APAC Needs 2 Million Project Managers by 2030, but Not Ready to Fill It

 




Project Management Institute (PMI), leading association for project professionals and changemakers, recently announced the release of Talent Gap: Ten-Year Employment Trends, Costs, and Global Implications, a ten-year outlook of project management-oriented employment. The report demonstrates the continual gap between the demand for project management skills and the availability of talent. It also discusses why the disparity exists, how it can affect economic growth, and the opportunities for organizations and individuals to strategically fill the gap.

According to the report, an increase in the number of jobs requiring project management-oriented skills, higher demand due to economic growth, and retirement rates will create the global need for 25 million new project professionals by 2030, meaning 2.3 million project managers and changemakers will need to fill project management-oriented roles every year to keep up with the demand. This shortage of talent may pose a considerable risk to organizations as they rely on project teams to implement strategic initiatives on time and on budget.

Project management growth trend continues in Asia Pacific despite the pandemic

Project talent is at the forefront of a substantial opportunity in the Asia Pacific. An increase in the number of jobs requiring project management skills is particularly prevalent in developing and emerging countries. The Asia Pacific region is estimated to see an annual average of 193,047 project management-oriented employment (PMOE) opportunities. 

According to the report, by 2030, PMOE in the region is slated to grow from 5.7% from 13.5 to 14.2 million. Sectors like manufacturing and construction (73.4%), and finance and insurance (13.2%) are likely to be the two largest PMOE sectors and will continue to be the top two in 2030. Projected industry GDP in the region for 2019 was $4,070 billion and is projected to increase to $5,479 in 2030, an increase of 34.6%.  

Source - HR in Asia

Comments

Post a Comment

Popular posts from this blog

My Boss told me to Fuck off & I became a Fucker

Image
  “It is sometimes difficult to get rid of first impressions” said Sherrilyn Kenyon, best-selling US author. It was my first job, and as an ambitious, young, aspiring HR professional, I was trying my level, best to impress everybody at work, including my impudent boss. I liked my work, especially the challenges pertaining to the job. The only thing I could not adapt to, was the boorish treatment meted out by our boss to his subordinates. Human beings tend to make mistakes, and being a trainee, I also made a mistake at work, and in the presence of all my colleagues, my boss shouted at me “Fu…….off”. Humiliated and depressed, I went to the locker room with flooded eyes. One of my colleagues advised me that this is very normal in this company, and even though a rude person, our manager is very good at heart. Due to my personal commitments, I decided to stay in the company until I get a new job. Though despised to the core, I continued to listen to unpleasant phrases from him. I do not...
Read more

Should Succession Plan be a secret?

Image
  There are many organizations and HR Heads who believe that the succession plan should always be kept confidential and divulging the succession planning process to concerned employees can affect the organization negatively. In many companies, the succession planning process is a mystery and promotions are a surprise.  Even today many management professionals believe that revealing the succession plan to employees can destabilize the organizational harmony and team spirit. Is this belief a fact or just a disquiet? Should the management hide the succession plan from employees, thus paving way for prognostications and gossips?   Succession planning is an important strategic process, but the absence of transparency might lead some high-potential talents to quit the organization if they do not see the opportunity of formidable growth opportunities. Communicating the plan of advancement to employees will have a positive effect on their motivation to take up developmental objec...
Read more

Roopank Chaudhary rejoins Aon

Image
  As per the latest announcement, Roopank Chaudhary rejoins Rewards Solutions at Aon as the India Chief Commercial Officer, Head of its Mumbai Office and Head of the Financial Institutions practice.  Nitin Sethi, CEO, Performance Rewards and Organization Solutions at Aon India and South Asia, said, “I welcome Roopank back to Aon. Roopank is a seasoned and well-respected HR and Rewards leader. The India team has 300+ consultants, which includes 150+ from Performance, Rewards & Organization Consulting. Aon's Human Capital Practice is the largest and most tenured business in India. With over two decades of experience and expertise under our belt, we continue to experience growth. Our success story in India is thanks to the confidence of our clients across India Inc. and our leaders that continue to build our culture.” Roopank will be responsible for key client relationships, client development for all of Aon’s existing solutions, as well as new products and help position Aon ...
Read more