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1、IMD World Talent Ranking2023World CompetitivenessCenter2Visit our eShop:WWW.WCCESHOP.ORGSeptember 2023IMD WORLD TALENT RANKING 2023 Copyright 2023IMD:Institute for Management Development23,Ch.de BelleriveP.O.Box 915CH-1001 LausanneSwitzerlandTel:+41 21 618 02 51e-mail:wccinfoimd.orgInternet:www.imd.

2、org/wccIMD,IMD INTERNATIONAL REAL LEARNING.REAL IMPACT,IMD BUSINESS SCHOOL and IMD WORLD COMPETITIVENESS YEARBOOK are trademarks of IMD International Institute for Management DevelopmentAll rights reserved.No part of this publication may be transmitted in any form or by any means,including photocopy

3、ing and recording,or by any information storage and retrieval system.Nor may any part of this publication be included as a reference in any other work without authorization.3PrefaceI am very happy to present the IMD World Talent Ranking 2023.In a world in which the trade of physical assets is disrup

4、ted,talent mobility and the globalization of services are two ways in which economies remain interconnected.As you will see from this years rankings,the countries that top the list are small,European economies with well-developed economic systems.These countries are also significant attractors of fo

5、reign talent.Our research has shown that a good quality of life in its widest sense good prospects,feeling safe,and living somewhere where the environment is taken into consideration is a major driver of international executive mobility.While executives are not a representative sample of the entire

6、population,they reflect a trend here to stay,whereby mobility is driven by the competitiveness of nations.That is to say that people move to more competitive countries,those thriving in terms of quality of life,security,and sustainability.This years rankings also show that as economies become more s

7、ervice-oriented(a transformation process that has also reached China and India),the physical presence of employees in the country of their employers is no longer needed.All in all,we observe the emergence of a new type of employee who has been educated in one country,lives in another,and works for a

8、 company located in a third country.Such a phenomenon has implications for fiscal rules and education systems.With respect to fiscal rules,the new landscape for talent mobility raises questions about how nations are going to cope with taxation for employees who do not live in their countries.The lat

9、ter issue will see the importance of national education systems historically,a major pillar of country competitiveness becoming undermined because companies will be able to officially and remotely recruit employees“their country”has not trained,transferring the cost of education to other nations.Ada

10、pting education systems to the needs of economic systems remains one of the big challenges of talent competitiveness.Many“winners”in our ranking such as Singapore,Switzerland,Germany,and Denmark are also countries that emphasize professional training and apprenticeships over general academic subject

11、s.We do not recommend one versus the other,but the economic trade-offs of either choice are relevant.Policymakers would do well to bear this in mind,while also noting that we are starting to see some of our most highly performing countries(Sweden,Singapore)question both the introduction of technolog

12、y in the classroom and the extent to which it reduces our ability to be creative and reflective.The future will tell us how to balance the benefits of digital transformation with the developmental needs of human talent.Professor Arturo BrisDirectorIMD World Competitiveness CenterWorld Competitivenes

13、sCenter4Table of ContentsPreface.3The IMD World Competitiveness Center.7Partner Institutes.8Talent attraction and new work models.14IMD World Talent Ranking 2023.25Population over 20 million.28Population under 20 million.28GDP per capita greater than$20,000.29GDP per capita less than$20,000.29Europe

14、-Middle East-Africa.30Asia-Pacific.31The Americas.31Investment and Development.32Appeal.33Readiness.34Factor Ranking five-year overview.36Talent Country Profiles.39The IMD World Talent Ranking Methodology.104What is the IMD World Talent Ranking?.106Notes and Sources by Criteria.1085Talent Country Pr

15、ofilesArgentina.40Australia.41Austria.42Bahrain.43Belgium.44Botswana.45Brazil.46Bulgaria.47Canada.48Chile.49China.50Colombia.51Croatia.52Cyprus.53Czech Republic.54Denmark.55Estonia.56Finland.57France.58Germany.59Greece.60Hong Kong SAR.61Hungary.62Iceland.63India.64Indonesia.65Ireland.66Israel.67Ital

16、y.68Japan.69Jordan.70Kazakhstan.71Korea Rep.72Kuwait.73Latvia.74Lithuania.75Luxembourg.76Malaysia.77Mexico.78Mongolia.79Netherlands.80New Zealand.81Norway.82Peru.83Philippines.84Poland.85Portugal.86Qatar.87Romania.88Saudi Arabia.89Singapore.90Slovak Republic.91Slovenia.92South Africa.93Spain.94Swede

17、n.95Switzerland.96Taiwan,China.97Thailand.98Turkey.99UAE.100United Kingdom.101USA.102Venezuela.1037The IMD World Competitiveness CenterFor more than thirty years,the IMD World Competitiveness Center has pioneered research on how countries and companies compete to lay the foundations for sustainable

18、value creation.The competitiveness of nations is probably one of the most significant developments in modern management and IMD is committed to leading the field.The World Competitiveness Center conducts its mission in cooperation with a network of 57 Partner Institutes worldwide to provide the gove

19、rnment,business and academic communities with the following services:Competitiveness Special Reports Competitiveness Prognostic Reports Workshops/Mega Dives on competitiveness IMD World Competitiveness Yearbook IMD World Digital Competitiveness Ranking IMD World Talent RankingThe IMD World Competiti

20、veness Center team:At IMD:Professor Arturo Bris Director IMD World Competitiveness CenterChristos Cabolis Chief Economist&Head of OperationsJos Caballero Senior EconomistMadeleine Hediger Data Research and Online Services SpecialistOdete Madureira Center CoordinatorMarco Pistis Research AssociateMar

21、yam Zargari Research AssociateAlice Tozer EditorAndrea Caballero Data Coordinator At KAESCO Consulting:Jean-Franois KaeserWe also have the privilege of collaborating with a unique network of Partner Institutes,and other organizations,which guarantees the relevance of the data gathered.Contacte-mail:

22、wccinfoimd.orgInternet:www.imd.org/wccDatabase:https:/worldcompetitiveness.imd.org/8Partner InstitutesWe would like to express our deep appreciation for the contribution of our Partner Institutes,enabling an extensive coverage of competitiveness in their home countries.The following Institutes and p

23、eople supplied data from national sources and helped distribute the survey questionnaires:Argentina Shaw Institute for Business Research Catholic University of Argentina,Buenos Aires http:/www.uca.edu.ar Dr.Carlos Newland,Dean Dr.Marcelo F.Resico,Senior Economist Blas E.Menndez,Research AssistantAus

24、tralia CEDA Committee for Economic Development of Australia .au Jarrod Ball,Chief Economist Elizabeth Byrne,Associate Director Strategic Communications&AdvocacyAustria Federation of Austrian Industries,Vienna Austrian Institute of Economic Research,Vienna http:/www.iv-net.at Univ.-Prof.Dr.Christian

25、Helmenstein,Chief Economist Michael Oliver,EconomistBahrain Ministry of Finance and National Economy https:/www.mofne.gov.bh/Dr.Faisal Hammad,Assistant Undersecretary for Competitiveness&Economic IndicatorsBelgium FEB-Federation of Enterprises in Belgium,Brussels www.feb.be Dries Vantomme,Attach Eco

26、nomie&ConjonctureBotswana Botswana National Productivity Centre(BNPC)www.bnpc.bw Letsogile Batsetswe,Experienced Research Consultant Jacob Mmola,Acting Executive DirectorBrazil Fundao Dom Cabral,Innovation and Entrepreneurship Center https:/www.fdc.org.br/Carlos Arruda,Professor and Member of FDC In

27、novation and Entrepreneurship Center Hugo Tadeu,Professor and Director of FDC Innovation and Entrepreneurship Center Miguel F.Costa,ResearcherBulgaria Center for the Study of Democracy,Sofia www.csd.bg Ruslan Stefanov,Program Director and Chief Economist Daniela Mineva,Senior Analyst,Economic Progra

28、m Petar Terziev,Analyst,Economic Program Vanya Petrova,Senior Analyst,Economic ProgramBulgarian Chamber of Commerce and Industry https:/www.bcci.bg Lyubomir Levicharov,Chief Economic Analyst,Economic Analysis and Policy Department Blagovesta Dzhabirova,Economic Analyst,Economic Analysis and Policy D

29、epartmentCanada Information and Communications Technology Council(ICTC)www.ictc-ctic.ca Alexandra Cutean,Chief Research Officer Chile Universidad de Chile Facultad de Economa y Negocios(FEN)www.fen.uchile.cl Dr.Enrique Manzur,Vice Dean Dr.Sergio Olavarrieta,Vice President Dr.Pedro Hidalgo,Associate

30、Professor9China China Institute for Development Planning,Tsinghua University Prof.Yang Yongheng,Associate Director of China Institute for Development Planning,Tsinghua University Prof.Wang Youqiang,Professor,China Institute for Development Planning,Tsinghua University Dr.Gong Pu,Assistant Professor,

31、China Institute for Development Planning,Tsinghua University Ms.Huang Suyuan,Research Assistant,China Institute for Development Planning,Tsinghua University Dr.Wang Hongshuai,Postdoctoral fellow,Tsinghua University Ms.Zhang Ruijun,PhD Candidate,Tsinghua University Mr.Wang Jiancheng,PhD Candidate,Tsi

32、nghua University Ms.Sun Xiao,PhD Candidate,Tsinghua University Ms.Zhu Siyao,Graduate Student,Tsinghua University Mr.Li Xiaofan,Graduate Student,Tsinghua University Mr.Zhang Zhe,Graduate Student,Tsinghua UniversityColombia National Planning Department https:/www.dnp.gov.co Jorge Ivan Gonzalez,General

