Will peak talent arrive before peak oil or peak demand?: Exploring whether career choices of highly skilled workers will accelerate the transition to renewable energy

Brannstrom, Christian; Ewers, Michael; Schwarz, Peter E. H.

doi:10.1016/j.erss.2022.102834

Cited by 11 publications

(2 citation statements)

References 49 publications

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“…Researchers have developed a rich body of information on issues related to the field of talent management, providing important guidance for achieving talent alignment. Positive subjective employee perceptions [30,31] and an appropriate corporate development climate [32] contribute to an increase in talent supply; industry and social trends provide important guides for analyzing changes in talent demand [33,34]. Researchers have directly investigated the talent coordination management problem, such as Erin et al, who developed a theoretical analysis framework for the talent skill mismatch problem in supply chain management [5].…”

Section: Talent Supply and Demand Researchmentioning

confidence: 99%

Forecasting and Coupled Coordination Analysis of Supply and Demand for Sustainable Talent in Chinese Agriculture

et al. 2023

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In recent years, China has achieved notable results with its poverty alleviation program, the focus of which is shifting toward the comprehensive promotion of rural revitalization. The role played by sustainable human resources in agriculture is becoming increasingly prominent. In this context, China’s sustainable talent in agriculture is used as the research object, and a neural network analysis method is applied to construct a prediction model of sustainable agricultural talent to forecast its supply and demand. The prediction aims to provide a scientific basis for the strategic planning of talent development for rural revitalization. Based on the forecast results by region and province, we analyzed the level of coordinated development of talent supply and demand to provide a reference for the coordinated development of supply and demand of sustainable talent in agriculture in China. The results showed that a large sustainable agricultural talent demand gap exists in China. The overall talent supply and demand coupling coordination level is low; we found significant differences among different regions and provinces, characterized by decreasing order of the northeast, central, west, and east. According to the socio-economic development level, agricultural economic foundation, and other factors, we divided the provinces into six types for analysis. To promote the coordinated development of sustainable human agricultural resources, talent policy support at the national level is required to reduce the loss of human resources to other countries; at the regional level, the talent environment for rural revitalization should be optimized to increase the attraction of talent. At the provincial level, agricultural and forestry education resources should be created to increase the supply of sustainable agricultural talent.

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Section: Talent Supply and Demand Researchmentioning

confidence: 99%

Forecasting and Coupled Coordination Analysis of Supply and Demand for Sustainable Talent in Chinese Agriculture

et al. 2023

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“…Our results have several implications. First, while some scholars have argued that the self-selection of talented workers outside of polluting companies could foster businesses' sustainability transition (Brekke and Nyborg, 2008;Brannstrom et al, 2022), their analysis did not take into account the effect of potentially misleading corporate environmental communication. Our results thus highlight that opportunistic environmental pledges could render this channel less effective.…”

Section: Introductionmentioning

confidence: 99%

Greenwashing the Talents: Attracting Human Capital Through Environmental Pledges

2023

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Retraining investment for Alberta’s oil and gas workers for green jobs in the solar industry

Meyer,

Hunsberger,

Pearce

2023

Carb Neutrality

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If oil sands are to be eliminated from the energy market to protect the global environment, human health and long-term economic welfare, a significant number of workers will be displaced in the transition to renewable energy technologies. This study outlines a cost-effective and convenient path for oil and gas workers in Alberta to be retrained in the burgeoning solar photovoltaic (PV) industry. Many oil and gas workers would be able to transfer fields with no additional training required. This study examines retraining options for the remainder of workers using the most closely matching skill equivalent PV job to minimize retraining time. The costs for retraining all oil sands workers are quantified and aggregated. The results show the total costs for retaining all oil sands workers in Alberta for the PV industry ranges between CAD$91.5 m and CAD$276.2 m. Thus, only 2–6% of federal, provincial, and territorial oil and gas subsidies for a single year would need to be reallocated to provide oil and gas workers with a new career of approximately equivalent pay. The results of this study clearly show that a rapid transition to sustainable energy production is feasible as costs of retraining oil and gas workers are far from prohibitive.

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Will peak talent arrive before peak oil or peak demand?: Exploring whether career choices of highly skilled workers will accelerate the transition to renewable energy

Cited by 11 publications

References 49 publications

Forecasting and Coupled Coordination Analysis of Supply and Demand for Sustainable Talent in Chinese Agriculture

Forecasting and Coupled Coordination Analysis of Supply and Demand for Sustainable Talent in Chinese Agriculture

Greenwashing the Talents: Attracting Human Capital Through Environmental Pledges

Retraining investment for Alberta’s oil and gas workers for green jobs in the solar industry

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