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ENERGY SERVICES
Challenges of the Skilled Labor Market
Juracy Monteiro
October, 2018
Agenda
AHK : Ocotober 2018
2
❑ STEAG Company
❑ STEAG Energy Services business
❑ Global Labor Market
❑ Brazil Labor Market
❑ Case – STEAG Energy Services Brazil
❑ Conclusion Brazil
ENERGY SERVICES
STEAG Konzern
7,600installed capacity in MW
around the world3.6Billion2017 Sales (in EUR)
6,493Employees, 3,100 abroad
3STEAG wind farm in Ullersdorf, Germany. Its output is 43.2 MW.
80Countries
Project
Experience in
STEAG in numbers
The Triad that Makes Us Unique
4
ENGINEERING
100 GW
across all
technologies
PROCESSOPTIMIZATION
Systems
developed by us
O&MPRACTICES
+ 6 GW
full scope O&M for
third parties
+ 3.5 GW for
STEAG
STEAG ES – Aktivitäten / Übersicht
5
Activities
Project examples
Subsidiaries
80Project experience in
2,000Employees
worldwide
30NationalititesSTEAG Energy Services GmbH
Countries
STEAG ES – Aktivitäten /
Tochtergesellschaften
6
Activities
Subsidiaries
STEAG Energy Services GmbH
Project examples
STEAG Energy Services (India) Pvt. Ltd.
Noida, India
Established in 2001
STEAG Energy Services Botswana (Pty) Ltd.
Gaborone, Botswana
Established in 2014
STEAG Ensida Energy Services Ltd.
Ankara, Turkey
Established in 1996
STEAG Energy Services Solar S.L.U.
Seville, Spain
Established in 2012
STEAG Energy Services Schweiz GmbH
Zurich, Switzerland
Established in 2014
STEAG SCR-Tech, Inc. (JV 50%)
Kings Mountain (North Carolina),
USA Established in 1992
STEAG Energy Services GmbH
Essen, Germany
Established in 2000
STEAG EOH Energy Services
(Pty) Ltd. (JV 50%)
Johannesburg, South Africa
Established in 2005
STEAG Energy Services do Brasil Ltda.
Rio de Janeiro, Brazil
Established in 2002
ENERGY SERVICES
SYSTEMS
OPERATION
AND
MAINTENANCE
The sustainable operation of energy producing facilities requires efficiency and profitability. Availability, resource
optimization, the management of complexity and secure facilities are all required, in spite of enormous cost
pressure and the need to be well-organized. That is exactly what we do with our know how.
CONSULTING/
AUDITING
Sustainably profitable facilities, in face of increased complexity
Shift employee during an inspection
7
ENGINEERING
STEAG Experience in Brazil
Engineering and Operation and Maintenance
366 MWBiomass
2.156 MWWind
8.400.000 m³/dayNatural Gas
290 MWHydro
3.332 MWThermal (Gas)
500 kVTransmission Line
CMO(Monitoring and Remote
Operation Center)
559 MWpSolar PV
Intersolar August 29,2018
+ 10 GW Consulting
Global Labor Market
9
Technology and digitalization has had a significant influence on workers, with a growing trend
towards a more digital economy
While organization around the world is dealing with skills shortage, labor market is changing. Accordingly with Hays Report
2017, there are three significant changes : a) employers and workers are taken up less rigid working patterns; b) skilled
migration and c) technology.
The number of freelance, contract, temporary and on-call jobs are increasing in all the world. The greater flexibility afforded
to employers and workers and technology, are helping for bussiness and workers to interact, regardless of location.
Employers and employees are embracing new contract models and the benefits for both parties, such as greater work-life
balance and higher earnings to skilled people. Although some of people prefer undoubetly traditional, full-time employment,
the growth of inovative working is by choice, older and female workers, that prize flexibility, and the well-educated, who have
more options.
Global Labor Market
10
Technology and digitalization has had a significant influence on workers, with a growing trend
towards a more digital economy
Business must engage with technology to reap the benefits rather than fears any fundamental change, helping to ensure
that they stay competitive. Technology is desrupting the work landscape. Digitalisation is having a profound effect on skilled
labor markets around the world.
However, the working age population is declining, then skilled migration can solve this as there are now more migrants than
ever before. Skilled migration provides an important solution to the global skills gap.
Global Labor Market
11
Overall score improved from 2016 to 2017.
Education flexibility : this indicator provides the state of
education, the lower the score, more flexibility from
educational system to meet labour Market needs.
Labor Market participation : The lower the score, the larger
the potential pool of workers.
Labor Market flexibility : The lower the score, the better
aligned governamental policies are with labour Market
dynamics.
Talent mismatch : A higher score indicates that businesses
face serious difficult in matching available talent with unfillied
Jobs.
Overall wage pressure : A lower score shows that wages
are not rising quickly
Wage pressure in high-skill industries : A higher score
indicates that these wages are growing fast than in low-skills
industries
Wage pressure in high-skill occupations : The higher the
score, the greater the presence of skills shortage affecting
high-skill occupations.