33、 Director,Department of National Planning(DNP)Camilo Rivera Prez,Technical Director,Innovation and Private Sector Development-DNP Croatia National Competitiveness Council http:/konkurentnost.hr/en/Ivan Mieti,acting President Biserka Sladovi,Advisor Hrvoje Stoji,Chief Economist Croatian Employers Ass

34、ociation https:/www.hup.hr/en/Iva Tomic,PhD,Chief EconomistCyprus Economics Research Centre,University of Cyprus http:/ucy.ac.cy/erc/en/Sofronis Clerides,Professor of Economics Nicoletta Pashourtidou,Assistant DirectorCyprus Employers and Industrialists Federation(OEB)www.oeb.org.cy Antonis Frangoud

35、isCzech Republic Consumer Forum (Spotebitelsk frum)www.spotrebitelskeforum.cz Dr.Krytof Kruli,Chairman of the Board of DirectorsDenmark Confederation of Danish Industry https:/www.danskindustri.dk/english/Allan Srensen,Chief EconomistEstonia Estonian Institute of Economic Research(EKI)www.ki.ee Brun

36、o Pulver,Member of the Board Enterprise Estonia(EAS)Helery Tasane,Head of Strategy and AnalysisFinland ETLA Economic Research www.etla.fi Ville Kaitila,Researcher Pivi Puonti,Head of Forecasting Aki Kangasharju,Managing DirectorFrance Business France,Paris http:/en.businessfrance.fr/en/home Louise C

37、assagnes,Economist10Partner InstitutesGreece Federation of Industries of Greece(SBE),Thessaloniki Dr.Christos Georgiou,Director,Research and Documentation Department Mr.Constantinos Styliaras,Economist,Research and Documentation Department Foundation for Economic and Industrial Research(FEIR/IOBE),A

38、thens Aggelos Tsakanikas,Associate Professor National Technical University of Athens-Head of Entrepreneurship Observatory Sophia Stavraki,Research AssociateHong Kong SAR Hong Kong Trade Development Council Ms.Alice Tsang,Principal Economist Cherry Yeung,Senior EconomistHungary ICEG European Center,B

39、udapest http:/icegec.org Ms.Renata Anna Jaksa,Director Dr.Oliver Kovacs,Senior Research FellowUniversity of Public Service http:/en.uni-nke.hu/Dr.Magdolna Csath,Research Professor in competitivenessIceland Icelandic Chamber of Commerce,Reykjavik www.chamber.is Elisa Arna Hilmarsdottir,Economist Gunn

40、ar Ulfarsson,EconomistIndia National Productivity Council,New Delhi www.npcindia.gov.in Dr.K.P.Sunny,Director&Head(Finance)Mr.Rajesh Sund,Director and Head(Economic Services)Indonesia Lembaga Management,Faculty of Economics and Business,Universitas Indonesia(LM FEB UI),Jakarta https:/ A.Makaliwe,Man

41、aging Director Mr.Bayuadi Wibowo,Group Head of Research&Consulting Mr.Arza Faldy Prameswara,Senior Researcher Mr.Taufiq Nur,Senior Researcher Ms.Shona Kamila Laily,Analyst Mr.Yendra Emirsyah Kivatra Analyst NuPMK Consullting,Jakarta http:/nupmk.co.id Ms.Tini Moeis,Managing Director Devi RD Hamdani,S

42、enior Business ManagerIreland IDA Ireland Karen Law,Planning Executive Israel The Federation of Israeli Chambers of Commerce,Tel-Aviv www.chamber.org.il Israela Many Deputy Managing Director of Economy and Tax Liran Avitan,EconomistJapan Mitsubishi Research Institute,Inc.,Tokyo Research Center for P

43、olicy and Economy www.mri.co.jp Dr.Hirotsugu Sakai,Research DirectorJordan Ministry of Planning and International Cooperation www.mop.gov.jo Dr.Hadram Al-Fayes,Policies and Studies Director Mira Mango,Deputy Head of the Competitiveness and Business Environment Division11Kazakhstan Economic Research

44、Institute,JSC of the Ministry of National Economy of the Republic of Kazakhstan,Nur-Sultan https:/economy.kz Aidana Terlikbayeva,Senior Expert,Center for Strategic Analysis Aimira Sabugaliyeva,Senior Expert,Center for Strategic AnalysisKorea Rep.Korea Institute for International Economic Policy Dr.S

45、ang-Ha Yoon,Head,International Macroeconomics Team Ms.Jiyun Lee,Researcher,International Macroeconomics Team The Korea Chamber of Commerce and Industry http:/ Cho,Deputy DirectorKuwait Kuwait Anti-Corruption Authority(Nazaha)https:/www.nazaha.gov.kw Dhari Buyabes,Head of International Organizations

46、and Conferences International Cooperation Dept.Latvia University of Latvia Centre for European and Transition Studies,LU CETS http:/www.lu.lv/cets Dr.Zane Zeibote,Director Prof.Dr.Tatjana Muravska,Chairperson of the BoardLithuania Innovation Agency Lithuania https:/innovationagency.lt Jon Kalendien,

47、Head Research and Analysis division Irena Karelina,Project ManagerLuxembourg Luxembourg Chamber of Commerce www.cc.lu Ms.Christel Chatelain,Director Economic Affairs Mr.Jean-Baptiste Nivet,Senior Economist Ms.Sidonie Paris,EconomistMalaysia Malaysia Productivity Corporation(MPC),Petaling Jaya,Selang

48、or www.mpc.gov.my Dato Abdul Latif Hj.Abu Seman,Director General MPC En.Zahid Ismail,Deputy Director General MPC Dr.Mazrina Mohamed Ibramsah,Deputy Director General MPC Ms.Wan Fazlin Nadia Wan Osman,Director MPC En.Mohammed Alamin Rehan,Director MPCMexico Center for Strategic Studies for Competitive

49、ness www.ceec.edu.mx Carlos Maroto Espinosa,General ManagerMongolia Economic Policy and Competitiveness Research Center www.ecrc.mn Mr.Tsagaan Puntsag,Founder and Chairman of Board Ms.Lakshmi Boojoo,Director General Ms.Odonchimeg Ikhbayar,Deputy Director,Head of Research Mr.Ganbat Chuluun,Research E

50、conomist Ms.Tungalag Erdenebat,Research Economist Mr.Mungunjiguur Battsolmon,Research EconomistNetherlands Confederation of Netherlands Industry and Employers(VNO-NCW),The Hague www.vno-ncw.nl Mr.Thomas Grosfeld Mr.Tim Zandbergen12Partner InstitutesNew Zealand Kerridge&Partners,Auckland https:/ Pete

51、r Kerridge,PartnerPeru CENTRUM PUCP https:/centrum.pucp.edu.pe/Mr.Percy Marquina,General Director Mrs.Beatrice Avolio,Head of the Graduate Business Department Mr.Luis Del Carpio,Director of CENTRUM Competitiveness Center Mr.Victor Fajardo,Researcher of CENTRUM Competitiveness CenterPhilippines Asian

52、 Institute of Management Rizalino S.Navarro Policy Center for Competitiveness AIM RSN PCC https:/aim.edu/research-centers/rizalino-s-navarro-policy-center-competitiveness Jamil Paolo Francisco,Ph.D.Executive Director,AIM RSN PCC Hauvre Somova Economist,AIM RSN PCC Regina Yvette Romero Research Assoc

53、iate,AIM RSN PCCPoland SGH Warsaw School of Economics World Economy Research Institute Collegium of World Economy https:/www.sgh.waw.pl/en Prof.Marzenna Weresa Dr.Anna DzienisPortugal Porto Business School,University of Porto,Porto https:/www.pbs.up.pt/Prof.lvaro Almeida Prof.Daniel Bessa Prof.Filip

54、e Grilo Prof.Jos Lus Alvim Prof.Joo Loureiro Prof.Ramon OCallaghan Prof.Patrcia Teixeira Lopes Prof.Jos EstevesQatar Department of Strategic Planning Planning&Statistics Authority www.psa.gov.qa Hissa Alassiry,Project Manager Dr.Hasan Mahmoud Omari,Economic Development ExpertRomania CIT-IRECSON Cent

55、er of Technological Information,Bucharest www.cit-irecson.ro Mr.Bogdan Ciocanel,PhD,Director Mr.Dan Grigore,EconomistSaudi Arabia NCC,National Competitiveness Center https:/www.ncc.gov.sa/en/H.E.Dr.Eiman AlMutairi,CEO of National Competitiveness Center Waleed AlRudaian,Vice President Salman M.AlTukh

56、aifi,General Manager of Analytics&Business IntelligenceSingapore Singapore Business Federation www.sbf.org.sg/Solomon Alan Huang,Deputy Director,Advocacy&Policy Division Economics Division,Ministry of Trade and Industry,Singapore https:/www.mti.gov.sg/Slovak Republic F.A.Hayek foundation,Bratislava

57、http:/www.hayek.sk/Mat Povanc13Slovenia Institute for Economic Research,Ljubljana http:/www.ier.si/Mr.Peter Stanovnik,PhD,Associate Professor Ms.Sonja Ursic,M.A.University of Ljubljana,School of Economics and Business http:/www.ef.uni-lj.si/en Ms.Mateja Drnovsek,PhD,Full Professor Mr.Ales Vahcic,PhD

