FUTURE OF WORK IN THE CHEMICALS INDUSTRY GPCA Webinar July 2020
ROB THISSEN KURSAT TAYFUR NADIM HADDAD Partner, Oliver Wyman Principal, Mercer Principal, Mercer
1 st , 2 nd and 3 rd industrial revolutions 16 th Century 1933 2007 2009 The Automation Anxiety New York Times Article: The Threat of the Machine Age”
2013 2016 2017 – The start of the new debate
Oil & Gas Transportation Petchem and Similar Industries Technology Tele- communication Financial Services Healthcare Public Sector 80’s Today
Business Fundamentals Structural Change - Digitization of the front, Integration middle and back office Emerging Customer Interaction Models and requirements Product margin erosion Generational Shift of Green Approach the labour force and Circular Inclusion and Economy Talent Macro Agendas Diversity Emerging Ways of Demand Agendas and Regulations Working – Covid 19 Markets Recovery On and Off balance Localization and sheet employment Downstream Focus Innovative Product Portfolio Commercial Excellence Refocusing Inorganic Refocusing Inorganic Growth Growth Financial and Operational Integrity
POLL QUESTIONS Q1: Q2: What are the major What are the top 2 lessons disruptors that would shape learnt from operating during the Future of Work Covid 19 that your organization in your organization? is looking to sustain?
Employee performance and Talent Organization proposition acquisition and and culture development Strategy and Tracking Talent strategy and forecasting market/data insights
Employee performance and Talent proposition Organization acquisition and and culture development Strategy and Tracking forecasting Talent strategy and market/data insights
Source: Corporate reports, WEF, Mercer analysis
• • • • Source: Mercer analysis
Source: Mercer`s external market analysis based on LinkedIn results , Mercer analysis Note: The number of LinkedIn users provides an indication of the talent supply that companies could reach out to individually for job opportunities, and for talent pipeline building purposes. However, LinkedIn market penetration in the Middle East, India and Pakistan remains relatively low comparing to North America, UK and Europe. Talent supply in these countries would most likely be higher
• • • • • • • •
82% Colleagues are supportive of flexible working 54% had 77% flexible working Performance is managed on results, not hours worked request turned down 77% Senior leaders are supportive of flexible working 76% I’ve been offered training on how to make flexible working work 29% believe flex 73% working impacts The potential to work flexibly has been discussed with me career prospects 60% I’m empowered to take time off as long as I reach my goals Source: Mercer Global Talent Trends & Mercer global covid-19 survey series e5
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