70% 以上,
03:59
and the overall picture
looks like this by 2020.
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截至 2020 的整體情況就像這個圖。
04:03
Blue indicates a labor surplus,
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藍色的部分表示有勞動力剩餘的國家,
04:06
red indicates a labor shortfall,
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紅色的部分表示勞動力短缺的國家,
04:08
and gray are those countries
which are borderline.
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而灰色的部分則表示勞動力
介於剩餘和短缺之間的國家。
04:12
So by 2020, we still see a labor surplus
in some countries,
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因此,截至 2020 年,我們依然可以看到
一些國家會出現勞動力剩餘狀況。
04:18
like Italy, France, the U.S.,
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像義大利、法國和美國,
04:20
but this picture will change
dramatically by 2030.
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但是,這張圖會在 2030 年
發生巨大的變化。
04:25
By 2030, we will face
a global workforce crisis
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截至 2030 年,全球大多數大型經濟體
04:29
in most of our largest economies,
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包括金磚四國中的三個國家,
04:32
including three
out of the four BRIC countries.
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會面臨全球性的勞動力危機。
04:35
China, with its former
one-child policy, will be hit,
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中國曾長期堅持奉行獨生子女
政策,屆時將首當其衝,
04:38
as well as Brazil and Russia.
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與此同時,巴西和俄羅斯也難以倖免。
04:42
Now, to tell the truth,
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眼下,說句大實話,
04:46
in reality, the situation
will be even more challenging.
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實際形勢甚至會嚴峻得多。
04:50
What you can see here are average numbers.
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我們在這裡看到的只是平均數字。
04:54
We de-averaged them
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我們不要平均化
04:56
and broke them down
into different skill levels,
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而是把這些數位分解成
不同的技術水準,
04:58
and what we found
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如此一來,
04:59
were even higher shortfalls
for high-skilled people
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我們便不難發現高技術人才
短缺甚至更嚴重,
05:03
and a partial surplus
for low-skilled workers.
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而低技術工人只是略有剩餘。
05:08
So on top of an overall labor shortage,
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因此,整個勞動力短缺問題中
最嚴重的是
05:11
we will face a big
skill mismatch in the future,
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我們將來會面臨嚴峻的技術失衡,
05:15
and this means huge challenges
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這就意味著政府和公司
05:17
in terms of education, qualification,
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在教育、資質認定、技能提升方面
05:19
upskilling for governments and companies.
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將面臨巨大的挑戰。
05:24
Now, the next thing we looked into
was robots, automation, technology.
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目前,我們探討的下一個問題
是機器人、自動化和科學技術。
05:30
Will technology change this picture
and boost productivity?
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技術變革是否有助於改變
這一狀況並提高生產率?
05:35
Now, the short answer would be
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目前,簡單的回答是
05:37
that our numbers already include
a significant growth in productivity
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我們的數字早已證明科學技術
05:42
driven by technology.
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促進了生產率的顯著發展。
05:45
A long answer would go like this.
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而冗長的回答也不過如此。
05:48
Let's take Germany again.
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讓我們再把話題轉回到德國。
05:51
The Germans have
a certain reputation in the world
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德國的生產率在全世界
05:53
when it comes to productivity.
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聲名顯赫。
05:56
In the '90s, I worked in our Boston office
for almost two years,
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上世紀九十年代,我在波士頓辦事處
工作了兩年左右,
06:00
and when I left, an old senior partner
told me, literally,
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當我離任時,一位上了年紀的同僚
直截了當地告訴我,
06:04
"Send me more of these Germans,
they work like machines."
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「多給我些德國人,你們的工作太棒了,
像機器一樣高效。」
06:08
(Laughter)
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(笑聲)
06:12
That was 1998.
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這是 1998 年發生的事情。
06:16
Sixteen years later,
you'd probably say the opposite.
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十六年後,你們的說法或許正好相反。
06:19
"Send me more of these machines.
They work like Germans."
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「多給我些機器,這些機器太棒了,
像德國人一樣高效。」
06:23
(Laughter) (Applause)
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(笑聲)(掌聲)
06:30
Technology will replace
a lot of jobs, regular jobs.
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科技將取代大量的工作,
常規工作。
06:34
Not only in the production industry,
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不僅在生產型行業
06:36
but even office workers are in jeopardy
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甚至連辦公室白領也岌岌可危,
06:38
and might be replaced by robots,
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可能被機器人、
06:41
artificial intelligence,
big data, or automation.