58、,Full ProfessorSouth Africa Productivity SA https:/productivitysa.co.za/Mr Mothunye Mothiba,CEO Dr Leroi Raputsoane,Chief Economist Ms Juliet Sebolelo Mashabela,EconomistSpain Spanish Confederation of Employers,Madrid www.ceoe.es Ms.Edita Pereira,Head of Economic Research Unit Ms.Paloma Blanco,Econo

59、mic Research UnitTaiwan,China National Development Council,Taipei http:/www.ndc.gov.tw Ms.Kao,Shien-Quey,Deputy Minister Ms.Wu,Ming Huei,Director of Economic Development Department Mr.Wang,Chen-Ya,Executive OfficerThailand Thailand Management Association(TMA),Bangkok www.tma.or.th Ms.Wanweera Rachda

60、wong,Chief Executive Officer,TMA Ms.Pornkanok Wipusanawan,Director,TMA Center for Competitiveness Mr.Nussati Khaneekul,Senior Manager,TMA Center for CompetitivenessTurkey TUSIAD,Turkish Industry and Business Association Economic Research Department www.tusiad.org Gizem ztok Altnsa,Chief Economist ?s

61、met Tosunolu,Economist ?rem Sipahi,Junior Expert mer Erdoan,TraineeUnited Arab Emirates(UAE)Federal Competitiveness and Statistics Centre(FCSC)http:/fcsc.gov.ae/Venezuela National Council to Investment Promotion(CONAPRI)www.conapri.org Mr.Juan Cabral,Executive Director Ms.Jennyn Osorio,Manager of Ec

62、onomic Affairs Ms.Lilian Zambrano,Manager of Legal Affairs14Talent attraction and new work models 1.IntroductionThe results of the 10th edition of the World Talent Ranking(WTR)highlight Switzerlands continuous domi-nance of the ranking.The country has remained in the top position since the inception

63、 of the WTR in 2014.Such a success is the result of a talent competitiveness strategy that strives to reach a balance between the develop-ment of local talent,the attraction of overseas talent,and their retention.This year,Luxembourg moves up to second place,returning to the top three of the ranking

64、(it ranked three in 2021).Iceland remains in third place,continuing to thrive,particularly in the development of its local talent pipe and its appeal to foreign staff.It is important to note that this years survey results show a sharp shift in business confidence in some economies.For example,Belgiu

65、m experiences a positive shift in several of the survey-based indicators,while Sweden displays a negative trend.At the regional level,Western Europe continues to lead the talent ranking,followed by North America and Eastern Asia.The results show,however,a long-lasting effect of the pandemic.Most of

66、the regions we study have not been able to return to the pre-pandemic levels of talent competitiveness.Such an effect has led to greater talent competitiveness parity between certain regions(e.g.,Southern Asia and the Pacific,and Eastern Europe),while increasing the disparities experienced by other

67、regions(e.g.,South America).The key determiner has been how well countries in these regions have remained attractive for enticing and retaining talent.As referred to above,a key component of talent compet-itiveness is the capacity to attract and retain talent.At the core of such a capacity is the in

68、centive that career advancement and development provide to potential recruits.In terms of the work structure,the COVID-19 pandemic resulted in a shift toward remote work or a hybrid model which,we find,may be detrimental for the career progression of individuals who opt to adapt to the new model in

69、search of a greater work-life balance.These concerns arise,for example,from the possibility of a proximity bias among managers which can favor those individuals who follow the traditional in-office work model.If new work models lead to the curtailment of the opportunities that organizations offer to

70、 their staff,the organizations capacity to attract and retain talent may be limited.Such a trend can restrict talent development,and ultimately talent competitiveness,by negatively affecting some of the core elements of competitiveness.With this in mind,we asked partici-pants of our Executive Survey

71、 about the importance of the relationship between remote work and career development.Based on the results,we identify possible effects of that relationship on talent competitiveness.In what follows,we explore the different talent competi-tiveness trends at the regional and country level.We also pres

72、ent our findings about the relationships between new work models and talent attraction and retention.We are delighted to include Kuwait for the first time in the WTR.As with last years edition,Russia and Ukraine are not included in the 2023 ranking,due to the limited reliability of the data collecte

73、d.Jos CaballeroSenior EconomistIMD World Competitiveness CenterMarco PistisResearch SpecialistIMD World Competitiveness Center15Figure 1:Evolution of average talent performance between 2019 and 2023.Source IMD World Competitiveness Center(2023).Figure 2:Average talent factor rank by region in 2023.S

74、ource:IMD World Competitiveness Center(2023).162.Regional trends in talent competitiveness The pandemics consequences and the subsequent recovery of talent markets worldwide differed among various regions and economies,contingent on aspects such as their economic structure,policy responses,and cultu

75、ral factors.In the IMD World Talent report,these differences among regions are reflected in the evolution of the average talent competitiveness performance from the pre-pandemic period to 2023.Figure 1 shows that six out of the eight regions included in our study have still not regained the average

76、talent competitiveness levels they had in 2019.While regions such as Western Europe,North America,and Ex-CIS and Central Asia have mostly recovered to their pre-pan-demic talent competitiveness levels,Eastern Asia,South America,and Southern Asia and the Pacific still display lower talent competitive

77、ness in 2023 compared to four years ago.Western Asia and Africa and Eastern Europe are the only regions in the same period to have strengthened their capacity to attract and retain talent.In sum,these shifts have reduced the talent gaps previ-ously existing between some regions.For instance,Western

78、Asia and Africa,Southern Asia and the Pacific,and Eastern Europe have more similar talent scores in 2023 compared to 2019,while for other regions(e.g.,South America),COVID-19 has widened the gap in talent competitiveness versus the rest of the world.These changes are,however,still far from reshaping

79、 drastically the hierarchy of the most talent-competi-tive regions in the world.Western Europe remains the leading region of the world in the IMD WTR,with an average overall talent rank of 16th.Western Europe reports high marks in all three talent factors,with top scores in the investment and develo

80、pment and readi-ness factors(figure 2).With a gap of around 13position,North America and Eastern Asia maintain the second and third spot,reporting average rankings of 29th and 31st respectively.North America is the region with the highest rank in the appeal factor(16th),while it shares the rank of s

81、econd most talent-ready region with Eastern Asia(both regions rank 28th in the readiness factor).As mentioned earlier,Western Asia and Africa,Southern Asia and the Pacific,and Eastern Europe all share similar overall talent rankings in 2023.Nevertheless,in terms of factor rankings,the first two tend

82、 to perform best in the readiness of their talent pool(readiness factor,30th and 31st respectively)and in their capacity to attract foreign talent to their economies(appeal factor,38th and 30th respectively),while the latter retains high marks in its capability to develop local talent(investment and

83、 development factor,30th).Finally,Ex-CIS and Central Asia and South America both exhibit below the average performances across all the three talent factors.3.Top 10 economies in terms of their talent competitiveness Switzerland remains in the top of the overall talent ranking.Luxembourg improves its

84、 position,moving up to second place(from seventh).While Iceland remains in third place,Belgium returns to the top 10 in fourth position(in 2017,it ranked third).The Netherlands also increases its position to fifth place(up from ninth).Finland remains in sixth position,but Denmark drops two places to

85、 the seventh spot.Singapore joins the top 10 only for the second time since the inception of the WTR.It ranks in eighth place up from 12th,reaching its highest position in the ranking(in 2020,Singapore ranked ninth).Austria experiences a slight fall of one position to the ninth spot.Rounding up the

86、top of the ranking,Sweden drops to the 10th place(from second).The strength of Switzerlands talent competitiveness is reflected in its performance at factor level.Swit-zerland ranks first in investment and development,and in appeal,and third in readiness.The country also performs robustly at the ind

87、icator level,ranking at the top in several criteria,including the quality of life that it offers,the existence of a statutory minimum wage,the remuneration of management,and the effectiveness of its primary and secondary education.It also leads the ranking in the implementation of apprenticeship pro

88、grams and in its attractiveness for overseas highly skilled personnel.There are,however,some aspects that may have a negative impact in the long term,such as the percentage of graduates in sciences(27th)and labor force growth(53rd).Although Switzerland progresses in several indicators,including the

89、total public expenditure on education(from 19th to 14th),it drops in others such as talent attraction and retention criteria(from sixth place to 11th).The improvement of Luxembourg in the overall ranking originates in its strong performance in the investment and development factor(second)and in the

90、appeal factor(fourth).Luxembourg,however,ranks relatively low in readiness(24th),although the country displays a slight improvement(of one spot)across all factors.At the indicator level,Luxembourgs strengths include total public expenditure on education per student(first),the quality of education as

91、 measured by the pupil-teacher ratio in primary education(third),and the availability of language skills(fourth).In terms of weaknesses,Luxembourg ranks 42nd in the availability of competent senior managers,50th in the percentage of graduates in 17sciences,51st in the percentage of female labor forc

92、e(of total labor force),and 55th in the availability of skilled labor.Luxembourg progresses in employee training(16th)and in the effectiveness of management education(29th),although it slightly declines in the implementation of apprenticeships(28th)and in attracting foreign highly skilled staff(nint

93、h).Icelands stability in the overall ranking(third)is the result of its achievements in the investment and devel-opment factor(third),in the appeal factor(eighth)and,to a lesser extent,in the readiness factor(14th).The country performs robustly in statutory minimum wage(second),exposure to particle

94、pollution(second),total public expenditure on education(third),and quality of life(fourth).Its performance is sluggish in the percentage of graduates in sciences(53rd),the availability of senior managers with significant international experience(49th),and the implementation of apprenticeships(39th).

