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National Champions. How They Foster Human Capital

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National Champions. How They Foster Human Capital National Champions How They Foster Human Capital 2020 Edition AUTHORED BY: Adam Czerniak The present report was prepared in partnership with Polpharma S.A. Chief Economist Its contents are impartial and objective. Our partner did not influence its thesis nor its content. All rights reserved. Monika Helak Researcher Polityka Insight to pierwsza w Polsce platforma wiedzy dla liderów biznesu, TRANSLATED BY: decydentów politycznych i dyplomatów. Działa od 2013 r. i ma trzy linie biznesowe: wydaje serwisy analityczne dostępne w abonamentach (PI Premium, Małgorzata Szymczak PI Finance i PI Energy), przygotowuje opracowania, prezentacje i szkolenia Aleksandra Tomaszewska na zlecenie firm, administracji publicznej i organizacji międzynarodowych oraz organizuje debaty tematyczne i konferencje. GRAPHIC DESIGN: www.politykainsight.pl Kinga Pałasz Warsaw, July 2020 2 Polityka Insight National Champions TOP 10 of 2020 National Champions 4 Table of Contents What Is Human Capital 6 The Labour Market In Poland 10 The Government And Businesses For Human Capital 12 The Labour Market And Human Capital After The COVID-19 Pandemic 16 How Can Poland’s Human Capital Be Fostered? 17 Recommendations 19 The Marks of a National Champion 20 This Year’s Top Performers 21 Changes Since The Previous Edition 25 Classifications Of Champions In Individual Categories 27 Economy 28 Sector 29 International Presence 30 Innovation 31 Classification Of Champions By Key Sectors 32 Classification Of Champions By Ownership 34 Special Index – Human Capital 35 Full results 36 Economy 38 Sector 39 International Presence 40 Innovation 41 Methodological Appendix 42 References 49 3 Polityka Insight National Champions 1 2 3 4 5 8 10 TOP 10 of 2020 National Champions 4 Polityka Insight National Champions Daniel Obajtek Marcin Chludziński Adam Góral Piotr Lisiecki Paweł Jan Majewski Płock Lubin Rzeszów Warsaw Gdańsk 21,282 33,568 24,302 9,520 5,045 10,244 10,000 3,968 3,451 2,800 8.7 4.5 4.5 3.3 7.1 56% 74% 87% 64% 23% Manufacture of refined Mining of other Computer programming Aluminium Manufacture petroleum products non-ferrous activities production of refined petroleum metal ores products 2 1 4 7 18 Markus Sieger Jerzy Kwieciński Janusz Filipiak Włodzimierz Hereźniak Dawid Jakubowicz Piotr Janeczek Starogard Gdański Warsaw Kraków Jastrzębie-Zdrój Warsaw Bochnia 6,250 24,800 6,091 28,268 3,871 6,462 874 11,048 591 9,388 841 678 11.9 6.0 1.9 12.8 2.3 6.5 22% 13% 54% 53% 59% 44% Manufacture Trade of gas Computer Mining of Manufacture of Cold rolling of pharmaceutical through mains programming hard coal other inorganic of narrow strip preparations activities basic chemicals 8 5 6 13 10 9 President Number of employees ROA Main sector of activity Headquartered in Added value Share of exports 2019 ranking 5 Polityka Insight National Champions in total sales What Is Human Capital Human capital is one of the key resources of the modern economy. As We can talk about human capital in terms of economy. In order to OECD analyses show, expanding human capital across the entire pop- assess its value, one needs to take into consideration multiple diverse ulation can contribute to an overall welfare growth and an increased factors such as enrolment ratio, unemployment rate, GDP or state’s ex- sense of happiness. Simultaneously, higher human capital enables penditure on healthcare and R&D. For employees’ skills and abilities are companies to increase their productive capacity. It is therefore hardly not only influenced as a result of their education and physical condi- surprising that human capital is subject to numerous analyses while tion. As employees co-shape the state's economy their human capital human capital studies have virtually become an academic subdisci- is reversely influenced by the current economic situation. Similarly, as pline on its own in the faculties of economy, sociology, and manage- employees are part of a society, a general societal condition is a fac- ment. As a result, numerous definitions of the term have been coined, tor influencing one’s human capital as well. In this light, human capital focussing on its various aspects such as cognitive skills, creative skills, should also be perceived as a subject of policymaking and change. or even social relations and health status. The efforts to foster human capital prove particularly efficient when To put it broadly, human capital comprises knowledge, skills, and focused on the following two aspects: education rate and innovation. abilities of an employee. It also includes their personality and life- The former consists in boosting skills and abilities of individuals while long experiences. Altogether, these aspects determine not only one’s the latter means providing an environment where these skills identity, but also one’s economic output and received salary. Human and abilities are needed and can be put into use. capital is a resource that determines an employee’s value in a given The state and enterprises can play company. As capital it can be expanded as well as invested in. The a major role in both. bigger the capital, the bigger the company’s chance to grow and, con- sequently, to strengthen its market position. 