瀚纳仕全球人才追踪报告：动态世界的劳动力情报

Workforce intelligencefor a world in motion Table ofContents 03Pillar 2:Talent Participation13 Pillar 3:Talent Development 05Pillar 4:Talent Market Flexibility30 06Pillar 5:Talent Innovation39 08Appendix49 Introduction Spoiler alert: The perfect labour marketdoesn’t exist In a global talent economy defined bycompetition for skills, access to talent isn’tjust a HR concern - it’s a strategic imperative. But there is a wealth of opportunity, if you know where to look. In partnership with Oxford Economics, we’ve developed the HaysGlobal Talent Tracker: a comprehensive, evidence-based toolcomparing labour markets across 35 countries. It’s designed tohelp you find opportunity amid complexity, enabling you to makeconfident decisions about where to invest, scale and grow. We selected 35 countries spanning diverse geographies,economic profiles and cultural contexts. Twenty-eight of the 35countries rank in the top 10 of at least one pillar. Every market hasa strength to offer. The challenge is matching those strengths toyour ambitions. To thrive in modern economies, organisations need to apply abroader lens – one that recognises how different markets bringdistinct strengths to a modern workforce strategy. It’s not justexpanding into new locations, but also better understandingthe ones you’re already in; how they compare, what makes themvaluable, and which moves will best support yourstrategic ambitions. The market is changing. What’s yournext move? From insight to action: How to utilisethese findings Too often, workforce decisions are driven by short-term thinking,prioritising immediate costs and talent availability over long-termresilience and capability. But recent events have revealed thefragility of undiversified talent strategies. Supply chains built on anarrow geographic reach have been exposed to economic andgeopolitical volatility. You might be looking for a broad mix of labour market strengths,evaluating the investment in skills alongside the strength ofcurrent talent networks. Or perhaps you’re prioritising specificlevers, like labour market flexibility or digital readiness. That’s where the Global Talent Tracker comes in. It elevates yourdecision-making by offering a structured view of competingmarket dynamics across five key pillars: It’s why we offer a composite view, with a single scoresummarising a country’s labour market across a wide rangeof characteristics. However, we also dig deeper into each pillarindividually, so you can focus on solving specific challenges,or even unlocking competitive advantage. •Talent Value:Where does your investment in people deliverthe greatest return?•Talent Participation:How inclusive, engaged and resilient isthe workforce?•Talent Development:Are education and training systemsbuilding future-ready skills?•Talent Market Flexibility:Can the labour market quicklyadapt to your evolving needs?•Talent Innovation:Is the ecosystem equipped to drivetechnological progress? Discover the Talent TrackerClick here To deploy this research most effectively,you must layer in your own context andstrategic ambitions: Five countries, five stories:Your quick guide Japan leads the way:Japan takes the top spot across the Tracker, demonstrating consistent strengthacross all pillars, particularly in Talent Participation, Talent Value and Talent Innovation. High scoreshighlight an effective alignment between talent development and deployment, although our deeperdive shows some structural challenges bubbling beneath the surface. 01 Are you scaling quicklyor looking to consolidateoperations in key countries? India shows promise:Despite ranking last overall, India scores well in Talent Value and Talent MarketFlexibility. It’s a fast-growing market with clear potential, if it can dismantle the systemic barrierscurrently preventing the full activation of its workforce. 02 Are you operating in knowledge-intensive sectors or productionheavy industries? Portugal punches above its weight:A balanced performer across the pillars, with mid-range rankingsin all areas. Its steady showing in Participation and Innovation signals long-term potential. 03 Do you need skills to be in reach,or could you benefit fromoffshoring certain functions? The UK is strong, but struggling:The UK places mid-table, performing well in Talent Participationand Talent Innovation. However, lower scores in Flexibility and Value highlight the headwinds that aregathering momentum. 04 How quickly will your talent needschange – and how dynamic doesyour labour market need to be? Australia’s shows stronger participation rates:Completing the top 10, Australia shows a balancedperformance with good rankings across all pillars. However, capability gaps emerge as participationrates decline among older workers and women, driven by early exits and persistent structural barriers. This tracker is designed to guide exploration, not dictate decisions.Use it to shortlist potential markets, challenge assumptions andsur