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What is “Workforce Readiness”?
The global economy and emerging technologies continue to shift and change the way our workplaces operate. These changes, coupled with a Baby Boomer generation that is starting down retirement, have an effect on the number and types of skilled and able people who are needed to drive organizational successes. Numerous studies have shown that employers will not have enough talent available to fulfill future work needs.
Workforce Readiness can encompass a number of different areas, but in general terms, it is a measure of the readiness of a person (or group of people) to join the workforce and have the knowledge, skills, and experiences to be successful quickly. It encompasses more than just hard skills, such as the ability to do math or operate a computer. Soft skills and attitude towards work are also a part of readiness.
A person who is “Workforce-ready” can effectively navigate the connection of education or training and employment requirements. To be Workforce-Ready in our ever-changing global economy requires adaptability and a commitment to lifelong learning, along with mastery of key knowledge, skills and dispositions that vary from one career to another and change over time as a person progresses along a developmental continuum. Knowledge, skills and dispositions that are inter-dependent and mutually reinforcing. These include academic and technical knowledge proficiency, and the ability to apply both academic and technical learning in the context of a career. It also encompasses Employability Knowledge, Skills and Dispositions, meaning a good understanding of an individual’s interests, talents and weaknesses and a solid grasp of the skills and dispositions necessary for engaging in today’s fast-paced, global economy. These may include things like goal setting and planning; managing transitions from school to work and back again, and from one occupation along a career pathway to another; Clear and effective communication skills; Critical thinking and problem solving; Working productively in teams and independently; Effective use of technology; and Ethical decision-making and social responsibility.
NCSHRM and its Chapters realize that uniting around a common goal is a powerful catalyst for change. Our Chapters may engage in a variety of ways, such as working with policy makers to align policy and funding for secondary, post-secondary and workforce systems. Chapters may also align with high school teachers, leaders and counselor to engage local business to better understand what is expected of high school students or college students as they enter the workforce, as well as to share expertise and provide engaging opportunities for students to experience hands-on, work-based learning. Chapters may work with parents and students to expand the goal of “tech school”, “vocational training, or “college bound” to include longer-term career goals, soft skills needs, and workplace expectations. Lastly, Workforce Readiness expands way beyond high school or college students. Our Chapters work with community resources to assist with viable options for transitioning military, the long-term unemployed or under-employed, groups affected by downsizing, off-shoring of jobs, or site closures by aligning community resources and programming. This could include apprenticeships, job skill-retraining, or other soft-skills support.
Hiring and Employing Troops-USO of NC
(Perfect for your HR Team to understand more about hiring the military and make the transition successful.)
Translating & Transitioning: Military to Civilian Workplaces Most employers know that individuals with military experience can make great employees. However, many employers are not familiar with how to find and evaluate candidates with that background.
This half day workshop is designed for hiring managers, business owners, and human resources professionals. Participants will learn how to successfully identify and consider potential candidates with military experience and gain practical knowledge and ideas to help transition those with military backgrounds into the civilian work environment.
Check out the https://www.uso.org/programs
The USO of NC also has opportunity for Employee Engagement opportunities. They are also working on a Job Board to post jobs for transitioning servicemembers. It will be simple and easy to use- unlike NC Works.
As you plan for next year, please consider hosting either the USO of NC or one of these other these events in your community. Any of them can be customized to your needs.
Military Employment Summits
(Perfect to get your Leadership Team and CEO on board with the mission of military hiring.)
The most successful military hiring initiatives begin with a firm commitment from an employer’s senior management. NC4ME's Summits bring together senior industry, government, and military leaders to share the business case for hiring military candidates and identify proven strategies that employers can use to incorporate military hiring into their business strategy.
NC4ME Hiring Events
(Perfect for those companies looking for a position to be filled)
Check out www.NC4ME.ORG for more information.
Presentations- as you need- a SHRM Member
We did one in Asheville last year that was interactive and quite successful. We can work with you on the needed topic.
Below are a number of links to help you find more information.
Funding may be available to help you grow your workforce!