6 Polityka Insight National Champions Human Capital As Educated Workforce Human capital is often considered to be virtually synon- and student infrastructure shortcomings, such facili- Currently, the skills mismatch continues to be an is- ymous with one’s level of education. The more people ties were unable to efficiently respond to ever-growing sue in Poland, but rather for employers than employees. are educated, that is better equipped with knowledge educational ambitions soaring among young Poles nor The former, especially foreign-invested companies, are and skills, the better they are suited for complex task to offer them good education. on a constant lookout for candidates with a degree. Pol- completion. Education translates into higher earnings, At the same time, the apogee of the educational ish applicants are rather high-skilled while their salary more stable employment and a bigger satisfaction at boom in Poland coincided with the peak of the 2008 remains largely low, especially compared with Western work. And finally, human capital carries a symbolic economic crisis. This brought about a scarcity of high- Europe. Therefore, locating offices or industrial sites in value as it is an indicator of social prestige. Employees skilled jobs just as the demand among the newly edu- Poland continues to be profitable to foreign investors. with a university degree are usually quicker in adapting cated labour was soaring. In literature, this disparity is Furthermore, due to an outflow of over 2 million to office and creative work. They are equally successful commonly referred to as a skills mismatch. That dis- Poles following the country’s accession to the EU in in an eventual career change. parity translated into emigration of the unemployed 2004, Poland has seen the demand for skilled labour- In Poland, the education rate has been on the rise towards the richer countries of the EU and brain drain ers soar. Professionals in the construction industry can since the early 2000s. In the last 30 years, the num- – a mass exodus of well-educated Poles. expect a relatively high salary and stable employment. ber of 19-24-year-olds with a degree has increased from 10% to 40%. Poland thus achieved its EU objec- tives set through the Bologna Process while thousands of young Poles gained access to knowledge and skills sources unavailable to their parents. This was offset by the so-called credential inflation of a university di- ploma. Tertiary education, by becoming a less elite commodity, has gradually lost its worth to the employ- ers. To a vast extent, it is attributable to an aggressive expansion of private universities, uncontrolled neither by the state nor by the Academy. Often offering low- quality services, crippled by insufficient teaching staff 7 Polityka Insight National Champions This is contrasted by the situation in the service sector. formal education and are now seeking to change ca- As Poland enjoys steady economic growth, the number reers. Policymakers do not seem to devote much at- of employees working in services continues to increase. tention to life-long learning, though. This is best il- This is manifested by a growing number of eateries, lustrated by the fact that it is Universities of the Third on-line transport platforms as well as the expansion Age that are the most thriving life-long learning fa- of the entertainment industry in Poland. But the indus- cilities in Poland. While they are important for the el- try’s workers are often hired on less preferential terms. derly as institutions fostering social and cultural life, Simultaneously, life-long learning is gaining popular- they do not contribute to human capital accumulation ity, especially among those who already finished their in companies whatsoever. WHAT KIND OF EMPLOYEES COMPANIES PLAN ON HIRING? % 80 Lower-level employees 60 Middle-level employees 40 Executive staff 20 Source: Work Service – 12th Labour Market Barometer, 25 September 2019. 0 2015 2016 2017 2018 2019 8 Polityka Insight National Champions Innovation As a Driver For Human Capital Growth Apart from education, human capital accumulation is of relatively rare and complex skills. Importantly, fos- to operate on a large scale may influence other sectors also fuelled by innovation and R&D activity. Unfortu- tering human capital as a driver for innovation is made – for instance education – and bring about a reverse sup- nately, in contrast to other EU economies, especially possible through investment in both hard sciences and ply of skilled workers. compared to the EU15 countries, Polish companies are engineering, and human and social sciences. Co-dependency of state economies will not vanish, rather unsuccessful in this domain.
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