Mshra Nov 08
•
0 likes•275 views
Challenges facing Maine\'s workforce; Presented to ME Soc. for Healthcare HR Administration meeting-November
Report
Share
Report
Share
![-Dealing with the realities- ,[object Object],[object Object],[object Object],[object Object],¹According to Manpower’s Talent Shortage Survey , for 2007, four out of ten businesses report difficulties in filling key positions ²U.S. Bureau of Labor Statistics](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Bridging the gap between industry and academia through robolabs
The document discusses the issue of an employability gap between the skills possessed by graduates and the needs of employers. It notes that the gap is caused by graduates lacking 21st century skills needed to deal with real-world uncertainties. The document attributes this problem to issues in higher education like lack of quality, focus on rote learning, and outdated syllabi. It proposes establishing centers of excellence at universities to impart 21st century skills through hands-on learning and collaboration. Robolab Technologies in Pune is presented as an example of such a center that aims to match skills training to market demands.
2014 sep-27 skills to employment
The document discusses the large skills gap in India and challenges in developing skills. It notes that while India has a large young population, only 5% receive formal skills training, and only 10-25% of graduates are employable. There is a mismatch between the skills taught and industry needs. It proposes integrating skills development into the education system, making industry internships mandatory, and using innovative models like online learning to help skill millions in India. The Wadhwani Foundation aims to place millions in jobs through entrepreneurship support and skills training programs that leverage technology.
Entrepreneurship education in india
The document discusses entrepreneurship education in India. It aims to study the significance and current status of entrepreneurship education in India, and suggest ways to improve its quality. Entrepreneurship education can help address India's challenges of unemployment, especially among youth, and the need for more job creation and economic development. While universities and institutions have started entrepreneurship programs, there are still questions around how to best structure such education - whether teaching should focus on entrepreneurship itself or managing businesses, and how to balance academic and practical experience. The document analyzes various types of entrepreneurship education programs and institutions involved in India, and provides suggestions like reducing the research gap between coursework and industry needs.
Survival of re skilled
A presentation on the article "Reskill or Perish" published in BusinessManager Aug 2017
https://www.businessmanager.in/re-skill-or-perish.php
Jack preso v1
First run, and very rough draft, of a marketing presentation for Stanford Venture Lab's course on Start Up Boards.
Workshop 11
This document summarizes the findings of surveys conducted in France on senior employment and training. It found that company size, training opportunities, and years with a company influence access to training for workers aged 45+. While most employers see seniors as dedicated, some see them as less flexible. The document recommends helping smaller companies support seniors, and providing individual pathways for workers and tools for both employers and employees to plan second careers and anticipate demographic changes.
Career Pathways 101
1) Career clusters organize related careers into broader groupings based on common skills and knowledge. There are currently 16 career clusters and 81 career pathways that span high school and post-secondary education.
2) A career pathway is a sub-grouping within a career cluster that represents the knowledge and skills needed for a range of career opportunities in that field. Programs of study outline the specific course requirements across high school and further education to enter a career pathway.
3) Effective career pathways systems provide multiple entry and exit points, involve business and industry partnerships, and align academic and technical courses to support all students in exploring a range of career options.
Workshop 29
This document discusses strategies for convincing employers to recruit older workers. It outlines common prejudices employers have against older jobseekers, such as being too expensive or having outdated skills. It also describes obstacles older jobseekers face, such as unrealistic expectations or lack of skills. Two positive strategies are highlighted: focusing on older workers' competences rather than age, using tools like a diversity guide and self-evaluation of generic skills; and financial incentives for both employers and employees to reduce the cost of hiring older workers. Overall, the document argues that focusing on competences and experience can persuade employers of the value older workers provide.
Recommended
Bridging the gap between industry and academia through robolabs
The document discusses the issue of an employability gap between the skills possessed by graduates and the needs of employers. It notes that the gap is caused by graduates lacking 21st century skills needed to deal with real-world uncertainties. The document attributes this problem to issues in higher education like lack of quality, focus on rote learning, and outdated syllabi. It proposes establishing centers of excellence at universities to impart 21st century skills through hands-on learning and collaboration. Robolab Technologies in Pune is presented as an example of such a center that aims to match skills training to market demands.
