The Netherlands is at risk of not being able to achieve the energy transition within the stipulated time of the Climate Agreement due to a shortage of technical staff. If nothing is done to solve the shortage, the majority of technicians (56%) and HR decision-makers (52%) consider timely realisation of this objective impossible.
This is according to the TechBarometer 2022, a survey by technical training provider ROVC among over 1,000 HR decision-makers in the technical industry, 2,500 technicians and 1,000 potential lateral entrants. Almost half of technicians and HR decision-makers say it is unfeasible for 27 per cent of energy consumed to come from renewable sources by 2030. A similar picture exists for the goal of switching to an almost fully renewable energy supply by 2050.
Also economic impact
39% see the delayed sustainability of the Netherlands as a major social consequence of the shortage of technicians. However, respondents also point to economic consequences. For instance, three quarters (73%) of HR decision-makers indicate that the shortage affects the Netherlands' competitive position. It also inhibits innovation (45%) and the shortage makes the Netherlands less attractive as a location for manufacturing companies (38%).
At the same time, the energy transition also offers opportunities and possibilities. For instance, six in ten (58%) HR decision-makers point out that stopping fossil projects will increase the availability of personnel currently working in the coal, oil and gas industry. This presents opportunities for retraining into engineering. However, also consider a positive impact on potential lateral entrants. Half of HR decision-makers think the energy transition will make engineering a more attractive profession. Two-thirds of potential lateral entrants state that the growing importance of the energy transition makes the engineering sector more attractive.
John Huizing, director at ROVC: "The energy transition offers both opportunities and challenges for the technical sector and reducing staff shortages. It has positive effects on the staff shortage in terms of retraining opportunities and attractiveness of the sector. At the same time, it requires different knowledge and skills from technicians. What is indisputable, however, is that technical organisations must respond to this trend. Make sure you have the right knowledge and skills in house and communicate with staff and potential lateral entrants about what the energy transition means for the sector and their own development. Only with sufficient and qualified staff can the energy transition take place. This requires not only developing current technicians, but also making lateral entrants functionally employable as soon as possible."
Long a source of concern
This is not the first time warnings have been issued about the impact of the shortage of technical staff on the energy transition. Koen Bogers, CEO of network operator Stedin, also expressed his concerns on this matter to the NOS at the end of 2021. Bogers pointed out that the workload has doubled compared with five years ago, whilst there is a significant outflow of experienced colleagues who are retiring. As a result, Bogers expected to need between six and eight thousand new technicians.
Theo Henrar, chairman of the employers’ organisation FME, also expressed his concerns about the impact of the shortage of technical staff. Henrar called for drastic changes in both the business sector and the education system. Speaking to BNR Nieuwsradio, Henrar warned that whilst we may have all sorts of ambitions for the energy transition, it will completely fall apart without the necessary workforce.
Author: Wouter Hoeffnagel
Photo: PublicDomainPictures via Pixabay
