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Future Skilling

evaluate the skill gaps

through own research

Sw

iss

wo

rke

rs

Glo

ba

l wo

rke

rs

49%

Global workers

Swiss workers

Swiss workers

Global workers

37%

would like specialized reskilling provider to run the sessions

19% Swiss workers

39% Global workers

have acquired digital skills

see themselves responsible for acquiring new

skills would like their employer to develop training opportunities

69% Swiss workers

59% Global workers

have acquired technical or job specific skills

48% Swiss workers

30% Global workers

61%

Global workers

Swiss workers

62%

24%

Global workers

Swiss workers

38%

www.future-skilling.adeccogroup.com

Key learnings �om

Swiss workers

Even if Swiss workers see themselves responsible to

acquire new skills, they expect their employer to

develop the training opportunities. Interestingly, they

would like specialized training providers to run the

sessions before their employer.

Swiss workers seem to be lagging behind their peers in

the acquisition of digital skills, and to be more focused

on technical skills.

In Switzerland, workers seem to receive more support from their companies to define the need and are therefore less proactive in their yearly assessment.

Future Skilling

expect change at least

every 5 years

Sin

gap

ore

wo

rke

rs

Glo

ba

l wo

rke

rs

57%

Global workers

Singapore workers

Singapore workers

Global workers

37%

would like a professional reskilling provider to run the sessions

54% Singapore workers

32% Global

workers

are concerned about losing their job because of the changes

state the lack of time as hurdle to reskilling

state the cost as hurdle to reskilling

24% Singapore workers

24% Global workers

evaluate the skill gaps through own research

51% 38%

48%

Global workers

Singapore

34%

69%

Global workers

Singapore workers

66%


Key learnings �om

Singaporean workers

Singaporean workers are proactive in the evaluation of

their skill gaps but would like professional reskilling

providers to run the sessions.

Even with the ongoing training subsidies initiative in

Singapore, cost is still an important hurdle to reskill and

time is a stronger hurdle for workers in Singapore than

for their peer average.

Even if workers in Singapore expect a speed of change similar to their peer average, they are more concerned about losing their job because of the changes.

Singapore workers

Global workers

Future Skilling

concerned about losing

their job because of the

changes

US

A w

ork

ers

Glo

ba

l wo

rke

rs

78%

Global workers

USA workers

USA workers

Global workers

62%

see themselves as responsible for reskilling

60% USA

workers

66% Global

workers

expect change at least every 5 years

state the lack of available training

as hurdle to reskilling use self study

37% USA workers

29%Global workers

assessing skill gaps on through self-assessment

44% 25%

16%

Global workers

USA workers

11%

17%

Global workers

USA workers

32%


Key learnings �om

USA workers

However, they seem to be more proactive about their

skills set. They take more responsibility both to assess

their skill gaps and to acquire the right skill sets.

Besides the time and cost hurdles, the lack of available

training is also mentioned by workers as a reason for not

acquiring new skills.

US workers are less concerned about losing their job because of the changes.

USA workers

Global workers

Future Skilling

evaluate the skill gaps

through feedback from

colleagues

UK

wo

rke

rs

Glo

ba

l wo

rke

rs

60%

Global workers

UK workers

51%

of reskilling organized by employer


expect employers to develop the sessions

65% UK workers

59% Global workers

time commitment is main barrier to reskilling

33% 34%

72%

Global workers

UK workers

62%

34%

Global workers

UK workers

25%


Key learnings �om

UK workers

Even if workers in the UK have a strong sense of

responsibility in regards to having the right skill sets, they

still expect their employer to organize the training

similar to the way it is done today.

Workers in the UK are lagging behind their peers

average in the acquisition of digital skills but acquire

more technical and job related skills.

Workers in the UK are evaluating their skill gaps through feedback from colleagues more than their peer average.