2014 sep-27 skills to employment
The document discusses the large skills gap in India and challenges in developing skills. It notes that while India has a large young population, only 5% receive formal skills training, and only 10-25% of graduates are employable. There is a mismatch between the skills taught and industry needs. It proposes integrating skills development into the education system, making industry internships mandatory, and using innovative models like online learning to help skill millions in India. The Wadhwani Foundation aims to place millions in jobs through entrepreneurship support and skills training programs that leverage technology.
Entrepreneurship education in india
The document discusses entrepreneurship education in India. It aims to study the significance and current status of entrepreneurship education in India, and suggest ways to improve its quality. Entrepreneurship education can help address India's challenges of unemployment, especially among youth, and the need for more job creation and economic development. While universities and institutions have started entrepreneurship programs, there are still questions around how to best structure such education - whether teaching should focus on entrepreneurship itself or managing businesses, and how to balance academic and practical experience. The document analyzes various types of entrepreneurship education programs and institutions involved in India, and provides suggestions like reducing the research gap between coursework and industry needs.
Survival of re skilled
A presentation on the article "Reskill or Perish" published in BusinessManager Aug 2017
https://www.businessmanager.in/re-skill-or-perish.php
Jack preso v1
First run, and very rough draft, of a marketing presentation for Stanford Venture Lab's course on Start Up Boards.
Workshop 11
This document summarizes the findings of surveys conducted in France on senior employment and training. It found that company size, training opportunities, and years with a company influence access to training for workers aged 45+. While most employers see seniors as dedicated, some see them as less flexible. The document recommends helping smaller companies support seniors, and providing individual pathways for workers and tools for both employers and employees to plan second careers and anticipate demographic changes.
Career Pathways 101
1) Career clusters organize related careers into broader groupings based on common skills and knowledge. There are currently 16 career clusters and 81 career pathways that span high school and post-secondary education.
2) A career pathway is a sub-grouping within a career cluster that represents the knowledge and skills needed for a range of career opportunities in that field. Programs of study outline the specific course requirements across high school and further education to enter a career pathway.
3) Effective career pathways systems provide multiple entry and exit points, involve business and industry partnerships, and align academic and technical courses to support all students in exploring a range of career options.
Workshop 29
This document discusses strategies for convincing employers to recruit older workers. It outlines common prejudices employers have against older jobseekers, such as being too expensive or having outdated skills. It also describes obstacles older jobseekers face, such as unrealistic expectations or lack of skills. Two positive strategies are highlighted: focusing on older workers' competences rather than age, using tools like a diversity guide and self-evaluation of generic skills; and financial incentives for both employers and employees to reduce the cost of hiring older workers. Overall, the document argues that focusing on competences and experience can persuade employers of the value older workers provide.
Presentación JA - Andalucía Emprende. Octubre 2011
Junior Achievement is a worldwide nonprofit organization that provides entrepreneurship education programs to students. It aims to inspire and prepare young people to succeed in the global economy by teaching skills like work readiness, entrepreneurship, and financial literacy. Its programs are delivered through partnerships between schools, businesses, and volunteers. Evaluations show the programs help develop students' skills, increase their motivation and attitudes toward work, and make them twice as likely to start their own businesses in the future.
Consortium overview deck 6 13-2103
The document proposes the formation of a "Consortium" between Accenture, Ashoka, employers, and social innovators. The Consortium aims to create a better workforce by attracting and retaining talent, employing diverse teams, bridging skills gaps, and changing systems to impact millions of workers. Member employers will gain access to talent pipelines, share best practices, and help scale innovative programs to upskill young workers. Ashoka will select 5-9 social innovators to support through the Consortium over three years, with a goal of upskilling 50,000 workers.
Intergraph Skill Development Program Presentation Design
The ppt is based to design a presentation for a corporate presentation. it includes 15 slides. Which helps us to understand entire working process of the program
Importance of creating skilled india
The document discusses the importance of skill development in India. It notes that while India has a large youth population, there is a mismatch between the skills youth have and what employers require. The government has launched several initiatives to address this issue, including the National Skill Development Mission and programs led by the Ministry of Skill Development and Entrepreneurship. Skill development is crucial to improve employment opportunities and productivity in India by helping individuals transition into jobs or start businesses. However, challenges remain around the quality of training programs and negative perceptions of vocational education. Ongoing efforts are focused on reforming the skilling system to better meet business needs and create new opportunities.
