Update to 'Why Get Involved in Workforce Readiness?' 

 

Workforce readiness has two components:

1. Assisting educational institutions to understand the needs of employers and prepare students for entry into the workplace;

2. Assisting adults who are joining or rejoining the workforce. The most important message is that HR is directly linked to the workforce of the future through our businesses and that we need to be involved to increase the quality and skills of this future workforce.

We can start by making HR folks aware of the importance of being involved—and taking on initiatives in our states and communities.

Why should HR be involved in Workforce Readiness?

1. There Is a Direct Impact on the Staffing Role of HR

   a) Even in a loose labor market, some employers are struggling to find “qualified” employees.

   b) Education is not meeting the needs of employers. WIA (Workforce Investment Act) and School-to-Work programs have not solved the problems due to limited funding, technological changes, and social issues such as school violence and substance abuse. Currently, only about a quarter of all of educators are using some form of job shadowing, mentoring, internships, cooperative education or apprenticeships. Federal agencies project that 20% of jobs will require a degree and 62% will require training beyond traditional high school material.

   c) Linking businesses and education/worker training programs will insure more qualified workers and reduce re-training costs for the employer. It costs thousands of dollars to re-train less-than-qualified employees.

   d) There are many levels of involvement possible to fit any chapter size and any individual HR professional—from a full-blown career program or involvement in providing financial resources/speakers to sponsoring one student for one shadowing day.

2. It Improves HR’s Image Internally

   a) A proactive approach that aligns business staffing needs with organizations that prepare individuals in the community saves on the bottom line in recruiting costs, lower turnover costs, and lower training costs.

   b) Employees see HR leading efforts to improve community resources.

3. Recognition of HR in the Local Community Is Enhanced

   a) State and local legislators will recognize HR leading business in investments in the community.

   b) Local schools/training programs will see HR professionals as partners in their work—not as challengers of their results.

   c) Partnering with other local organizations who have established programs gives more visibility to the chapter/state council.

4. Nationally, the HR Profession Will Be Advanced (ATP)

   a) Federal legislators and agencies will recognize HR professionals as experts in defining business needs.

   b) HR can help U.S. companies respond to global competition for skilled workers.

   SHRM has many resources available online that makes it easy to get started.

   Many state Chambers of Commerce are already engaged in workforce readiness programs. Chapters and state councils can partner with them to ensure that companies are equipped to compete and that workers are prepared to enter the labor market. The Chambers’ goals are to promote and support effective local education and training initiatives concerning workforce excellence; conduct and support research that will develop more effective worker training programs; and initiate and document promising education and workforce preparation programs that can be replicated by Chambers of Commerce and small businesses at the local level.

   The web site www.uschamber.com/cwp is a resource for information on what local chambers are doing through their Center for Workforce Preparation.

   The U.S. Chamber has a CD available titled, “Working Together: Creating Market-Responsive Workforce Solutions.” This CD, developed in partnership with the American Association of Community Colleges (AACC), is a comprehensive guide for Chambers of Commerce and businesses, community colleges, and workforce professionals to work together in support of initiatives that develop “market-responsive” community colleges to meet the local employment needs of business. It highlights promising practices, key tactics and resources identified during CWP’s regional forums held in four areas across the country during 2003-04. It is available through the web site www.uschamber.com/cwp.

   There are many ways to support workforce readiness at the state and local level. Let us know how your state council and your chapters are getting involved. What are you doing to make an impact on workforce readiness? Send us an update! Send to dhill@shrm.org or mlayman@shrm.org.

   We hope to see you at the Leadership Conference!

   PS: Have you been to www.careerzing.com? A SHRM member, Carol Horner, is working on developing this site for people interested in exploring different careers and professions. She posts interviews she has had with folks who have built a successful career. Carol is looking for more people to be interviewed. If you have a specialty or know someone who does and would be interested in contributing, contact her at cahorner@bellsouth.net. She would love to hear from you!

   [ Back to October 2007 Issue ]