95、Icelands largest improvements at the indicator level include the prioritization of employee training by the private sector(from 35th to 30th)and labor force growth(from 11th place to sixth).In terms of declines,the country experiences a negative turn in business confidence steeply dropping in severa

96、l survey-based criteria,such as in the effectiveness of its university education(17th),the availability of competent senior managers(24th),and the availability of senior managers with significant international experience(49th).The return of Belgium to the top 10 is driven by its improvement across a

97、ll factors,reaching sixth posi-tion in the appeal factor,and eighth place in both the investment and development and readiness factors.At the indicator level,the country sees an upturn in positive executives perceptions,improving in several survey-based indicators,such as the availability of skilled

98、 labor(first),availability of finance skills(second),the effectiveness of its health infrastructure(fifth),and the impact of brain drain(fifth).Conversely,Belgium ranks 49th in the percentage of female labor force and 54th in the percentage of graduates in sciences.Belgium sharply increases in the i

99、mplementation of appren-ticeships(ninth),worker motivation(ninth),attracting and retaining talents(10th),and the prioritization of employee training(10th).Other improvements include the quality of life(12th),availability of language skills(seventh),and attracting foreign highly skilled personnel(15t

100、h).Belgium declines the most in the percentage of female labor force(49th),which represents one of its lowest ranking positions.The Netherlands moves up to the fifth position(from ninth).Such an improvement is partially the result of its performance in the appeal(third)and readiness(second)factors.T

101、he Netherlands ranks 16th in the investment and development factor.Among the indicators,the country ranks robustly in the availability of language skills(first),the effectiveness of its management education(second),attracting foreign highly skilled personnel(second),and student mobility inbound(nint

102、h).The Netherlands,however,ranks 43rd in the quality of education in primary education(pupil-teacher ratio),52nd in secondary educa-tion,and 51st in the percentage of graduates in sciences.The Netherlands largest improvement is in labor force growth(11th)and the percentage of the female labor force(

103、17th).Its steepest falls are in the cost-of-living index(50th)and the availability of skilled labor(25th).Finland remains in the sixth position.At the factor level,Finland ranks 11th in appeal and in investment and development,and seventh in readiness.The countrys strengths include the level of expo

104、sure to particle pollu-tion(first),the fairness of the administration of justice(second),the level of worker motivation(fifth),and the prioritization of employee training(fifth).Among its weaknesses are the quality of secondary education as assessed by the pupil-teacher ratio(37th),attracting foreig

105、n highly skilled personnel(38th),and labor force growth(39th).Finland improves sharply in the availability of skilled labor(17th).Despite declining in some key indi-cators,it remains well positioned in others,for example,drops in the quality of life(sixth)and the effectiveness of its primary and sec

106、ondary education(eighth).Other declines include in the cost-of-living index(43rd)and the implementation of apprenticeship programs(27th).Denmark falls to the seventh spot.This decline is the result of its performance in appeal factor(34th).However,it remains in leading positions in the invest-ment a

107、nd development(fourth)and readiness(fifth)factors.At the indicator level,the countrys strengths include the level of worker motivation and the fair implementation of justice,ranking first in both.Other strengths are attracting and retaining talents(second),the impact of brain drain(second),and the q

108、uality of life(third).Denmark ranks relatively low in the percentage of graduates in sciences(33rd).Its lowest rankings are in the cost-of-living index(55th)and the collected personal income tax(62nd).Its improvements include labor force growth(24th)and the availability of skilled labor(sixth).It ex

109、periences a fall in the effectiveness of its health infrastructure(16th).18Singapore rejoins the top 10,moving up to eighth place,which represents its highest position achieved in the overall talent ranking(in 2020,Singapore ranked ninth).This improvement is mainly driven by Singapores perfor-mance

110、in the readiness factor(first).It ranks 14th in the appeal factor and 31stin the investment and development factor.Its strengths at the indicator level include PISA educational assessment(second),the percentages of graduates in sciences(third),student mobility inbound(fourth),and the remuneration of

111、 management(fourth).It ranks relatively low in attracting and retaining talents(37th).Singapores lowest ranking indicators are the cost-of-living index(57th)and the total public expen-diture on education(62nd).Its largest improvements include the level of exposure to particle pollution(27th).Convers

112、ely,among Singapores declines are the effec-tiveness of its primary and secondary education(ninth),the implementation of apprenticeship schemes(19th),and quality of life(26th).Austria drops slightly to the ninth position in the overall ranking.At the factor level,it ranks fifth in investment and dev

113、elopment,12th in appeal,and 18th in readiness.Among Austrias strengths are the level of employee training(first),implementation of appren-ticeship programs(third),remuneration of management(sixth),student mobility inbound(seventh),percentage of graduates in sciences(eighth),and the total public expe

114、nditure on education per student(ninth).Its weak-nesses include the availability of competent senior managers(45th),collected personal income tax(48th),the cost-of-living index(51st),and the availability of skilled labor(62nd).Austrias largest improvements include attracting and retaining talents(th

115、ird)and the availability of senior managers with significant interna-tional experience(20th).Its largest declines are in the aforementioned cost-of-living index and availability of skilled labor,but also in the availability of finance skills(34th)and its attractiveness for overseas highly skilled st

116、aff(34th).Sweden drops to 10th place as a result of a sluggish performance across all talent competitiveness factors.It ranks ninth in investment and development,10th in appeal,and 13th in readiness.At the indicator level,Sweden ranks well in levels of exposure to particle pollu-tion(third),total pu

117、blic expenditure on education(fifth),the impact of brain drain(seventh),and the prioritization of employee training(ninth).Among its weaknesses are the cost-of-living index(35th),the quality of secondary education as captured by the pupil-teacher ratio(36th),labor force growth(38th),and collected pe

118、rsonal income tax(58th).Sweden experiences declines in several indi-cators,including the availability of finance skills(10th),the availability of competent senior managers(11th),the effectiveness of its primary and secondary education(23rd),the implementation of apprenticeship schemes(31st),the prio

119、ritization of talent attraction and retention(19th),and labor force growth(38th).4.Remote work and talent competitivenessThe COVID-19 pandemic ushered in significant transfor-mations in labor markets,with the widespread adoption of remote and hybrid work models emerging as one of the most enduring c

120、hanges.Over the last three years,a substantial number of companies spanning various indus-tries and geographies have enthusiastically embraced a more adaptable approach to work organization.While the precise effect on productivity levels remains a subject of debate,with some studies showing a positi

121、ve impact of remote-work models on workers productivity and others claiming a neutral or negative impact,a growing body of opinion polls and research underscores the fact that employees increasingly favor remote and hybrid work arrangements.In this evolving landscape,a number of companies have recen

122、tly begun to revert to more traditional five-days-in-office working models,asserting that elements such as corporate culture,team building,creativity,and workers career development have been negatively affected by remote work arrangements.With this in mind,we asked our survey respondents about the i

123、mpact of the adoption of remote work and hybrid models on employee career advancement.Figure 3 shows the responses of over 4,000 execu-tives across the 64 economies included in the talent report.Most executives(41%)believe that full-time in-office presence is not a necessary condition for career dev

124、elopment and progression,although it plays a role for professional advancement in their company.Around 30%state that full-time presence in the office is not fundamental to career progression.Finally,over a fourth(27%)assert that remote work,whether full-time or part-time,is detrimental to career dev

125、elopment in their company.Breaking down the data by company size(figures 4 to 6),we find that both the percentage of executives asserting that remote work is detrimental to career development,and the share of those affirming that full-time in-office presence is not necessary for career progression b

126、ut matters,increases depending on the size of the company.In small businesses(fewer than 50 employees),around 26%of executives consider remote work detrimental for professional advancement,with this share increasing to 28%in large companies.Similarly,while 37%of execu-tives working for small busines

127、ses state that full-time 19Figure 3:“Is full-time presence in the office a necessary condition for career progression and development in your company?”(IMD Executive Survey,2023).Figure 4:“Is full-time presence in the office a necessary condition for career progression and development in your compan

128、y?”By company size-small.(IMD Executive Survey,2023).Figure 5:“Is full-time presence in the office a necessary condition for career progression and development in your company?”By company size-medium.(IMD Executive Survey,2023).20presence at the office is not a must but matters,this percentage reach

129、es over 40%among executives in medium and large companies.This result indicates that in-office work is perceived as very important in larger and more complex organizations.As may be expected,there are important differences across industries.Over 40%of executives from compa-nies operating in certain

130、sectors affirm that full-time in-office work is not necessary at all in their companies for career advancement and development(figure 7).These industries include art and entertainment,profes-sional,scientific and technical activities,administrative and support services,and ICT.Most executives from c

131、ompanies operating in sectors such as accommodation and food services,wholesale and retail trade,electricity and gas supply,construction,and agriculture differ in their perspectives.They consider remote and hybrid work models detrimental for professional advancements,with just less than a fourth of

132、them stating that flexible work arrangements do not impact career progression.As may be expected,there are important differences across industries.Over 40%of executives from compa-nies operating in certain sectors affirm that full-time in-office work is not necessary at all in their companies for ca

133、reer advancement and development(figure 7).These industries include art and entertainment,profes-sional,scientific and technical activities,administrative and support services,and ICT.Most executives from companies operating in sectors such as accommodation and food services,wholesale and retail tra

134、de,electricity and gas supply,construction,and agriculture differ in their perspectives.They consider remote and hybrid work models detrimental for professional advancements,with just less than a fourth of them stating that flexible work arrangements do not impact career progression.At the country l

135、evel,it is interesting to note how execu-tives stand towards new models of work relates to some of the fundamental talent competitiveness elements,such as talent attraction and retention,as well as the participation of women in the job market.Figure 8 Figure 6:“Is full-time presence in the office a