2009 Integrating Immigrant Talent Toronto Training Board Diversity Forum
The document discusses integrating immigrant talent into the Canadian workforce. It notes that immigrants account for all net labour force growth but often face challenges finding jobs matching their skills and education. An Ontario government project aims to help small and medium businesses hire and retain internationally trained immigrants through cultural competence workshops. The workshops teach techniques for effective recruitment and unbiased selection of skilled immigrants to address skills shortages and make the business case for diversity.
Changing nature of work, Human Capital and Economic Growth of bangladesh
Changing Nature of work, Human Capital and Economic Growth of Bangladesh discusses how technology is changing the skills needed in the workforce. Workers now need skills like complex problem solving, teamwork, and adaptability. While machines have replaced humans in many jobs, technology has also created new jobs and increased productivity. Developing countries like Bangladesh face challenges catching up with these technological changes. Investing in human capital development through education, health access, and job training is critical for economic growth in Bangladesh. The country's human capital index score of 0.48 places it above neighbors like India and Pakistan but below smaller countries like Nepal. Strong human capital foundations are essential for countries to develop workforce skills and adapt to changes in the nature of work.
Entrepreneurship Education
Entrepreneurial education refers to the ability of turning ideas into action. It includes creativity, innovation and risk taking, as well as the skill of planning and managing projects in order to achieve objectives. How can school give students the attitudes, knowledge and competences to act in an entrepreneurial way?
Workshop 04
This document discusses issues around all-age employment in Greece and initiatives to address them. It notes a lack of targeted policies and few practices around age management in Greece. This has led to unfavorable scenarios as the population over 55 is projected to rise significantly. Several organizations are working on initiatives like knowledge transfer workshops, mapping the current situation, and promoting good practices in age management to help adapt solutions from other European countries and mainstream effective practices. The anticipated results include adapting European approaches to Greece, promoting innovative age management practices, and impacting employment and social integration systems, practices and policies.
Developing Entrepreneurship Culture Chalanges for Developing Countries
This document discusses the development of entrepreneurship culture in developing countries using Nepal as an example. It notes that while per capita incomes have risen in developing countries, much of Nepal's growth has come from remittances and not start-ups due to a lack of motivation for entrepreneurship. The document identifies challenges such as political instability, bureaucracy, lack of infrastructure and education that discourage entrepreneurship in developing economies. It recommends that governments provide training, capital access, security, e-governance and market information to foster entrepreneurship development.
Presentation
The document discusses opportunities for increasing employer engagement and level 4 skills training in North Yorkshire. It notes that the region has a skills deficit compared to national averages, with key sectors like IT having higher needs. To address this, the university could develop work-based and blended learning programs, using an employer engagement manager to link businesses to new foundation degrees, capitalizing on regional strengths in sectors like tourism and IT. This would help reskill the existing workforce and boost regional competitiveness.
Youth Employment Skills Dvpt
The document discusses youth employment and skills development in Africa. It notes that informal employment accounts for a large percentage of the economy and workforce in many African countries. It also points out shortcomings in recognizing qualifications, low wages, and a lack of job creation. The document examines the vulnerability of youth employment and discusses how initial education does not always lead to skills development. It presents two opposing views on the causes: that educational systems are inefficient, or that decision-making and policy monitoring by companies and governments are ineffective. The document hypothesizes that the real cause is a lack of conceptualization and policy around the relationship between employment, training, and skills development. It proposes some intermediary organizations and measures that could help bridge education and
Income of skilled and unskilled worker
This document discusses skilled and unskilled workers and their incomes. It defines skilled workers as those with special training and abilities who can work independently, and unskilled workers as those with low skills, education, and wages. It notes that skilled wages have risen due to technical changes, while unskilled wages have decreased due to trade. It also provides data on the number of skilled, semi-skilled, and unskilled workers in Nepal, and the percentages of those who have received training. It raises questions about wages, skills training, and the link between education and jobs.