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人工智能、大數據或自動化取代。
06:45
So the key question is not
if technology replaces some of these jobs,
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因此,主要問題並非科技
會取代一部分工作,
06:50
but when, how fast, and to what extent?
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而是什麼時候,有多快,
會取代哪些工作?
06:53
Or in other words,
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換句話說,
06:55
will technology help us
to solve this global workforce crisis?
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科技是否會幫助我們應對這一
波及全球的勞動力危機呢?
07:01
Yes and no.
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是與否。
07:03
This is a more sophisticated
version of "it depends."
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這是一個更錯綜複雜的
「視情況而定這得看。」
07:06
(Laughter)
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(笑聲)
07:07
Let's take the automotive industry
as an example,
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讓我們以自動化工業為例,
07:12
because there, more than 40 percent
of industrial robots are already working
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因為,有超過 40% 的工業機器人
已經投入工作,
07:16
and automation has already taken place.
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自動化早已各就各位。
07:21
In 1980, less than 10 percent
of the production cost of a car
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早在 1980 年,生產一輛汽車的
成本只有不到 10%
07:26
was caused by electronic parts.
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花在了電子部件上。
07:29
Today, this number is more than 30 percent
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時至今日,電子部件的成本
已超過了30%,
07:32
and it will grow
to more than 50 percent by 2030.
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到 2030 年有望超過 50%。
07:37
And these new electronic parts
and applications
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這些新型電子部件與應用
07:41
require new skills
and have created a lot of new jobs,
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要求運用新技術,並會創造
更多的工作機會,
07:45
like the cognitive systems engineer
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例如,認知系統工程師,
07:48
who optimizes the interaction
between driver and electronic system.
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其負責優化司機與
電子系統之間的互動。
07:54
In 1980, no one had the slightest clue
that such a job would ever exist.
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早在 1980 年,人們做夢也不會
想到將來會冒出這種工作。
08:01
As a matter of fact,
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事實上,
08:03
the overall number of people
involved in the production of a car
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儘管運用了機器人和自動化,
08:07
has only changed slightly
in the last decades,
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但涉及汽車生產的總人數
08:10
in spite of robots and automation.
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在過去十年間變化很小。
08:13
So what does this mean?
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因此,這將為我們帶來什麼啟示呢?
08:15
Yes, technology
will replace a lot of jobs,
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不錯,科學技術將取代許多工作崗位,
08:17
but we will also see a lot of new jobs
and new skills on the horizon,
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但我們也會看到大量新的工作崗位
和新興技能應運而生,
08:23
and that means technology will worsen
our overall skill mismatch.
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這便意味著科技將會使人們
的整體技術失衡越發嚴重。
08:29
And this kind of de-averaging
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而且這種去平均化態勢
08:31
reveals the crucial challenge
for governments and businesses.
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會對政府機關和商業企業
造成嚴峻的挑戰。
08:37
So people, high-skilled people,
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因此,員工、尤其是高技術人才
08:41
talents, will be the big thing
in the next decade.
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未來十年內將成為關注焦點。
08:45
If they are the scarce resource,
we have to understand them much better.
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如果他們成為稀缺資源,我們
就得更好地瞭解他們。
08:50
Are they actually willing to work abroad?
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他們是否願意去國外工作?
08:53
What are their job preferences?
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他們嚮往什麼工作呢?
08:56
To find out, this year we conducted
a global survey
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為了一窺究竟,
今年我們對來自全球 189 個國家
09:01
among more than 200,000 job seekers
from 189 countries.
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的 20 多萬名求職者進行了
一次全球大調查。
09:08
Migration is certainly
one key measure to close a gap,
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移民恐怕是填補這一空缺的主要途徑,
09:13
at least in the short term,
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至少在短期內行之有效,
09:15
so we asked about mobility.
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因此,讓我們來談談流動性問題。
09:17
More than 60 percent
of these 200,000 job seekers
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上述 20 萬求職者中 60% 以上的人
09:22
are willing to work abroad.
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願意去國外工作。
09:24
For me, a surprisingly high number.
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對於我而言,這個數字高得驚人。
09:26
If you look at the employees
aged 21 to 30,
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如果你關注一下 21 至 30 歲的員工,
09:30
this number is even higher.
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這個數字會更高。
09:32
If you split this number up by country,
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如果你按各個不同的國家拆分這一數字,
09:36
yes, the world is mobile, but only partly.
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全世界處於流動中,但這只是部分現象。
09:41
The least mobile countries
are Russia, Germany and the U.S.
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俄羅斯、德國和美國
是流動性最小的國家。
09:46
Now where would these people like to move?
