Employee Training and Workforce Development. Topics include: 1. Skills Corporations Want From College Grads 2. Trends Shaping Corporate Training And Development 3. Spending on Corporate Training is Soaring 4. The Growing Demand for Soft Skills Training 5. The 10 Top Soft Skills Need by Organizations 6. Training Case Study

2. Skills Corporations Want
From College Grads
Source: Job Outlook 2015, National Association
of Colleges and Employers

3. Skills Corporations Want
From College Grads
Source: Job Outlook 2015, National Association
of Colleges and Employers

4. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
The definition of “leader” is broadening.
A majority of large organizations now
consider individuals to be leaders based
on their impact, not on their authority or
position.

5. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
The sluggish economy and weak job
market have created a more risk-averse
workforce. Management must assess how
to create a culture that fosters initiative or
risk-taking.

6. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
Demand for “Big Data” skills is growing
sharply. Employees lack the analytical
skills to deal with such complex data and
management is now pressed to provide the
needed training.

7. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
Leadership programs are being retooled
for globalization. The top competencies for
global leadership development are change
management, ability to influence and build
coalitions, and critical thinking and problem
solving.

8. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
Many organizations find themselves
ill-prepared for rising turnover. One-third
of employers are concerned that employee
turnover may rise as the job market
improves. Programs that engage
incumbent employees will be in greater
demand.

9. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
Core skills are a renewed focus. There is
now greater demand for programs that
develop communications skills, critical
thinking, collaboration, and creativity —
all of which aim to improve long-term
employee productivity.

10. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
More and more employees now seek entry
into leadership programs. Organizations
realize they must find ways to meet this
growing demand.

11. Trends Shaping Corporate Training
And Development
Source: AMA Enterprise, a division of the American Management Association
There is a growing focus on developing
individual contributors instead of focusing
mostly on high potential candidates from
the management ranks. More training and
development resources will be given to
these key constituents described as “core
players who get things done.”

12. Spending on Corporate Training Soars:
Employee Capabilities Now A Priority
Source: Forbes Leadership
US spending on corporate training grew in
2014 by 15% last year (the highest growth
rate in seven years) to over $70 Billion in
the US.

13. Corporate Spending on Training
Source: Bersin by Deloitte 2013

14. Spending on Corporate Training
Source: Forbes Leadership
Spending on leadership development remains
very high. As in prior years the research shows
that the #1 areas of spending is management
and leadership (35%). Research shows that
global leadership gaps continue to be the most
pressing issues on the minds of business and HR
leaders.

15. Spending by Industry
Manufacturing organizations, which
are characteristically large organizations,
report on average spending $535 and
providing 27 hours of training per
employee.
Source: : The Association for Talent Development’s 2014 State of the Industry report

16. Spending by Industry:
Healthcare/pharmaceutical
Organizations spend on average $1,392
and provide 24 hours of training per
employee.
Source: : The Association for Talent Development’s 2014 State of the Industry report

17. Spending by Industry:
Source: : The Association for Talent Development’s 2014 State of the Industry report
The combined group of finance,
insurance, and real estate spend on
average $1,107 and provide 33 hours of
training per employee.

18. What is Fueling the Increase in Spending?
Source: : The Association for Talent Development’s 2014 State of the Industry report
Because of confidence in a stabilized and
growing economy, organizations are will to
spend on training and development to
overcome the “skills supply chain” challenge.
More than 70% of organizations cite
“capability gaps” as one of their top five
challenges.

19. Corporate Training Content Focus
Source: Forbes Leadership
About one-third of corporate training
content is focused on:
• Managerial and supervisory skills
• Mandatory and compliance training
• Profession–or industry-specific training.

20. Corporate Training Content Focus
Source: Forbes Leadership
The remaining two-thirds of content cover
topics such as:
• Processes and procedures
• Customer service
• Sales training
• Executive development

21. Growing Demand for Soft Skills
A 2014 study by Bloomberg BusinessWeek
found that more than 60 percent of managers
agree that soft skills are most important when
evaluating an employee’s performance,
followed by 32 percent citing hard skills, and
only 7 percent citing social media skills.

22. Top 10 Soft Skills
1. Communication skills
2. Computer and technical literacy:
3. Interpersonal skills
4. Adaptability
5. Research skills
6. Project management skills
7. Problem-solving skills
8. Process improvement expertise
9. Strong work ethic
10.Emotional Intelligence

23. Top 10 Soft Skills
Soft Skills Training Needed for Millennials
Research studies conducted by various organizations including UNC
Executive Development and Center for Creative Leadership, suggest
adding the following programs into organizational training initiatives for
millennials:
• Assimilating into a new workplace culture
• Working with team members assertively and diplomatically
• Processing feedback
• Approaching a supervisor for coaching and mentoring
• Developing transferable long-term career goals, such as problem-
solving, communication, negotiation and leadership

24. Case Study: RHA
Richard Heath and Associates (RHA) was
awarded a contract by California’s state-
run insurance exchange, Covered
California, to provide program design,
oversight and training services in support
of the rollout of the Affordable Care Act.

25. Case Study: RHA
RHA’s strategic plan was to deliver training
statewide for certified enrollment
educators and certified enrollment
counselors. They subcontracted with the
California Corporate College to act as a
single-point-of-contact with over 34
community colleges statewide.

26. Case Study: RHA
The Training Solution
By collaborating with community colleges
statewide, CA CC provided classroom
space and logistical support for training
classes held at college locations including
Redding, The Central Valley, The Central
Coast, the Bay Area, the LA Basin, and
San Diego.

27. Case Study: RHA
Through the CA CC held contract,
RHA trained 25 community college instructors to
train staff from organizations including:
• Community-based Organizations
Staff member from organizations that have been
awarded grants from Covered California were trained to
become certified enrollment educators.
• Healthcare Organizations
Healthcare providers such as hospitals, medical groups
and urgent care centers are sponsoring employees to
become certified enrollment counselors.

28. Case Study: RHA
Training Rollout Timeline
June 2014: Training was provided for certified enrollment
counselor through June 2014. A total of 2,500 certified
enrollment counselors have been trained.
August 2013: Training for Trainers (TTT) began for certified
enrollment counselors.
September 2013: Trainers started to work in the field.

29. Case Study: RHA
“The infrastructure, logistical support and training services
provided by the California Corporate College have been
instrumental in helping train the grass-roots networks that reach
and educate consumers statewide about eligibility requirements
and other important issues related to the Affordable Care Act. It
was extremely helpful that we could contract with one entity to
gain access to the extensive network of California community
colleges, which have a physical presence in the high population
centers where we needed to hold training classes. Because of
this, we did not have to recruit instructors or develop contracts
with 40-50 individual colleges.”
—Cynthia R. Bruno, Director,
RHA Health Benefit Exchange Program

30. Case Study: RHA
“A great benefit to our involvement with CA CC is that we have been
able to participate in large contracts that we would have never been
able to pursue on our own. For example, we were brought in by CA CC
to provide training and logistical support services in our district for the
statewide rollout of Covered California, which is the marketplace
implementing the Affordable Care Act (ACA) in California. The revenue
we received from that project was significant. Additionally, it is really
helpful to have synergies with another organization that understands
our workforce training services business.”
–Cassandra Storey, Executive Director, Employee Training Institute,
San Diego Community College District