Mind the Gap Report - Web Version- Feb. 25, 2015
The document summarizes an Ontario Labour Market Partnership Project called "Mind the Gap" which explored skills gaps and mismatches. It provides examples of skills gap solutions implemented by businesses in Southwestern Ontario, including Viewpointe Winery partnering with Niagara College to offer a Master Tasters program and Valiant Group establishing an "earn while you learn" program in welding, robotics, and CNC machining. The goal of the document is to identify best practices for businesses to recruit skilled workers and minimize skills gaps.
Aligning the skills system with employer demand
The document outlines a vision for reforming the UK's skills system to better align with employer demand and priorities. It argues the current system is overly complex, subject to constant change, and lacks employer and employee voice. The reformed system would see employers take ownership of skills through industrial partnerships to create job opportunities and growth aligned with strategic priorities. This is needed due to skills shortages, underuse of existing skills, and limited work-based training pathways restricting competitiveness and investment. The document calls for employers to lead on skills, workplace productivity to drive prosperity, and stronger connections between education and employers to prepare people for work.
Game based approaches (gamification) in Entrepreneurship Education
The document discusses using game-based approaches to address challenges in entrepreneurship education. It argues that entrepreneurship education needs to avoid student disillusionment and simulate real-world entrepreneurial processes. It suggests that games can provide a "near-entrepreneurial" experience by having students learn about entrepreneurship through an entrepreneurial process in a game. The document advocates for games to help students experiment with possible entrepreneur identities and careers by developing entrepreneurial self-narratives through gameplay.
Entrepreneurship education: How would we know if we're moving the needle?
Dubai Manipal talk: the real issues in growing the entrepreneurial mindset - research opportunities and what we really need to do the grow the mindset!
Entrepreneurship Education
This document discusses the role of universities in promoting entrepreneurship education and employability. It defines entrepreneurship and outlines some courses offered at Chinese universities related to entrepreneurship. The document discusses the tasks of instructors in entrepreneurship education, including teaching practical skills and shifting students from theoretical to practical learning. Positive outcomes are described, such as students gaining job skills, confidence, and control over their lives. Methods for delivering entrepreneurship education mentioned include comprehensive curriculum, risk management, teaching academic skills, and economic concepts.
Mekbib Mulugeta Woldegiorgis(CV)
Mekbib Mulugeta Woldegiorgis has over 10 years of experience in management roles in both public and private sectors in Ethiopia. He currently works as a Business Development Advisor for the Entrepreneurship Development Centre and is undertaking management training at the Commercial Bank of Ethiopia. His experience includes positions in strategic management, leadership, training, research, and academia. He has an MBA and degrees in management and public administration.
Human capital perspective
This document discusses human capital perspective and valuation approaches. It defines human capital as the knowledge and skills individuals acquire. There are three types of capital: customer, structural, and human. Human capital refers to employee expertise. Valuing human capital is important for management. Approaches include cost and economic models like present value, reward valuation, net benefit, and certainty equivalent net benefit models. These approaches discount future earnings to calculate current value but have limitations. Companies like Infosys use models like Lev and Schwartz to value human resources in financial reports. In conclusion, accurately valuing human capital is beneficial for management decisions.
Need for Process Management in IT and ITES
Chandra Kumar Raman has 21 years of experience in quality processes and delivery excellence. He currently works at HP leading their quality operations and driving various initiatives. He is also the president of SPIN Chennai, a forum for software professionals to exchange ideas on software process improvement. SPIN Chennai aims to establish a leadership forum for open exchange of SPI experiences and ideas to promote higher levels of process maturity and software quality.
Strengthening the connection between technical education and employment
Changing the current nature of work/job rely on multi-level competencies though till now for many students and families, technical education is still considered as the path to a better future. In this seminar it is intended to demonstrate what approach could be followed by teachers-students and planners in order to meet the labor market.
It is all agreed that High-level Competency: a critical asset for Individuals, Businesses, and Country are the means of economic growth. We can attain it by linking Technical Education with Employment that must meet the labor market needs, which in turns meeting the strategic options of the poverty reduction agenda of the government. Hence STEP - Skills and Training Enhancement Project was adopted in 2010 through TVET - Technical and Vocational Education and Training system. Skill competition is one of many ways to promote TVET. “How can this Competence be generated by the Technical Education System?” is going to be disclosed here.
team56
There is a large gap between the skills possessed by India's workforce and the needs of the job market. 80% of the workforce lacks marketable skills, and 85% of graduates are unemployable in high-growth industries. Vocational training capacity meets the needs of only 2.3 million people, while the gap is over 18 million. Solutions proposed include introducing vocational education streams aligned with industry needs, improving industry connections through internships and partnerships, and encouraging entrepreneurship through funding and recognition of startups.
