MEATA Conference Reflections and the Rise of Apprenticeships
Company Benefits and Retention: It’s More Than Just Retirement Plans and Insurance
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The Workforce Innovation Opportunity Act (WIOA) has greatly improved assistance for jobseekers through the integrated, employer-driven, public workforce development system. The new regulations require workforce centers to collaborate with adult education, postsecondary education, and other partners to establish career pathways programs.
When it comes to running a successful company, there’s no question that profit and growth are only sustainable if a clear succession plan is in place. What good is your business if all the institutional knowledge needed to handle the in’s and out’s of the company is tucked away in your CEO’s head?
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Is your workforce getting older? If you are like most manufacturers, your workforce is aging. In many situations, you may have critical positions and skill sets at risk of competitive poaching, retirement, illness or worse. The problem is common, yet most companies are not dealing with the issue proactively. Instead, they wait until a key employee’s departure is inevitable or has already occurred.
In its most basic form, a career path is a plan for an employee to move through various positions to obtain an ideal career. The plan could move them vertically into a senior position, or horizontally into a different type of job role. Most successful companies develop career paths for their employees in order to provide a realistic picture of their position in the coming years.
In our last post, we recounted a discussion with Educational Data Systems, Inc., and their observations of a company they were providing consulting services too. We received great feedback from the story, so we decided to expand on the issues of attracting and retaining talent. EDSI has refined the key issues every employer must address to move the needle in the areas of talent attraction, development and retention.
Career sculpting, also referred to as job sculpting, is an excellent way to engage your employees and retain your top talent. It is built on the simple premise that people excel at what they’re most interested in. Are your employees encouraged to spend time working on things they’re interested in?
Local Workforce Development Boards (LWDBs) must continue to support their American Job Center by supporting and guiding the network of partner programs. These partners are jointly responsible for workforce, economic development, educational and human resource programs that collaborate and create a seamless customer-focused, network-integrated system that delivers opportunities that make it easier for workers to access services needed to obtain skills and employment.
I recently had a conversation with a colleague at Education Data Systems, Inc. (EDSI) about talent management. Now, this topic is quite timely because almost all respondents to my 2018 Confidence and Clarity Survey stated that retention of talent and finding well-qualified workers will be one of their greatest challenges in 2018.