Source : HAYS 2017
Brazil Labor Market
12Source : HAYS 2017
Overall Score in 2017 is 5.5 higher than 2016 5.4
The scores are : Brazil World
5,5 5,3
5,9 5,0
5,4 5,3
9,1 5,2
8,9 6,4
3,9 5,1
4,5 6,0
0,7 4,4
Labor Market flexibility : The lower the score, the better
aligned governamental policies are with labour Market
dynamics.
Talent mismatch : A higher score indicates that
businesses face serious difficult in matching available
talent with unfillied Jobs.
Overall wage pressure : A lower score shows that wages
are not rising quickly
Wage pressure in high-skill industries : A higher score
indicates that these wages are growing fast than in low-
skills industries
Wage pressure in high-skill occupations : The higher the
score, the greater the presence of skills shortage affecting
high-skill occupations.
Brazil Labor Market
13Source : IBGE 2018
Population of Brazil will continue to grow until 2047, achieving 233 million and then will
decrease
Brazil Labor Market
14
Unemployment rate in 2nd Quarter 2018 is high but lower than 2nd Quarter 2017
Brazil Labor Market
15
Young people from 18 – 24 years old have a higher percentage of unemployment 26,6%
Source : IPEA
Brazil Labor Market
16Source : IBGE 2018
The population of Brazil in July,2018 = 208,5 million and unemployment rate in 2nd Q 2018
13,67%
14,23%
14,45%
14,51%
10,33%
7,87%
7,87%10,47%
9,78%
14,12%
12,69%
18,56%
14,25%
17,1%
14,97%
13,81%
STEAG Energy Services do Brasil
Brazil : A continent of some countries
17
Office/Center/
Project 1x
22%
Project 4x
10%
Project 4x
13%
Project 5x
8%
Project 3x
23%
Project 1x
4%Project 2x
3%
Project 2x
7%
Project 2x
2%
Project 4x
4%
Project 2x
2%
Project 2x
2%
o 32 Projects
o 12 states
o 250 people
o Renewable and Conventional
o Average of 12 positions by month
(including new and replacement)
o NORTHEAST : 44%
o SOUTHEAST : 26%
o MIDWEST/SOUTH : 30%
MA
PI
CERN
BA
MG
RJ
GO
MS
SC
RS
PE
Steag Energy Services do Brasil
Challenges of our sector
o Mobilization period: Approximately 30
days to recruit and train;
o Different Clients and Different type of
Plants: Different requirements such as
time of experience, training,
specializations, etc...
o Location: Most of the Plants are in remote
location generating difficulties to
implement training, create atractiveness to
the employees to move to there,
comunication, etc.
o Skilled Worforce : Difficulties to find them
in these regions and difficulties to move
them.
Steag Energy Services do Brasil
Risks
19STEAG Team GO – 6 years without accidents
o Contract : Most of them have penalties
clauses;
o Location : It is also difficult to retain skilled
worforce in remote áreas;
o Costs : To replace, to maintain people
motivated, to attend the contract on time, etc
o HSEQ : Acidents and nonconformities. We
need to send HSEQ coordinators to visit/audit
the Plants periodically.
o Technical : The distance between Office and
Plants and the lack of good comunication
bring costs of travel of the technical backoffice
and the increase of the backoffice team giving
the size of the country.
Steag Energy Services do Brasil
Actions
20
o Technology : Some of the services can be optimized with
technology and digitalization, through systems,
machines, instruments, equipment, etc. Monitoring from
the Office
o Training : Given the remote locations of the Plants we
need to use vídeos, sending people from the Office to
train and bringing the leaders at least twice a year to the
Office;
o International company : We need to act locally but sell
ourselves as an international company with professional
opportunities in all the world;
o Hiring to be trainned : In order to solve the gap of skilled
labor in the remote regions, we need to hire less skilled
labor and move temporarely a skilled labor to train them.
o Remote Services : for example Remote Operation of
Plants from Rio de Janeiro.
Conclusion Brazil
21
Although we have a high unemployment rate, we still face a gap of Skilled Manpower.
Companies that need Skilled Manpower to maintain its competitiveness, needs to have programs to train, to retain
and to develop its employees. Technology and Digitalization, less rigid Working Pattnerns, Growth Prospects,
Training, Performance Evaluation System, etc., are important tools of attraction and retention which for many times
more valued than the financial package.
It is also important to remember that depending on the Generation (X,Y, Z and baby boomers) the expectations are
very different, being necessary programs that can provide attractiveness to each different Generation.
You need to ask yourself if your company is prepared for a more complicated medium-term future than today in
terms of attraction and retention of Skilled Manpower.
Juracy Monteiro
Managing Director
+55 21 30348904
STEAG Energy Services do Brasil Avenida Presidente Wilson 165, 409-412
Rio de Janeiro - RJ
Brasil
Phone +55 21 3034-8901
www.steag.com.br