More Related Content
What's hot
Presentación JA - Andalucía Emprende. Octubre 2011
Junior Achievement is a worldwide nonprofit organization that provides entrepreneurship education programs to students. It aims to inspire and prepare young people to succeed in the global economy by teaching skills like work readiness, entrepreneurship, and financial literacy. Its programs are delivered through partnerships between schools, businesses, and volunteers. Evaluations show the programs help develop students' skills, increase their motivation and attitudes toward work, and make them twice as likely to start their own businesses in the future.
Consortium overview deck 6 13-2103
The document proposes the formation of a "Consortium" between Accenture, Ashoka, employers, and social innovators. The Consortium aims to create a better workforce by attracting and retaining talent, employing diverse teams, bridging skills gaps, and changing systems to impact millions of workers. Member employers will gain access to talent pipelines, share best practices, and help scale innovative programs to upskill young workers. Ashoka will select 5-9 social innovators to support through the Consortium over three years, with a goal of upskilling 50,000 workers.
Intergraph Skill Development Program Presentation Design
The ppt is based to design a presentation for a corporate presentation. it includes 15 slides. Which helps us to understand entire working process of the program
Importance of creating skilled india
The document discusses the importance of skill development in India. It notes that while India has a large youth population, there is a mismatch between the skills youth have and what employers require. The government has launched several initiatives to address this issue, including the National Skill Development Mission and programs led by the Ministry of Skill Development and Entrepreneurship. Skill development is crucial to improve employment opportunities and productivity in India by helping individuals transition into jobs or start businesses. However, challenges remain around the quality of training programs and negative perceptions of vocational education. Ongoing efforts are focused on reforming the skilling system to better meet business needs and create new opportunities.
2009 Integrating Immigrant Talent Toronto Training Board Diversity Forum
The document discusses integrating immigrant talent into the Canadian workforce. It notes that immigrants account for all net labour force growth but often face challenges finding jobs matching their skills and education. An Ontario government project aims to help small and medium businesses hire and retain internationally trained immigrants through cultural competence workshops. The workshops teach techniques for effective recruitment and unbiased selection of skilled immigrants to address skills shortages and make the business case for diversity.
Changing nature of work, Human Capital and Economic Growth of bangladesh
Changing Nature of work, Human Capital and Economic Growth of Bangladesh discusses how technology is changing the skills needed in the workforce. Workers now need skills like complex problem solving, teamwork, and adaptability. While machines have replaced humans in many jobs, technology has also created new jobs and increased productivity. Developing countries like Bangladesh face challenges catching up with these technological changes. Investing in human capital development through education, health access, and job training is critical for economic growth in Bangladesh. The country's human capital index score of 0.48 places it above neighbors like India and Pakistan but below smaller countries like Nepal. Strong human capital foundations are essential for countries to develop workforce skills and adapt to changes in the nature of work.
Entrepreneurship Education
Entrepreneurial education refers to the ability of turning ideas into action. It includes creativity, innovation and risk taking, as well as the skill of planning and managing projects in order to achieve objectives. How can school give students the attitudes, knowledge and competences to act in an entrepreneurial way?
Workshop 04
This document discusses issues around all-age employment in Greece and initiatives to address them. It notes a lack of targeted policies and few practices around age management in Greece. This has led to unfavorable scenarios as the population over 55 is projected to rise significantly. Several organizations are working on initiatives like knowledge transfer workshops, mapping the current situation, and promoting good practices in age management to help adapt solutions from other European countries and mainstream effective practices. The anticipated results include adapting European approaches to Greece, promoting innovative age management practices, and impacting employment and social integration systems, practices and policies.
