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Kazakhstan is 46th in Global Talent Competitiveness Index 20 декабря 2013, 12:58

Kazakhstan is in the 46th place in the Global Talent Competitiveness Index (GTCI) of INSEAD Business School.
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Photo courtesy of telegraf.lv Photo courtesy of telegraf.lv
Kazakhstan is in the 46th place in the Global Talent Competitiveness Index (GTCI) of INSEAD Business School, Telegraf reports. INSEAD, together with Singapore’s Human Capital Leadership Institute and Adecco, established the first ranking of 103 countries on their ability to attract and incubate talent. Switzerland became the country that has the strongest vocational and global knowledge skills, leading the GTCI table. Singapore is in the second place, followed by Denmark. Sweden, Luxembourg, Netherlands, United Kingdom, Finland, United States and Iceland also entered the Top 10 of the ranking. Almost all post-Soviet Countries entered the global index - Estonia (23d), Latvia (30th), Kazakhstan (46th), Georgia (50th), Russia (51st), Azerbaijan (57th), Armenia (61st), Ukraine (66th), Moldova (68th) and Kyrgyzstan (78th), except for Belarus, Tajikistan and Uzbekistan that are not on the list. The GTCI was developed by the researches Paul Evans, Academic Director of the INSEAD Global Talent Competitiveness Index and Bruno Lanvin, INSEAD Executive Director for Global Indices. The GTCI is an innovative, global benchmarking study focused on how talent is grown, attracted and retained in different countries. The GTCI is an input/output model, which is built on nearly 50 variables aggregated in six conceptual pillars Enablers, Attract, Grow, Retain as well as Labour/Vocational and Global Knowledge Skills. Bruno Lanvin said in his interview to INSEAD Knowledge that the index reflects three distinct types of situation in the leading countries studied. Countries and city states in the top ten employ a strategy that emphasizes drawing in talent. “They have the income, they have the resources, they have the infrastructure. They just need the people that their demography does not generate,” Lanvin said. The second is large industrial countries clustered further down in the top 20, which have a well-established tradition of immigration to attract talent. And the third scene is seen in emerging countries that need talent to build infrastructure, develop their economy, and lift GDP growth. Lanvin also notes, that the talent competitiveness performance of countries and GDP per person were tightly correlated in the GTCI - rich countries rose to the top of the GTCI, poor countries ranked at the bottom. But what was unexpected was an even stronger correlation between talent competitiveness and innovation performance. The GTCI shows the global spread of talent competitiveness is indeed lopsided. The gap is widest on global knowledge skills, where rich countries are much stronger due to their well-developed ecosystem of universities and institutions that spur innovation, which are difficult for developing countries to replicate in the short term. The authors point out that to address the skills gaps evident worldwide, and most acutely in some countries and regions, will require more cross-border mobility of talent, greater access to education for women, the disabled, marginalized ethnic and poor populations, and for companies to reinvigorate apprenticeship programs to retain skilled workers and create local jobs. To address the complex and inter-connected challenges necessary to boost talent competitiveness will require government, business, organized labor, educators and individuals to collaborate through forging partnerships, the authors point out in their interview to INSEAD Knowledge. Beyond the analysis of available data and country rankings, the GTCI report contains a series of research pieces authored by key stakeholders in the field of talent competitiveness. The GTCI measures the countries, using 48 variables, split into two groups. The outputs are vocational and technical skills for jobs in fields such as health and engineering; and global knowledge skills, which encompasses a range of positions, including entrepreneurs, researchers, managers and other professionals. And the second group addresses how countries enable, attract, grow, and retain talent to foster these output skills.

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