UK workers

Global workers

Future Skilling

expect change at least

every 5 years

Ja

pa

ne

se w

ork

ers

Glo

ba

l wo

rke

rs

37%

Global workers

Japanese workers

Japanese workers

Global workers

13%

have never considered reskilling

25% Japanese workers

32% Global

workers

concerned about losing their job because of the changes

of workers who did not consider

reskilling, did not have the

opportunity to do so

do not evaluate the skill gaps



16%

20%

Global workers

of reskilling organized by employer

61% 51%

Global workers

42%

Global workers

Japanese workers

66%


Key learnings �om

Japanese workers

In Japan, less is happening around reskilling. More

workers do not evaluate their skill gaps, more did not

considered reskilling and over a third did not have an

opportunity to reskill

.

When workers are reskilling, than almost 2 out of 3 times

it is organized by their employer.

Workers in Japan expect significantly slower changes than their peer average, but are still concerned about losing their job because of the them.

Japanese workers

Global workers

Future Skilling

have acquired

digital skills

Ch

ine

se w

ork

ers

Glo

ba

l wo

rke

rs

15%

Global workers

Chinese workers

9%

have used online courses provider

state scheduling challenges are the

main barrier to reskilling of sessions organized by

reskilling provider

26% Chinese workers

9% Global workers


50% 62%

38%

Global workers

Chinese workers

14%

57%

Global workers

Chinese workers

39%


Key learnings �om

Chinese workers

However, scheduling training is still a main hurdle for

workers to acquire new skills.

In addition, workers in China see themselves as slightly less

responsible for their skills than their global peer average.

Chinese workers appear to be more digital-oriented in their skills targeted, and experience more “modern” reskilling (i.e. use of reskilling providers and online courses).

Chinese workers

Global workers

Future Skilling

do not evaluate the

skill gaps

Fre

nch

wo

rke

rs

Glo

ba

l wo

rke

rs

34%

Global workers

French workers

22%

see their employers as responsible for reskilling

reskilling organized by

employer

expect employers to develop the sessions

65% French workers

59% Global workers

state money is a barrier to reskilling

41% 24%

76%

Global workers

French workers

51%

26%

Global workers

French workers

16%


Key learnings �om

French workers

French workers

Global workers

For French workers, reskilling is strongly linked to the employer. They

consider their employers as responsible for them to have the right

skills, expect them to organize the training opportunities and to

run the sessions.

Even with the training accounts put in place in France, money is still the

main barrier for workers to reskill.

France is lagging behind in evaluating the skills gaps.

Future Skilling

see their job in

constant change

Ind

ian

wo

rke

rs

Glo

ba

l wo

rke

rs

90%

Global workers

Indian workers

77%

state that the reskilling policy of an employer has an impact on their choice of a new job versus

have acquired digital skills

state scheduling challenges are the main barrier to reskilling

28% Indian workers

14% Global workers

have never considered reskilling

5% 13%

63%

Global workers

Indian workers

39%

22%

Global workers

Indian workers

10%


Key learnings �om

Indian workers

Therefore, most Indian workers have considered reskilling and state

that the employer reskilling policy as an impact on their choice of a

company to work for.

Indian workers are acquiring more digital skills than their global peer

average but scheduling training is still a important hurdle to reskilling.

Indian workers are expecting quicker change and are more concerned about losing their job because of the them, maybe because of the impact of automation on previously outsourced tasks.

Indian workers

Global workers

Indian workers

Global workers

54% Indian

workers

32% Global

workers

are concerned about losing their job because of the changes

Future Skilling

expect employers to

develop the sessions

Ita

lian

wo

rke

rs

Glo

ba

l wo

rke

rs

23%

Global workers

Italian workers

11%

state lack of available training is main barrier to reskilling

see themselves as primarily

responsible for reskilling have acquired digital skills

52% Italian workers

39% Global workers

expect themselves to develop the sessions

30% 47%

53%

Global workers

Italian workers

62%

64%

Global workers

Italian workers

59%


Key learnings �om

Italian workers

Italian workers have acquired more digital and communication skills

than their peer average.

Besides the time and cost hurdles, the lack of available training is

also mentioned by workers as a reason for not acquiring new skills.

Half of Italian workers see themselves as responsible for acquiring new skills and are therefore expecting more from their employers (e.g., to develop training opportunities).

Italian workers

Global workers

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