“Industry Balance of Human Capital II: Marketing Communications Sector” (in Polish), |
Qualitative survey: Employers, industry experts, education and HR experts, employees and clients. Quantitative survey: Employers ( |
Competences to have greater significance in the future:
Effective/efficient communication (including brand trust building and negotiation skills) Analytical (including trend analysis) Specialized, i.e. handling specific tools and processes Conduct in accordance with ethical principles Creativity |
“Talent shortage in Poland” (in Polish), |
Quantitative survey with a sample of over 40,000 employees from 40 countries, including Poland. | Top 5 soft skills most difficult to acquire:
Resistance to stress and adaptability Reliability and discipline Creativity Analysis and critical thinking Ability to solve problems |
“Competences of the future: How to shape them in a flexible education ecosystem?” (in Polish) |
Non-representative survey ( |
Competences of the future divided into three groups of skills: cognitive, social and technical:
Cooperation with others (s) Emotional intelligence (s) People management (s) Entrepreneurship (s) Cognitive flexibility (c) Critical thinking (c) Creativity (c) Solving complex problems (c) Engineering competences (t) Advanced digital competences (t) Basic digital competences (t) |
“Young Poles in the labor market” (in Polish), |
Online quantitative survey ( |
The most important competences on the labor market in the future according to young people:
Openness to change and quick adaptation in new conditions Combining different skills Fast learning IT and knowledge of programming languages Effective time management Dealing with stress Interdisciplinarity Big Data analysis and its understanding Communication skills Application of artificial intelligence Self-management of one’s own work Teamwork Remote work skills Managing virtual teams Ability to use new media Trend watching Operation of advanced robots |
“Employee competences today and tomorrow” (in Polish), |
Quantitative survey (CATI, |
Competences of the future:
Acting in a situation of uncertainty Cooperation with others Creativity Taking responsibility Industry-specific professional competences Critical thinking Negotiation skills People management Systemic thinking Technical competence Balancing tensions and solving problems Basic digital competences Emotional intelligence Solving complex problems Cognitive flexibility Advanced digital competences |
“The employee of the future” (in Polish), infuture.institute (2019) | Quantitative survey (CAWI, |
Competences of the future:
Creativity Negotiations Ability to cooperate STEM Science Skills Ability to share knowledge Design thinking Critical thinking Digital skills Problem-solving mindset Ability to actively learn |
“Forecasts of the Future: Know How 2021” (in Polish) |
Quantitative survey (CATI, Qualitative survey (TDI) with employers and HR employees of HR consulting companies. |
Key competences of the future:
Social competences (substantive exchange of opinions without interpersonal conflicts, multi-threaded communication, acceptance and openness to diversity and differences, acceptance and learning to work in an environment where relationships are not as intimate as before) Self-awareness regarding occupational health and safety, self-monitoring (management of your working time, energy balance management, self-discipline, responsibility for yourself and your work) Learning and critical thinking Self-motivation Flexibility in acting, acceptance of change and uncertainty Solving complex problems Acquiring information from different places Building mutual trust in teams Communication, relationality Openness, flexibility, ability to adapt quickly to changes Emotional intelligence and empathy Good organization of work, independence Knowledge of cultural differences and the ability to navigate them Resistance to stress |
“The future of education: Scenarios 2046” (in Polish), |
Quantitative (CAWI, |
Competences of the future:
Collaboration within a team Digital and technical competences Data analysis Solving complex problems Creativity |
“The study of competences in the modern labor market: survey report” (in Polish) |
Quantitative survey (CAWI, |
Key competences for future development:
Dealing with stress Negotiations Public speaking Assertiveness Planning and self-management in time Influence Decision-making Self-presentation Logical and critical thinking Building relationships and trust Leadership skills Team building Interpersonal communication Emotional intelligence Creativity Teamwork |
“Foresight of the competences of the future” (in Polish), |
Quantitative survey (CAWI, |
Competences of the future in relation to the four (1–4) scenarios for the development of the labor market (s.).