136、necessary condition for career progression and development in your company?”By company size-large.(IMD Executive Survey,2023).21Figure 7:Share of respondents that answered“No”to the question“Is full-time presence in the office a necessary condition for career progression and development in your comp

137、any?”By company sector.(IMD Executive Survey,2023).shows the existence of an inverse relationship between the percentage of executives who assert that remote work is detrimental for a successful professional career vis-vis the prioritization of talent attraction and reten-tion.Economies where remote

138、 work is considered as less harmful for career progression and development are,on average,also those that most excel in the attraction and retention of highly skilled professionals.Similarly,figure 9 highlights how economies where executives tend to consider in-office presence as not mandatory for p

139、rofessional advancements also show higher levels of female participation in the job market.To put these findings into context,arguably,both remote work and hybrid models increase the isolation of employees,while at the same time minimizing their in-company visibility.The latter may benefit employees

140、 who follow the traditional in-person work model because of proximity biases.That is,managers may see employees with greater in-office presence in a different light and may be more willing to mentor them,thus facilitating their career advancement.Proximity biases can have a negative impact on perfor

141、mance evaluation,employee rewards and recognition,collaboration with colleagues,lines of communication with management,and inclusion in organizational activities.Such an impact will ultimately affect the possibilities of employee promotion.More broadly,a company that experiences this trend can see i

142、ts capacity to attract and retain talent diminished.Employees looking for a greater work-life balance may lack incentives to join a particular organization that offers limited opportunities for career progression.In addition,the lack of career advancement can even-tually impact other aspects of tale

143、nt competitiveness,such as worker motivation and quality of life.Ultimately,it can negatively affect the available talent pool.For instance,as we have seen,in countries where there is greater skepticism about the new work models,the share of women in the labor force is lower.Women,in other words,may

144、 be further discouraged to enter the labor force.Such a trend can have strong consequences,not only for the size of the talent pool,but also for its diversity and quality.22Figure 9:Relation between the share of executives in the country that consider remote work as detrimental for career developmen

145、t and progression versus female labor force participation(%of total labor force).Source:IMD World Competitiveness Center(2023)Figure 8:Relation between the share of executives in the country that consider remote work as detrimental for career development and progression versus attraction and retenti

146、on of talent in companies.Source:IMD World Competitiveness Center(2023)235.Concluding remarksThe results show the continuous dominance of the talent competitiveness ranking by Switzerland,at the country level.This year,Belgium and Singapore return to the top 10 of the ranking.At the regional level,W

147、estern Europe remains as the global leader of talent competitiveness.Results also show that North America is the region with the highest appeal.North America and Eastern Asia are the second most talent-ready regions.The 2023 results also highlight a trend of concern among some of the top countries i

148、n terms of graduates in sciences.For instance,Luxembourg(50th),Iceland(53rd),and the Netherlands(51st)are placed at the bottom of the ranking in the indicator that captures the percentage of those graduates.This trend may be detrimental for the sustainability of their talent competitiveness,as such

149、graduates are at the core of technological innovation,for example.Our findings also highlight some of the potential outcomes in terms of the changes in the work model.About 68%of the executives we surveyed believe that in-office presence is important for career development,with 27%indicating that it

150、 is detrimental.In the context of hybrid or remote work environments,therefore,prox-imity bias can have negative consequences for talent development.This is so because some employees may have less visibility and interaction with their managers and colleagues than others.In turn,such conditions can l

151、ead to limited opportunities for further training and thus for career advancement.Companies experiencing such a trend may not be able to attract and/or retain talent,potentially affecting their productivity and innovation.In the long run,this trend may affect the effectiveness of the overall talent

152、pipe.The current drive to return to the in-office model among some organizations is likely to exacerbate this situation.Finding solutions for such issues therefore becomes all the more crucial.24IMD World Talent Ranking 2023Visit our eShop:WWW.WCCESHOP.ORGAll data are available from the IMD WORLD CO

153、MPETITIVENESS ONLINE26The 2023 IMD World Talent RankingScore01Switzerland100.00-02Luxembourg84.39k k503Iceland84.33-04Belgium83.75k k905Netherlands83.34k k406Finland80.55-07Denmark80.53l l208Singapore79.96k k409Austria79.93l l110Sweden79.93l l811Norway78.90l l712Germany78.46l l213Canada76.73l l214Ir

154、eland76.27k k115USA74.56k k116Hong Kong SAR74.35l l217Estonia73.98-18Australia73.12-19Israel71.05k k120Taiwan,China70.32l l121Czech Republic69.49k k822UAE67.92l l123Lithuania66.77k k324France66.25l l125Portugal64.64l l126Slovenia63.82l l127Bahrain63.60k k828Kuwait63.19-29Cyprus62.94l l730Qatar62.72k

155、 k42023 TALENT RANKINGThe IMD World Talent Ranking 2023 shows the overall ranking for 64 economies.The economies are ranked from the most to the least competitive,and the change from the previous years ranking are also shown.The scores are actually indices(0-100)generated for the unique purpose of c

156、onstructing graphics.27Score31New Zealand62.57-32Spain62.15-33Malaysia62.03-34Korea Rep.61.96k k435United Kingdom60.52l l736Saudi Arabia60.41l l637Greece58.88-38Kazakhstan58.57k k139Latvia57.53l l1240Botswana57.11k k341China56.28l l142Italy56.10l l643Japan55.72l l244Poland54.94k k645Thailand54.31-46

157、Croatia52.20l l447Indonesia51.13k k448Hungary49.48l l449Turkey49.44k k450Chile49.02l l351Slovak Republic48.78l l352Jordan48.55l l353Romania45.67k k254Argentina44.24k k255Peru41.88l l956India41.75l l457Colombia40.90k k458Bulgaria39.88k k159Mexico37.31l l160Philippines35.81l l661South Africa34.34l l16

158、2Venezuela31.85k k163Brazil31.57l l664Mongolia23.18l l22023 TALENT RANKING28The 2023 IMD World Talent RankingsScore01Germany78.4602Canada76.7303USA74.5604Australia73.1205Taiwan,China70.3206France66.2507Spain62.1508Malaysia62.0309Korea Rep.61.9610United Kingdom60.5211Saudi Arabia60.4112China56.2813It

159、aly56.1014Japan55.7215Poland54.9416Thailand54.3117Indonesia51.1318Turkey49.4419Argentina44.2420Peru41.8821India41.7522Colombia40.9023Mexico37.3124Philippines35.8125South Africa34.3426Venezuela31.8527Brazil31.57Population over 20 millionScore01Switzerland100.0002Luxembourg84.3903Iceland84.3304Belgium

160、83.7505Netherlands83.3406Finland80.5507Denmark80.5308Singapore79.9609Austria79.9310Sweden79.9311Norway78.9012Ireland76.2713Hong Kong SAR74.3514Estonia73.9815Israel71.0516Czech Republic69.4917UAE67.9218Lithuania66.7719Portugal64.6420Slovenia63.8221Bahrain63.6022Kuwait63.1923Cyprus62.9424Qatar62.7225N

161、ew Zealand62.5726Greece58.8827Kazakhstan58.5728Latvia57.5329Botswana57.1130Croatia52.2031Hungary49.4832Chile49.0233Slovak Republic48.7834Jordan48.5535Romania45.6736Bulgaria39.8837Mongolia23.18Population under 20 million29Selected BreakdownsScore01Switzerland100.0002Luxembourg84.3903Iceland84.3304Bel

162、gium83.7505Netherlands83.3406Finland80.5507Denmark80.5308Singapore79.9609Austria79.9310Sweden79.9311Norway78.9012Germany78.4613Canada76.7314Ireland76.2715USA74.5616Hong Kong SAR74.3517Estonia73.9818Australia73.1219Israel71.0520Taiwan,China70.3221Czech Republic69.4922UAE67.9223Lithuania66.7724France6

163、6.2525Portugal64.6426Slovenia63.8227Bahrain63.6028Kuwait63.1929Cyprus62.9430Qatar62.7231New Zealand62.5732Spain62.1533Korea Rep.61.9634United Kingdom60.5235Saudi Arabia60.4136Greece58.8837Latvia57.5338Italy56.1039Japan55.7240Slovak Republic48.78GDP per capita greater than$20,000Score01Malaysia62.030

164、2Kazakhstan58.5703Botswana57.1104China56.2805Poland54.9406Thailand54.3107Croatia52.2008Indonesia51.1309Hungary49.4810Turkey49.4411Chile49.0212Jordan48.5513Romania45.6714Argentina44.2415Peru41.8816India41.7517Colombia40.9018Bulgaria39.8819Mexico37.3120Philippines35.8121South Africa34.3422Venezuela31.