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眼下這些人希望去哪裡呢?
09:49
Number seven is Australia,
where 28 percent could imagine moving.
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排在第七位的是澳大利亞,那裡有
28% 的人可能在盤算著遷徙。
09:54
Then France, Switzerland,
Germany, Canada, U.K.,
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法國、瑞士、德國、加拿大、英國,
09:58
and the top choice
worldwide is the U.S.
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而全球最佳選擇是美國。
10:02
Now, what are the job preferences
of these 200,000 people?
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眼下,這 20 萬人最嚮往什麼工作呢?
10:06
So, what are they looking for?
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他們有何追求?
10:09
Out of a list of 26 topics,
salary is only number eight.
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在 26 個決定因素中,
工資收入僅僅位列第八。
10:15
The top four topics
are all around culture.
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排名前四的決定因素均和企業文化有關。
10:20
Number four,
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排在第四的是,
10:21
having a great relationship with the boss;
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和老闆關係融洽;
10:24
three, enjoying a great work-life balance;
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第三是,工作與生活互不影響,
保持平衡;
10:28
two, having a great relationship
with colleagues;
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第二是,與同事關係融洽;
10:32
and the top priority worldwide
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而排在首位的是熱愛自己的工作
10:35
is being appreciated for your work.
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這才是全世界擇業最重要的決定因素。
10:40
So, do I get a thank you?
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大家是否會因此感謝我?
10:43
Not only once a year
with the annual bonus payment,
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不只是為了一年一度的年終大獎,
10:46
but every day.
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而是希望幸福每一天。
10:48
And now, our global workforce crisis
becomes very personal.
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而目前,我們的全球勞動力危機
可能會與每個人休戚相關。
10:53
People are looking for recognition.
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人們眼下正在尋求認同感。
10:56
Aren't we all looking
for recognition in our jobs?
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我們不是也在自己的工作中尋求認同嗎?
11:03
Now, let me connect the dots.
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現在,讓我貫穿一下各個要點。
11:06
We will face a global workforce crisis
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我們將會面臨全球性的勞動力危機,
11:09
which consists
of an overall labor shortage
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這場危機中不但全球勞動力短缺,
11:12
plus a huge skill mismatch,
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而且技能嚴重失衡,
11:14
plus a big cultural challenge.
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還要面臨嚴峻的文化挑戰。
11:17
And this global workforce crisis
is approaching very fast.
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這場全球性的勞動力危機已日益逼近。
11:21
Right now, we are
just at the turning point.
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目前,我們正處於十字路口。
11:23
So what can we, what can governments,
what can companies do?
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因此,我們能做些什麼,政府機關
能做些什麼,公司能做些什麼?
11:28
Every company,
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不僅每一家公司,
11:29
but also every country,
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而且每一個國家
11:31
needs a people strategy,
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同樣需要制定人力資源戰略,
11:33
and to act on it immediately,
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立即付諸行動,應對未來,
11:36
and such a people strategy
consists of four parts.
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該等人力資源戰略有個四方面組成。
11:40
Number one, a plan
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該等人力資源戰略有個四方面組成。
11:42
for how to forecast supply and demand
for different jobs and different skills.
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如何預測不同工作和
不同技能的供求關係。
11:48
Workforce planning will become
more important than financial planning.
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勞動力規劃在財政規劃中的
重要性日益突出。
11:54
Two, a plan for
how to attract great people:
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第二點,需要制定規劃吸引優秀人才:
11:57
generation Y, women, but also retirees.
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不僅是年青一代、婦女,
還包括退休人員。
12:01
Three, a plan for how to educate
and upskill them.
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第三點,還要為人才的教育和
技能提升制定規劃。
12:05
There's a huge
upskilling challenge ahead of us.
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我們在技能提升上面臨嚴峻的挑戰。
12:09
And four,
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第四點,
12:11
for how to retain the best people,
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如何才能留住最優秀的人才,
12:14
or in other words,
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或換而言之,
12:15
how to realize an appreciation
and relationship culture.
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如何才能實現鑒賞和關係的文化。
12:23
However, one crucial underlying factor
is to change our attitudes.
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然而,一個重要的潛在動因
改變著我們的觀點。
12:30
Employees are resources, are assets,
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員工是資源,更是財產,
12:34
not costs, not head counts,
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而不是成本,也不是人數,
12:37
not machines,
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更不是牟利的機器,
12:38
not even the Germans.
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即使德國人也非如此。
12:40
Thank you.
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謝謝。
12:41
(Applause)
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(鼓掌)
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