Figure 45 Agency workers receive more training than term workers Netherlands example SHARE OF WORKERS UNDERGOING TRAINING TRAINING DIFFERENCES BETWEEN WORKERS structure hence get less training in a given year benefits 20 Agency workers are usually less qualified than permanent workers when starting 15 Agency workers and permanent 13% employees starting without qualification undergo the same 10 +86% amount of training 7% Agency workers in training mainly hold intermediate positions and undergo 5 training to new job opportunities Agency workers often undergo longer training 70% of agency workers undergoing 0 training are younger than 35 whereas only 50% of permanent workers trained are younger than a +23% Fixed term workers years workers Permanent Temporary agency employees Note: Students that simultaneously work as AW are excluded from this statistic Source: Trainingmonitor agency work sector – Research commissioned by STOOF – April 2010 INCREASING SKILLS MOBILITY TO ADDRESS DEMOGRAPHIC CHANGES The coming decades will see an increasing global mismatch of talent and employment as ag- ing populations in some parts of the globe are balanced by newly emerging economies in other regions. The northern hemisphere will experience a talent shortage with the USA needing an extra 25 million workers by 2030 in order to sustain economic growth, while Europe will need 35 million extra workers by 2050. Meanwhile, in many southern hemisphere countries, there will be workforce surpluses, with a projected 45 million new entrants in global job markets each year. This will be compounded by a talent gap in developing countries with untrained work- ers available (see Figure 46). Private employment services increase mobility in the labour market and in doing so help to meet the diverse needs of labour markets. Thanks to their global presence and network of branches all around the world, they can deliver geographic mobility and organise work migration in a secure way. Through their extensive knowledge of local labour markets, private employment services are able to source existing talent in almost any country and arrange for these workers to work abroad. They provide this service swiftly and if the workers do not have all the skill sets needed they will arrange for immediate training to bring them up-to-speed. The ability to provide mobility across geographies is well illustrated by the case of the private employment services in Poland supplying skilled workers to Norway
Figure 45 Agency workers receive more training than term workers Netherlands example SHARE OF WORKERS UNDERGOING TRAINING TRAINING DIFFERENCES BETWEEN WORKERS in a given year 20 15 13% 10 +86% 7% 5 0 +23% a structure hence get less training benefits Agency workers are usually less qualified than permanent workers when starting Agency workers and permanent employees starting without qualification undergo the same amount of training Agency workers in training mainly hold intermediate positions and undergo training to new job opportunities Agency workers often undergo longer training 70% of agency workers undergoing training are younger than 35 whereas only 50% of permanent workers trained are younger than Fixed term workers Temporary agency workers Permanent employees years Note: Students that simultaneously work as AW are excluded from this statistic Source: Trainingmonitor agency work sector – Research commissioned by STOOF – April 2010 INCREASING SKILLS MOBILITY TO ADDRESS DEMOGRAPHIC CHANGES The coming decades will see an increasing global mismatch of talent and employment as ag- ing populations in some parts of the globe are balanced by newly emerging economies in other regions. The northern hemisphere will experience a talent shortage with the USA needing an extra 25 million workers by 2030 in order to sustain economic growth, while Europe will need 35 million extra workers by 2050. Meanwhile, in many southern hemisphere countries, there will be workforce surpluses, with a projected 45 million new entrants in global job markets each year. This will be compounded by a talent gap in developing countries with untrained work- ers available (see Figure 46). Private employment services increase mobility in the labour market and in doing so help to meet the diverse needs of labour markets. Thanks to their global presence and network of branches all around the world, they can deliver geographic mobility and organise work migration in a secure way. Through their extensive knowledge of local labour markets, private employment services are able to source existing talent in almost any country and arrange for these workers to work abroad. They provide this service swiftly and if the workers do not have all the skill sets needed they will arrange for immediate training to bring them up-to-speed. The ability to provide mobility across geographies is well illustrated by the case of the private employment services in Poland supplying skilled workers to Norway
Submission-RCSA-Attachment-1.docx