165、8523Brazil31.5724Mongolia23.18GDP per capita less than$20,00030The 2023 IMD World Talent RankingsScore01Switzerland100.0002Luxembourg84.3903Iceland84.3304Belgium83.7505Netherlands83.3406Finland80.5507Denmark80.5308Austria79.9309Sweden79.9310Norway78.9011Germany78.4612Ireland76.2713Estonia73.9814Isra

166、el71.0515Czech Republic69.4916UAE67.9217Lithuania66.7718France66.2519Portugal64.6420Slovenia63.8221Bahrain63.6022Kuwait63.1923Cyprus62.9424Qatar62.7225Spain62.1526United Kingdom60.5227Saudi Arabia60.4128Greece58.8829Kazakhstan58.5730Latvia57.5331Botswana57.1132Italy56.1033Poland54.9434Croatia52.2035

167、Hungary49.4836Turkey49.4437Slovak Republic48.7838Jordan48.5539Romania45.6740Bulgaria39.8841South Africa34.34Europe-Middle East-Africa31Selected BreakdownsScore01Singapore79.9602Hong Kong SAR74.3503Australia73.1204Taiwan,China70.3205New Zealand62.5706Malaysia62.0307Korea Rep.61.9608China56.2809Japan5

168、5.7210Thailand54.3111Indonesia51.1312India41.7513Philippines35.8114Mongolia23.18Asia-PacificScore01Canada76.7302USA74.5603Chile49.0204Argentina44.2405Peru41.8806Colombia40.9007Mexico37.3108Venezuela31.8509Brazil31.57The Americas32The 2023 IMD World Talent RankingsScore01Switzerland100.00-02Luxembour

169、g95.06k103Iceland92.45k104Denmark88.29l205Austria86.29k106Norway84.76l107Israel83.19k108Belgium82.91k109Sweden80.37l210Kuwait79.95-11Finland77.01-12Germany75.04-13Estonia74.02l314USA71.52k115Hong Kong SAR69.26l216Netherlands68.79-17Lithuania66.41k118Australia66.12k319Canada64.29k120Slovenia64.28l121

170、Latvia64.07l722Korea Rep.63.78k923Taiwan,China63.76-24Cyprus63.53l725Spain62.93k126Czech Republic61.56k827Portugal61.09l528Kazakhstan60.79k229Croatia59.62l430France59.32l631Singapore57.46l432Italy57.16l433Botswana56.48k234Greece56.45l535Poland55.43k636Japan54.17k137Hungary53.83l138New Zealand53.83l5

171、39Ireland53.47l140Malaysia48.92l141Saudi Arabia47.19l942Bulgaria45.76k443United Kingdom45.53l344Slovak Republic44.03l145China43.59l346Argentina39.26k347Thailand38.98-48UAE38.34l349Qatar37.60l550Bahrain36.95l251Turkey35.47-52Indonesia34.20k153Romania33.31k154Chile30.70l455Peru26.98l356Brazil19.43l157

172、Colombia18.06k158Jordan17.98l159South Africa16.70l360Venezuela16.66l161Mongolia9.69l162Philippines3.44-63India3.42l264Mexico0.00l1INVESTMENT&DEVELOPMENTThe investment in and development of home-grown talent33Selected BreakdownsScore01Switzerland97.06-02Ireland78.95k403Netherlands77.46-04Luxembourg75

173、.33k105Germany71.18k206Belgium70.75k1207Canada70.45k508Iceland69.65-09USA67.89l510Sweden66.73l811Finland66.36-12Austria65.48l213Australia65.18k114Singapore65.15l115Czech Republic62.58k1516UAE62.55l117France62.49k418New Zealand62.44k519Estonia62.24-20Norway61.78l1121Taiwan,China60.02k422Saudi Arabia5

174、9.43l223Japan58.37k424Bahrain57.51l825United Kingdom57.05l126Spain56.02-27Lithuania55.76k428Qatar55.39l629Thailand55.31k530Malaysia55.06k531Indonesia54.26k632Hong Kong SAR53.09-33Mexico52.91k1234Denmark52.42l1735Chile52.35l736Botswana51.64-37Portugal50.84k338Slovenia50.56k139Colombia50.53k840Cyprus5

175、0.25l1141Israel48.81l842Kazakhstan48.51l143Korea Rep.47.12k644Turkey46.19k1345Italy45.59l746Greece45.54l447Poland45.11k848Romania44.82k1049Slovak Republic44.44k150Jordan44.27l251Peru43.30-52China42.57-53India42.25k354Brazil42.23l1055Philippines42.07l1256Hungary41.90l357Croatia39.67l358Latvia38.97l12

176、59Kuwait36.01-60Bulgaria31.00k161South Africa30.56l262Argentina29.32l263Venezuela27.02-64Mongolia20.66l2APPEALThe extent to which a country taps into the overseas talent pool34Score01Singapore94.65-02Netherlands81.13k703Switzerland80.31l104UAE80.25k305Denmark78.24k306Hong Kong SAR78.06l307Finland75.

177、66l308Belgium74.96k809Ireland73.76l410Bahrain73.70k2311Canada72.84l112Qatar72.53k1813Sweden70.05l714Iceland68.28l115Norway67.53l116Germany66.54l417Australia65.44-18Austria65.38l319Taiwan,China64.57l820Estonia63.06k1121Czech Republic61.69k722USA61.64k423Jordan60.78l124Luxembourg60.16k125China60.05l42

178、6Malaysia59.50l627Portugal59.37l828Israel58.53l129India56.94l1130United Kingdom56.34l631Lithuania55.52k632France54.30-33Slovenia53.99l434Cyprus52.40l1135Korea Rep.52.35k336Greece52.00k437Saudi Arabia51.97k438Kuwait50.97-39New Zealand48.81-40Latvia46.91l441Thailand46.01k842Spain44.88-43Turkey44.02k74

179、4Kazakhstan43.80-45Italy42.94l246Indonesia42.30k647Poland41.65k648Argentina41.50k1149Chile41.37l250Botswana40.59k651Philippines39.30l1652Mexico36.40l753Romania36.24k254Slovak Republic35.26l655Croatia34.68l956South Africa33.13k157Peru32.74l2358Japan31.99l459Colombia31.47k360Hungary30.09l961Venezuela2

180、9.24l362Bulgaria20.27l163Mongolia16.55l364Brazil10.41l1READINESSThe availability of skills and competencies in the talent poolThe 2023 IMD World Talent Rankings362019202020212022202320192020202120222023Argentina48475456544343474946Australia16132018183418222118Austria04060608090406060605Bahrain-3527-

181、4850Belgium14161313040908080908Botswana-444340-383533Brazil61596057635256545556Bulgaria52555859584645454642Canada13081511132619242019Chile46414847505048465054China42403640414242434245Colombia54585561576058585857Croatia53534942463632342529Cyprus21172422290814151724Czech Republic39393729214040413426De

182、nmark02020505070102030204Estonia27191917172110121013Finland08120806061012101111France25282523242327212430Germany11111010121111111212Greece40373337373730292934Hong Kong SAR15141114162023141315Hungary45504244483335323637Iceland07040703030604040403India59625652566363646163Indonesia41455051475152535352I

183、reland18181715144439393839Israel19222220191709090807Italy36363536423133312832Japan35383941433036363736Jordan51494049525760565758Kazakhstan38444139383941423028Korea Rep.33313438341928283122Kuwait-28-10Latvia34333027391215161421Lithuania28272926231413181817Luxembourg05030307020503020302Malaysia2225283

184、3333234333940Mexico60565958596262636364Mongolia63636162645959596061Netherlands09100909051616171616New Zealand17211831312929273338Norway06070404110305050506Peru56516246555554615255Philippines49485754606161626262Poland37354550442724354135Portugal23262624251322252227Qatar26293134304144444449Romania5557

185、5155535453555453Saudi Arabia29343830362837373241Singapore10091212082521232731Slovak Republic57615248514749484344Slovenia31302725262220191920South Africa50526360615657605659Spain32323232323531302625Sweden03050202100707070709Switzerland01010101010201010101Taiwan,China20201619202425202323Thailand434343

186、45454951514747Turkey58465353495846525151UAE30242321225355504548United Kingdom24232128353838404043USA12151416151517131514Venezuela62606463624850575960INVESTMENT&DEVELOPMENTOVERALLFACTOR RANKINGS37201920202021202220232019202020212022202350525960625251565948Argentina15161914130504241717Australia1311081

187、0121012141518Austria-1624-3310Bahrain17171718062422151608Belgium-483636-515650Botswana49454644546263646364Brazil58576161605557626162Bulgaria05031312071507161011Canada34302328354648584749Chile55565152523126222125China36374247395360576259Colombia61615854576062544655Croatia33242829403214302334Cyprus454

188、84530153937382821Czech Republic11081817340606080805Denmark23192019193532293120Estonia16151111110310050407Finland25252121172935313232France09090907051413101216Germany51503342464436374036Greece18182632320402010306Hong Kong SAR56585353565759465160Hungary06061008081816171314Iceland57555756532525271829In

189、dia24323737314246505246Indonesia08120706020809110509Ireland28344033411928342728Israel38423838453739394345Italy26272727234954485458Japan44433448505442182223Jordan39473941423850434444Kazakhstan41364149433429363835Korea Rep.-59-38Kuwait48514946584040333640Latvia35353231273334323731Lithuania040502050417

190、19232524Luxembourg27292935301618212026Malaysia40384445334738524552Mexico63635562646356606063Mongolia07070503030708070902Netherlands14131423181123203939New Zealand10100409202120121415Norway47445051515853613457Peru31314343552633473551Philippines46495455474544455347Poland32333040372724251927Portugal212

191、12522282021193012Qatar52534758485055495553Romania43393520222230424137Saudi Arabia20221513140101020101Singapore54545250495961534854Slovak Republic42413639383031262933Slovenia37406259614852595756South Africa22232426264143414242Spain03040302100911040613Sweden01010101010205030203Switzerland2926222521121

192、5091119Taiwan,China30283134294345404941Thailand53465657445641555043Turkey12141215161303060704UAE19201624252317132430United Kingdom02020604092827282622USA62596463636158635861VenezuelaREADINESSAPPEAL5 YEARS OVERVIEWTalent Country ProfilesVisit our eShop:WWW.WCCESHOP.ORGAll data are available from the