Advanced digital competences (s. 1) Transformational competences (s. 1) Acting in a situation of uncertainty (s. 1) Creativity (s. 1) Technical and digital competence (s. 2) Systems thinking skill (s. 2) Ability to find and interpret signals of change in the environment (s. 2) Creativity (s. 2) Industry-specific professional competences (s. 3) Responsibility for one’s own actions (s. 3) Competences in the scope of use of pro-ecological and pro-social solutions (s. 3) Ability to act in a situation of uncertainty (s. 3) Ability to work in stationary and distributed teams (s. 4) Care for work-life balance (s. 4) |
“Report on empirical research in the field of competences and professions of the future” (in Polish), |
Quantitative survey (online, |
Looking ahead to 2030, the following competences are projected to be highly important and increasingly gaining in significance:
Unconventional thinking Analytical skills using technology Risk analysis and assessment and responsible decision-making Ability to find deeper significance of phenomena Ability to see and assign meaning that is not evident at first glance Interdisciplinarity, that is, proficiency in understanding and combining ideas and concepts from different fields Proficiency in handling new media Managing information overload Ability to integrate robotic workstations Ability to work in multicultural teams Social entrepreneurship |
“The Future of Skills: Employment in 2030,” |
Workshops with experts from industry, government, academia, and the social sector (Boston and London); data then used to prepare a machine learning model utilized in turn to estimate future demand for occupations and competences. | The ten most important competences of the 21st century in the context of the greatest demand:
Judgment and decision-making Ingenuity Active learning Learning strategies Originality Learning strategies Instructing Social observation skills Coordination Originality |
“An analysis of the demand for skills in the labour market in 2035,” |
First stage: literature review. Second stage: producing forecasts and projections of the size and composition of the labor market in 2035. |
Fundamental competences needed for employment in 2035:
Collaboration Communication Innovative thinking Information acquisition Organizing, planning and prioritizing work Problem solving, troubleshooting and decision-making |
The Skills Imperative 2035: what does the literature tell us about essential skills most needed for work?”, |
Study using the |
Essential competences of the future:
Problem solving, troubleshooting and decision-making Critical thinking / analysis and evaluation Communication Collaboration / teamwork Creativity/innovation/originality Leadership/Management Self-motivation/learning orientation Flexibility/adaptability Resilience/optimism/persistence Empathy/social perceptiveness |
“The Future of Jobs Report 2020”, |
Quantitative survey ( |
Key competences in the next 5 years (to 2025):
Critical thinking and analysis Problem solving Self-management Active learning Resilience Stress tolerance Flexibility Analytical thinking and innovation Active learning Complex problem-solving Critical thinking and analysis Creativity, originality and initiative Leadership and social influence Technology use, monitoring and control Technology design and programming Resilience, stress tolerance and flexibility Reasoning, problem-solving Emotional intelligence Troubleshooting and user experience Service orientation Systems analysis and evaluation Persuasion and negotiation Creativity, originality and initiative Active learning strategies and self-development Resilience, stress tolerance and flexibility Complex problem-solving Analytical thinking and innovation Technology use, monitoring and control Service orientation Critical thinking and analysis Technology design and programming Reasoning and problem-solving Management of personnel Emotional intelligence Management of financial, material resources Leadership and social influence Instruction, mentoring and teaching |
“The Future of Jobs Report 2023”, |
Quantitative survey ( |
Essential competences in 2023:
Analytical thinking Creative thinking Resilience, flexibility and agility Motivation and self-awareness Curiosity and lifelong learning Technological literacy Dependability and attention to detail Empathy and active listening Leadership and social influence Quality control Creative thinking Analytical thinking Technological literacy Curiosity and lifelong learning Resilience, flexibility and agility Systems thinking Artificial intelligence and big data Motivation and self-awareness Talent management Service orientation and customer service |
Creativity, creative/innovative thinking | Collaboration in virtual teams |
Solving (complex) problems | Adaptation to change / openness to change |
Communication (including negotiation, interpersonal skills) | Acting in a situation of uncertainty |
Cooperation in stationary, virtual, intercultural teams | Competences in the field of pro-ecological and environmentally friendly solutions |
Decision-making and responsibility for the decisions | Internal motivation |
Flexibility, adaptability to change, openness to change | Lifelong learning |
Lifelong learning, self-development | Critical thinking |
Critical thinking | Combining skills |
Analytical thinking | Ethics |
Technical competence | Identifying client’s needs |
Management of resources (people, talents) | Solving complex problems |
Digital competences (basic/advanced) | Responsibility for the decisions made |
Literacy in and use of new technologies | Industry-specific professional and technological competences |
(R1) | Female, 30 years of professional experience, self-employed, 10 years in the real estate market, services, co-owner of a company (franchising), employing 12 people, last year hired 1 individual after graduation, Wielkopolskie Voivodship (Poland). |
(R2) | Male, 16 years of professional experience, 11 years in the manufacturing industry, currently the President of the Management Board of a company (food and materials science) employing 40 people, last year the company employed 11–12 persons, including 4 directly after graduation, Lubelskie Voivodship (Poland). |
(R3) | Male, 16 years of professional experience, 12 years in a managerial position, 7 years as owner of a company (development of technology for the wood and food industry) that employs 30 people, hires on average 4–5 new employees annually, last year all of them were higher education graduates, Pomorskie Voivodship (Poland). |
(R4) | Male, 50 years of professional experience, 20 years in a managerial position, Vice-President of the Management Board (sports industry) in a small organization, hires on average 3 new employees annually, including graduates of higher education institutions, Mazowieckie Voivodship (Poland). |
(R5) | Female, 24 years of professional experience in the banking industry, working for a large company with the headquarters in Warsaw and numerous branches, hires many new employees annually (lack of data due to the dispersion of branches), including graduates of higher education institutions, headquarters in Mazowieckie Voivodship but also branches in other provinces throughout Poland. |
(R6) | Male, 25 years of experience on the market, including 12 years in a managerial position, automotive industry, large company, hires an average of 30–40 individuals annually, including approximately 15 university graduates, Wielkopolskie Voivodship (Poland). |
(R7) | Male, 35 years of professional experience, for 15 years in a managerial position at a large company in the energy and fuel industry, hires several dozen individuals a year, including many graduates of higher education institutions (lack of precise data due to large fragmentation throughout the country), Mazowieckie Voivodeship (Poland). |
(R8) | Male, 24 years of professional experience, managerial position, a large company in the hospitality industry, with headquarters in Germany, active throughout Europe, many people hired annually, including graduates of higher education institutions. |
(R9) | Male, 26 years of experience on the market, President of the Management Board in a small enterprise, training and education industry, hires on average 4 individuals annually, including 3 graduates of higher education institutions, Wielkopolskie Voivodship (Poland). |
(R10) | Female, 22 years of professional experience, co-owner in a micro-enterprise in the event industry, seasonally hires many students and graduates, Wielkopolskie Voivodship (Poland). |
(R11) | Female, 27 years of professional experience, in a managerial position at a large company in the clothing industry, hires over 20 persons annually, including many students and graduates of higher education institutions, Wielkopolskie Voivodship (Poland). |