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A skill gap analysis helps to identify the skill gaps an individual or group of individuals has. Just like a gorge or a river, you can probably recognize there is a gap from here to there, but what is the best way to span that gap? The skill gap analysis is like a bridge’s blueprint- it helps to identify the best way to span the gap.

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If there’s one thing that remains true in business (and life in general) it’s this: a crisis can strike any company … anytime, anywhere. Imagine you just found out a valuable, tenured employee is leaving and taking all his or her critical knowledge and experience with him to a competing organization. Your only hope to avert this crisis? Advanced planning!

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As more and more baby boomers retire or consider retirement, ‘succession’ continues to be a common buzzword. Every year about 10% to 15% of corporations must appoint a new CEO due to retirement, resignation, dismissal, or a health crisis. As a business leader, succession planning (SP) has no doubt crossed your mind … maybe you’ve even started working on a leadership succession plan, but you’ve hit a roadblock. What should you do next?

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Local Workforce Development Boards (LWDBs) face challenges on how to serve the youth in their region with limited WIOA youth resources. It is estimated that over 5.5 million youth (16 to 24 years old) now referred as ”Young Adults” do not have high school diplomas and are not employed. Additionally, these young adults are often dealing with other barriers such as language mastery, lack of or insufficient housing, substance abuse, health problems, transportation challenges and other cultural/social issues.

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For decades, training and upskilling workers has been challenging for trainers in many job markets, and the transit industry is no exception. Often, transit training departments are staffed with instructors who are extremely skilled in their craft, but lack essential knowledge in adult learning theory. According to statistics*, businesses lose up to $13.5 million every year per 1,000 employees due to ineffective training.

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EDSI Senior Consultant, Jennifer Giannosa, lays out a succession planning process to identify and develop professionals entering a leadership position.

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When you think of classroom technology, what visual comes to mind? A laptop computer? An iPad? A PowerPoint presentation used by a teacher to deliver the lesson? These are definitely still tools that are being used by educators and trainers across the U.S., but advancements in learning technology are happening at lightning speed.

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Making the perfect jobseeker-employer match is no easy task for workforce development professionals. A recent Bureau of Labor Statistics report showed a total of 12.8 million individuals were either unemployed, under-employed or marginally attached to the labor market. On the employer side, key industries report a shortage of qualified applicants for a wide range of jobs. The trick to helping jobseekers find their way to the right position with the best employer starts with a solid foundation of preparation.

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