193、IMD WORLD COMPETITIVENESS ONLINE40uwRank 202354466248Value 5.0%29 1,330US$56u13.80ratio27u11.00ratio24 4.36Survey 0.1051w4.08Survey 0.1064 39.13%54 4.05Survey 0.1049Valueu70.73index28w5.10Survey 0.1064 4.30Survey 0.1060 2.79Survey 0.1058w3.53Survey 0.1062w2.60Survey 0.1062 37,849US$58u1.75%10 2.74Su

194、rvey 0.1059 15.23micrograms38 443.28US$30Valueu9.20%1 4.44Survey 0.1049 5.56Survey 0.1048 5.01Survey 0.1050 4.49Survey 0.1051w3.07Survey 0.1061 14.15%60 5.32Survey 0.1052 5.89Survey 0.1043 5.32Survey 0.1049 2.68number33 395Average54Investment&Development2023 RankHealth infrastructuremeets the needs

195、of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of

196、 a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levels

197、Pupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary a

198、nd secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administere

199、dExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,i

200、ncome and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficien

201、tly implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessARGENTINAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)48475456544343474946505259606252515659482019202020212022202341uwRank 202318181317Value 5.5%18 11,127US$15 14.53ratio33 11.89ratio33 4.95

202、Survey 0.1040w5.60Survey 0.1047 47.52%16 6.36Survey 0.1028Value 78.13index39 7.35Survey 0.1023 5.89Survey 0.1033 5.15Survey 0.1027u8.36Survey 0.1010u7.03Survey 0.1012 156,674US$34w12.02%57 7.73Survey 0.1016u8.25micrograms10u2,442.02US$3Value 2.94%18w4.75Survey 0.1044 6.38Survey 0.1029w5.10Survey 0.1

203、046 5.60Survey 0.1035 7.14Survey 0.1017w20.55%44 6.94Survey 0.1025 6.45Survey 0.1032 6.22Survey 0.1039u17.86number2 499Average20Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainin

204、gis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLa

205、bor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the n

206、eeds of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,

207、Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highl

208、y skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not h

209、inder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessAUSTRALIAOverall top stren

210、gthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)161320181834182221181516191413542417172019202020212022202342uwRank 2023951218Value 4.9%32 12,730US$9 12.02ratio14 9.26ratio8u7.80Survey 0.103u7.84Survey 0.101 46.93%22 7.69Survey 0.1011Valuew85.04index51u8.46Survey 0.103 6.99Survey 0.1013 5

211、.31Survey 0.1025u9.60Survey 0.102 5.41Survey 0.1034u275,520US$6w9.65%48 7.12Survey 0.1023 11.03micrograms21-US$-Valuew1.61%36w3.05Survey 0.1062 6.16Survey 0.1034 6.07Survey 0.1020w4.78Survey 0.1045 7.13Survey 0.1018 30.57%8 7.52Survey 0.1013 7.19Survey 0.1016 6.85Survey 0.1029 8.51number7 491Average

212、28Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimu

213、m wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.

214、on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs

215、 of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceo

216、f senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses

217、 and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher rati

218、o(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessAUSTRIAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)466894666513118101210121415182019202020212022202343uwRank 2023275024

219、10Valuew2.2%63w2,998US$44 13.00ratio24 10.50ratio18 5.87Survey 0.1017 6.71Survey 0.1019w29.51%58 7.48Survey 0.1017Value 69.84index26 7.35Survey 0.1021 6.13Survey 0.1029 6.42Survey 0.1014 7.67Survey 0.1025 7.45Survey 0.107-US$-u0.00%1 7.48Survey 0.1018w56.74micrograms62-US$-Valueu7.85%2u7.06Survey 0.

220、104u7.44Survey 0.106 7.00Survey 0.1013u6.94Survey 0.105 7.29Survey 0.1015w15.49%58 6.87Survey 0.1027 6.77Survey 0.1026 8.52Survey 0.106 4.21number23-Average-Labor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsInvestment&Development2023 RankH

221、ealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the n

222、eeds of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,

223、Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highl

224、y skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not h

225、inder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffAppealare sufficiently implementedStatutory minimum wageStatutory gross monthly minimum wageApprenticeshipsEmployee t

226、rainingis a high priority in companiesCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesPISA survey of 15-year oldsOverallInvestment&DevelopmentAppealReadinessReadiness2023 RankTalent Ranking 2023BAHRAINOverall top stren

227、gthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)Educational assessment-PISA35274850162433102019202020212022202344uwRank 20234868Value 6.3%7 11,434US$12 12.14ratio16 8.77ratio5 6.40Survey 0.109 7.13Survey 0.1010w41.43%49 7.97Survey 0.105Valuew80.35index44 7.90Survey 0.1010 7.19Survey 0.10

228、9 7.33Survey 0.105 8.27Survey 0.1012 6.53Survey 0.1015 254,449US$11w11.32%55 7.37Survey 0.1019 11.25micrograms22 1,940.01US$7Valuew1.62%35u7.23Survey 0.101u7.62Survey 0.102u8.00Survey 0.102u7.33Survey 0.101 7.87Survey 0.107w17.58%54 8.00Survey 0.107u7.86Survey 0.104 8.44Survey 0.107 4.70number17 500

229、Average19Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory

230、 minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal publ

231、ic exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting th

232、e needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational expe

233、rienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus

234、bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teach

235、er ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessBELGIUMOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)141613134988981717171862422151682019202020212022202345uwRank

236、202340333650Valueu8.6%1 2,124US$47w25.52ratio60 11.48ratio27w4.23Survey 0.1055w5.03Survey 0.1055u51.70%1 4.77Survey 0.1044Valueu47.81index3 5.93Survey 0.1054w4.03Survey 0.1064u6.31Survey 0.1015 5.17Survey 0.1050 6.50Survey 0.1017-US$-5.89%33 5.97Survey 0.1033 19.36micrograms47 123.43US$47Valuew-0.30

237、%56u6.40Survey 0.1016 5.93Survey 0.1039 6.20Survey 0.1019 6.34Survey 0.1021 5.56Survey 0.1044 18.51%52 6.10Survey 0.1037 6.43Survey 0.1034 6.63Survey 0.1033 0.50number53-Average-Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educati

238、onPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting

239、 and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of student

240、s to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive

241、 economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposur

242、e to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker m

243、otivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ran

244、king 2023AppealReadinessBOTSWANAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)4443403835334836365156502019202020212022202346uwRank 202363565464Valueu5.9%12 1,866US$51 23.63ratio56 24.07ratio59 4.34Survey 0.1052 5.03Survey 0.1056 44.07%42 3.56Survey 0.1056Valueu59.74ind

245、ex11 6.58Survey 0.1040 5.34Survey 0.1043 3.64Survey 0.1049 4.12Survey 0.1058 2.83Survey 0.1061 93,850US$48u2.94%21 2.58Survey 0.1061u12.14micrograms23 234.70US$42Valueu3.83%10 3.36Survey 0.1059 4.56Survey 0.1060w3.86Survey 0.1063 3.86Survey 0.1058w2.44Survey 0.1063 17.50%55w3.51Survey 0.1063w3.83Sur

246、vey 0.1064w3.07Survey 0.1063 0.11number58 400Average53Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-P

247、ISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-

248、level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the bu

249、siness communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance

250、skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemu

251、neration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor fo

252、rcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessBRAZILOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)61596057635256545

253、556494546445462636463642019202020212022202347uwRank 202358426062Value 4.5%41 2,363US$46u11.12ratio10u11.69ratio29 3.59Survey 0.1061 4.60Survey 0.1061u46.89%24 3.53Survey 0.1057Valueu58.89index10 5.93Survey 0.1054 4.14Survey 0.1062w1.80Survey 0.1064 3.87Survey 0.1060w2.47Survey 0.1063 48,022US$56u3.4

254、9%27 2.90Survey 0.1058 17.49micrograms43 381.69US$32Value 1.34%42 3.43Survey 0.1058w3.93Survey 0.1063 4.20Survey 0.1061 4.00Survey 0.1056 3.67Survey 0.1059 19.51%47w3.67Survey 0.1062w3.87Survey 0.1063 5.40Survey 0.1046 2.53number35 427Average45Investment&Development2023 RankHealth infrastructuremeet

255、s the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living i

256、ndexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/studen

257、t,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availa

258、blePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly

259、 administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income tax

260、On profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffa

261、re sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessBULGARIAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)52555859584645454642585761616055576261622019202020212022202348uwRank 20231319711Valuew4.4%42 11,082US$16w15.95ratio40 13.25ra

262、tio45u6.57Survey 0.107 6.78Survey 0.1015 47.54%14 6.03Survey 0.1033Value 71.33index30 7.35Survey 0.1022 6.57Survey 0.1021 6.08Survey 0.1019 7.73Survey 0.1023 7.22Survey 0.1010 201,383US$20w11.54%56 7.24Survey 0.1021u6.56micrograms7u1,897.73US$8Valuew1.50%40 6.03Survey 0.1023 6.81Survey 0.1016 5.89Su

263、rvey 0.1028 6.46Survey 0.1019 7.41Survey 0.1013 25.71%26 7.38Survey 0.1015 6.96Survey 0.1024 7.64Survey 0.1020u8.56number6u517Average7Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee t

264、rainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in compa

265、niesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets

266、 the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates i

267、n ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign

268、 highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes

269、 not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessCANADAOverall top st

270、rengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)138151113261924201953131271571610112019202020212022202349uwRank 202350543549Valueu5.5%17 3,138US$43 18.36ratio52w19.85ratio55 4.52Survey 0.1048w4.54Survey 0.1063 42.52%46 3.90Survey 0.1052Valueu67.79index22 6.00Survey 0.1052w4.86Survey 0

