Structural changes to ensure adequate remuneration for highly qualified executives will require brain gain.
Up-skilling and re-skilling are at the heart of changes in both education and the labor market due to global transformations from digitization and evolving labor markets.
On the other hand, systems need to be more customized, remotely accessible, and sustainable throughout the business life. Skills development contributes to structural transformation and economic growth, and the adoption of effective solutions is central to global transitions and a strategic objective at the national level.
Today’s technological developments are changing skill requirements at an ever-accelerating pace, with the average active life of skills set at less than five years, and for some technology sectors less than 2.5 years.
The brain drain is largely due to the structure of the Greek economy, which does not produce at least significantly high value-added goods and services, thereby limiting the demand for specialized human resources.
Young families, health systems, education, etc. to gain brains. As in countries with welfare benefits, structural changes will be required to ensure adequate salaries for highly qualified executives in both the public and private sectors.
Work is at the crossroads of the 4th industrial revolution, driven by advanced Robotics, Artificial Intelligence, the Internet of Things and other emerging technologies, with far deeper and faster changes than previous revolutions. It seems that very soon, conventional jobs will gradually be replaced by developments in Artificial Intelligence (routine programming, translations, layouts, etc.).
The upcoming changes are huge and concern the entire organization of society, like ChatGTP, which has dramatically changed the course of events in education.
The ability of artificial intelligence to quickly and accurately analyze large amounts of medical data helps to better diagnose diseases and reduce healthcare costs.
It is a fact that the importance of human resources specializing in critical tasks in the public sector is not sufficiently understood to ensure its more efficient operation, and as a result of limited demand for specialized human resources in the private and public sectors, unemployment, underemployment or employment without significant prospects.
In order for those who left to return, the reasons that caused them to flee, such as the long-term change of the country’s development model towards a knowledge economy, must be eliminated or at least mitigated. In the short to medium term, out-migration can be limited by strengthening Research and Development (R&D) funding and recruiting staff in universities, research centres, Health, Education and more broadly in staff positions across the state.