Developing Entrepreneurship Culture Chalanges for Developing Countries
This document discusses the development of entrepreneurship culture in developing countries using Nepal as an example. It notes that while per capita incomes have risen in developing countries, much of Nepal's growth has come from remittances and not start-ups due to a lack of motivation for entrepreneurship. The document identifies challenges such as political instability, bureaucracy, lack of infrastructure and education that discourage entrepreneurship in developing economies. It recommends that governments provide training, capital access, security, e-governance and market information to foster entrepreneurship development.
Presentation
The document discusses opportunities for increasing employer engagement and level 4 skills training in North Yorkshire. It notes that the region has a skills deficit compared to national averages, with key sectors like IT having higher needs. To address this, the university could develop work-based and blended learning programs, using an employer engagement manager to link businesses to new foundation degrees, capitalizing on regional strengths in sectors like tourism and IT. This would help reskill the existing workforce and boost regional competitiveness.
Youth Employment Skills Dvpt
The document discusses youth employment and skills development in Africa. It notes that informal employment accounts for a large percentage of the economy and workforce in many African countries. It also points out shortcomings in recognizing qualifications, low wages, and a lack of job creation. The document examines the vulnerability of youth employment and discusses how initial education does not always lead to skills development. It presents two opposing views on the causes: that educational systems are inefficient, or that decision-making and policy monitoring by companies and governments are ineffective. The document hypothesizes that the real cause is a lack of conceptualization and policy around the relationship between employment, training, and skills development. It proposes some intermediary organizations and measures that could help bridge education and
Income of skilled and unskilled worker
This document discusses skilled and unskilled workers and their incomes. It defines skilled workers as those with special training and abilities who can work independently, and unskilled workers as those with low skills, education, and wages. It notes that skilled wages have risen due to technical changes, while unskilled wages have decreased due to trade. It also provides data on the number of skilled, semi-skilled, and unskilled workers in Nepal, and the percentages of those who have received training. It raises questions about wages, skills training, and the link between education and jobs.
Mind the Gap Report - Web Version- Feb. 25, 2015
The document summarizes an Ontario Labour Market Partnership Project called "Mind the Gap" which explored skills gaps and mismatches. It provides examples of skills gap solutions implemented by businesses in Southwestern Ontario, including Viewpointe Winery partnering with Niagara College to offer a Master Tasters program and Valiant Group establishing an "earn while you learn" program in welding, robotics, and CNC machining. The goal of the document is to identify best practices for businesses to recruit skilled workers and minimize skills gaps.
Aligning the skills system with employer demand
The document outlines a vision for reforming the UK's skills system to better align with employer demand and priorities. It argues the current system is overly complex, subject to constant change, and lacks employer and employee voice. The reformed system would see employers take ownership of skills through industrial partnerships to create job opportunities and growth aligned with strategic priorities. This is needed due to skills shortages, underuse of existing skills, and limited work-based training pathways restricting competitiveness and investment. The document calls for employers to lead on skills, workplace productivity to drive prosperity, and stronger connections between education and employers to prepare people for work.
Game based approaches (gamification) in Entrepreneurship Education
The document discusses using game-based approaches to address challenges in entrepreneurship education. It argues that entrepreneurship education needs to avoid student disillusionment and simulate real-world entrepreneurial processes. It suggests that games can provide a "near-entrepreneurial" experience by having students learn about entrepreneurship through an entrepreneurial process in a game. The document advocates for games to help students experiment with possible entrepreneur identities and careers by developing entrepreneurial self-narratives through gameplay.
Entrepreneurship education: How would we know if we're moving the needle?
Dubai Manipal talk: the real issues in growing the entrepreneurial mindset - research opportunities and what we really need to do the grow the mindset!
Entrepreneurship Education
This document discusses the role of universities in promoting entrepreneurship education and employability. It defines entrepreneurship and outlines some courses offered at Chinese universities related to entrepreneurship. The document discusses the tasks of instructors in entrepreneurship education, including teaching practical skills and shifting students from theoretical to practical learning. Positive outcomes are described, such as students gaining job skills, confidence, and control over their lives. Methods for delivering entrepreneurship education mentioned include comprehensive curriculum, risk management, teaching academic skills, and economic concepts.
Mekbib Mulugeta Woldegiorgis(CV)
Mekbib Mulugeta Woldegiorgis has over 10 years of experience in management roles in both public and private sectors in Ethiopia. He currently works as a Business Development Advisor for the Entrepreneurship Development Centre and is undertaking management training at the Commercial Bank of Ethiopia. His experience includes positions in strategic management, leadership, training, research, and academia. He has an MBA and degrees in management and public administration.