271、.1055 5.08Survey 0.1029 5.77Survey 0.1046u6.73Survey 0.1013 180,102US$25u2.40%14 5.04Survey 0.1044 24.19micrograms52-US$-Valueu5.60%3 4.27Survey 0.1051 5.29Survey 0.1054 5.92Survey 0.1026 5.19Survey 0.1040w3.85Survey 0.1057 21.41%40 5.96Survey 0.1041 6.35Survey 0.1035w3.17Survey 0.1062 0.66number51

272、438Average41Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatut

273、ory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal p

274、ublic exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting

275、 the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational e

276、xperienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary pl

277、us bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-te

278、acher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessCHILEOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)464148475050484650543430232835464858474920192020202120222023

279、50uwRank 202341455225Valuew3.3%54 1,926US$49 16.12ratio42 13.29ratio46 5.11Survey 0.1034 6.73Survey 0.1018 45.21%37 6.24Survey 0.1032Valuew95.74index54 7.08Survey 0.1031 6.81Survey 0.1016 4.93Survey 0.1032 6.74Survey 0.1036 5.04Survey 0.1039 152,385US$35u1.22%6 6.06Survey 0.1032w34.84micrograms58 28

280、6.47US$35Valuew-0.47%58u6.53Survey 0.1010 7.10Survey 0.1012 5.38Survey 0.1039 6.20Survey 0.1025u8.08Survey 0.105-%-u7.56Survey 0.1011 6.84Survey 0.1025 6.39Survey 0.1035w0.16number56u579Average1Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expend

281、iture on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the mai

282、n cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)

283、Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs

284、of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean po

285、pulation exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentag

286、e of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&Devel

287、opmentTalent Ranking 2023AppealReadinessCHINAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)42403640414242434245555651525231262221252019202020212022202351uwRank 202357573959Valueu5.2%23 1,064US$57w24.19ratio58w26.51ratio62u5.50Survey 0.1026 5.87Survey 0.1038 42.30%48 5.

288、19Survey 0.1040Valueu50.61index4w5.73Survey 0.1058 5.06Survey 0.1051 4.84Survey 0.1033 4.88Survey 0.1052 4.54Survey 0.1045 128,854US$39u1.30%7 3.70Survey 0.1052 14.23micrograms31 234.95US$41Valueu3.19%15 5.01Survey 0.1038 5.45Survey 0.1050 5.27Survey 0.1042 5.01Survey 0.1043 4.77Survey 0.1050 23.52%

289、30 5.06Survey 0.1054 5.45Survey 0.1054w4.23Survey 0.1058w0.10number59 406Average50Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023

290、RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobil

291、ity inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educat

292、ionmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled labor

293、is readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your count

294、rys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality o

295、f lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessCOLOMBIAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (

296、64 countries)54585561576058585857363742473953605762592019202020212022202352uwRank 202346295755Value 5.2%25 4,258US$39u10.15ratio5u8.20ratio2w3.58Survey 0.1062 5.21Survey 0.1049 46.70%28 4.15Survey 0.1048Valueu62.76index13 6.56Survey 0.1041 5.03Survey 0.1052w1.94Survey 0.1062 6.53Survey 0.1039 3.47Su

297、rvey 0.1056 87,775US$50u3.04%24 3.59Survey 0.1053 16.04micrograms41 86.89US$48Value 1.03%44w3.35Survey 0.1060w4.24Survey 0.1062 4.32Survey 0.1059w3.73Survey 0.1060 5.00Survey 0.1046u28.49%13 5.21Survey 0.1053 4.79Survey 0.1058 6.91Survey 0.1026 1.18number48 472Average35Investment&Development2023 Ran

298、kHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly mi

299、nimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending

300、 per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior

301、managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally s

302、ignificantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Col

303、lected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of s

304、tudents to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessCROATIAOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)53534942463632342529616158545760625446552019202020212022202353uwRank 202329244034Value 5.5%20 7,480U

305、S$28 12.30ratio19u8.95ratio6w3.69Survey 0.1059w5.00Survey 0.1057u47.75%10 5.84Survey 0.1036Valueu60.60index12w5.27Survey 0.1063w4.92Survey 0.1053 4.81Survey 0.1034 6.92Survey 0.1034 5.80Survey 0.1024 85,236US$52 3.45%26 4.54Survey 0.1048 13.69micrograms26 916.15US$19Valueu3.54%12 4.96Survey 0.1040 6

306、.23Survey 0.1032 5.08Survey 0.1047 4.65Survey 0.1047 5.65Survey 0.1042w13.11%61 6.69Survey 0.1028 5.88Survey 0.1044 7.73Survey 0.1015u16.21number3 438Average40Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDP

307、ApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining tale

308、ntsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staff

309、University educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates i

310、n Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Microgra

311、ms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin compani

312、es is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealRead

313、inessCYPRUSOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)2117242229814151724332428294032143023342019202020212022202354uwRank 202321261521Value 5.1%28w5,895US$34w18.04ratio49 11.44ratio25 5.96Survey 0.1016 7.06Survey 0.1011 44.74%39u7.91Survey 0.107Valuew77.86index38u7.

314、96Survey 0.109u7.32Survey 0.107 6.77Survey 0.1011 7.73Survey 0.1022 6.04Survey 0.1021w106,454US$44 3.09%25 7.96Survey 0.1010 14.29micrograms32 693.58US$23Valuew-1.98%62 6.04Survey 0.1021 6.55Survey 0.1026u7.15Survey 0.109 6.64Survey 0.1014 6.62Survey 0.1026 25.88%24 7.06Survey 0.1023u7.49Survey 0.10

315、8 7.15Survey 0.1024 4.46number19 495Average23Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA s

316、urvey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level stu

317、dents per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business co

318、mmunityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare

319、 readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration

320、of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and capital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercen

321、tage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implementedOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessCZECH REPUBLICOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)393937292140404134

322、26454845301539373828212019202020212022202355uwRank 202374345Value 6.0%8 15,435US$7 11.86ratio12 11.82ratio31 6.66Survey 0.105u7.75Survey 0.102 47.54%15 7.51Survey 0.1016Valuew96.01index55u8.52Survey 0.102u8.09Survey 0.101u7.86Survey 0.102 9.53Survey 0.103 6.61Survey 0.1014 217,395US$16w24.49%62u9.10

323、Survey 0.101 9.05micrograms13-US$-Value 2.23%24 6.57Survey 0.106 7.45Survey 0.104 7.02Survey 0.1012 7.20Survey 0.102 8.44Survey 0.102w23.01%33 8.48Survey 0.102 8.07Survey 0.103 8.74Survey 0.102 5.40number13 501Average17Investment&Development2023 RankHealth infrastructuremeets the needs of society202

324、3 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadiness2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of

325、goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education per studentSpending per enrolled pupil/student,all levelsPupil-teacher

326、 ratio(primary education)Ratio of students to teaching staffUniversity educationmeets the needs of a competitive economyManagement educationmeets the needs of the business communityLanguage skillsare meeting the needs of enterprisesCompetent senior managersare readily availablePrimary and secondary

327、educationmeets the needs of a competitive economyGraduates in Sciences%of graduates in ICT,Engineering,Math&Natural SciencesSkilled laboris readily availableFinance skillsare readily availableInternational experienceof senior managers is generally significantJusticeis fairly administeredExposure to

328、particle pollutionMean population exposure to PM2.5,Micrograms per cubic metreForeign highly skilled personnelare attracted to your countrys business environmentRemuneration of managementTotal base salary plus bonuses and long-term incentives,US$Collected personal income taxOn profits,income and cap

329、ital gains,as a percentage of GDPWorker motivationin companies is highBrain draindoes not hinder competitiveness in your economyQuality of lifeis highFemale labor forcePercentage of total labor forcePupil-teacher ratio(secondary education)Ratio of students to teaching staffare sufficiently implement

330、edOverallInvestment&DevelopmentTalent Ranking 2023AppealReadinessDENMARKOverall top strengthsOverall top weaknessesOVERALL PERFORMANCE (64 countries)2255712324118181734668852019202020212022202356uwRank 202317131920Valueu5.9%10 8,855US$25 12.25ratio18 12.69ratio41 5.62Survey 0.1024 7.03Survey 0.1012u

331、49.26%6 5.79Survey 0.1037Value 66.27index19 7.79Survey 0.1012 6.32Survey 0.1025 5.06Survey 0.1030 7.19Survey 0.1029 5.59Survey 0.1032w98,070US$47 6.83%38 7.79Survey 0.1014u6.30micrograms5 688.69US$24Value 3.52%13w3.45Survey 0.1057w4.82Survey 0.1059w5.19Survey 0.1045w4.35Survey 0.1054u7.47Survey 0.10

332、11 27.48%17 7.21Survey 0.1021 7.00Survey 0.1021 7.68Survey 0.1019 4.15number24u526Average4Investment&Development2023 RankHealth infrastructuremeets the needs of society2023 RankTotal public expenditure on educationPercentage of GDPApprenticeshipsEmployee trainingis a high priority in companiesReadin

333、ess2023 RankEducational assessment-PISAPISA survey of 15-year oldsAppealStatutory minimum wageStatutory gross monthly minimum wageCost-of-living indexIndex of a basket of goods&services in the main cityAttracting and retaining talentsis a priority in companiesLabor force growthPercentage changeStudent mobility inboundForeign tertiary-level students per 1000 inhabitantsTotal public exp.on education