Human capital perspective
This document discusses human capital perspective and valuation approaches. It defines human capital as the knowledge and skills individuals acquire. There are three types of capital: customer, structural, and human. Human capital refers to employee expertise. Valuing human capital is important for management. Approaches include cost and economic models like present value, reward valuation, net benefit, and certainty equivalent net benefit models. These approaches discount future earnings to calculate current value but have limitations. Companies like Infosys use models like Lev and Schwartz to value human resources in financial reports. In conclusion, accurately valuing human capital is beneficial for management decisions.
Need for Process Management in IT and ITES
Chandra Kumar Raman has 21 years of experience in quality processes and delivery excellence. He currently works at HP leading their quality operations and driving various initiatives. He is also the president of SPIN Chennai, a forum for software professionals to exchange ideas on software process improvement. SPIN Chennai aims to establish a leadership forum for open exchange of SPI experiences and ideas to promote higher levels of process maturity and software quality.
What's hot (20)
Presentación JA - Andalucía Emprende. Octubre 2011
Presentación JA - Andalucía Emprende. Octubre 2011
Intergraph Skill Development Program Presentation Design
Intergraph Skill Development Program Presentation Design
2009 Integrating Immigrant Talent Toronto Training Board Diversity Forum
2009 Integrating Immigrant Talent Toronto Training Board Diversity Forum
Changing nature of work, Human Capital and Economic Growth of bangladesh
Changing nature of work, Human Capital and Economic Growth of bangladesh
Developing Entrepreneurship Culture Chalanges for Developing Countries
Developing Entrepreneurship Culture Chalanges for Developing Countries
Game based approaches (gamification) in Entrepreneurship Education
Game based approaches (gamification) in Entrepreneurship Education
Entrepreneurship education: How would we know if we're moving the needle?
Entrepreneurship education: How would we know if we're moving the needle?
Similar to Mshra Nov 08
Strengthening the connection between technical education and employment
Changing the current nature of work/job rely on multi-level competencies though till now for many students and families, technical education is still considered as the path to a better future. In this seminar it is intended to demonstrate what approach could be followed by teachers-students and planners in order to meet the labor market.
It is all agreed that High-level Competency: a critical asset for Individuals, Businesses, and Country are the means of economic growth. We can attain it by linking Technical Education with Employment that must meet the labor market needs, which in turns meeting the strategic options of the poverty reduction agenda of the government. Hence STEP - Skills and Training Enhancement Project was adopted in 2010 through TVET - Technical and Vocational Education and Training system. Skill competition is one of many ways to promote TVET. “How can this Competence be generated by the Technical Education System?” is going to be disclosed here.
team56
There is a large gap between the skills possessed by India's workforce and the needs of the job market. 80% of the workforce lacks marketable skills, and 85% of graduates are unemployable in high-growth industries. Vocational training capacity meets the needs of only 2.3 million people, while the gap is over 18 million. Solutions proposed include introducing vocational education streams aligned with industry needs, improving industry connections through internships and partnerships, and encouraging entrepreneurship through funding and recognition of startups.
MACET - Michigan Works Presentation August 2011
Christine Quinn, President, SCMW! and Michigan Works! Association, Chair, Directors Council, offers updates on current status of funding for Michigan Works! training opportunities and strategies for partnering with Michigan Works!
Skills to employment
The Wadhwani Foundation aims to accelerate economic development in emerging economies by creating jobs and opportunities through skills development, entrepreneurship, policy impact, and promoting the disabled and research. Its goals are to skill and place 5 million people in jobs, create half a million entrepreneurial jobs, facilitate high-impact policies, place 100,000 disabled people in corporate jobs, and enable world-class research. However, there is a large skills gap in countries like India where most youth do not learn trades and there is a mismatch between aspirations and market needs. The Foundation seeks to address this through innovative, scalable models that leverage technology and strengthen collaboration between educators, employers and youth.
Recruiting And Retention Strategies For The 21st Century
The document discusses recruitment and retention strategies for businesses in Baltimore County. It outlines the challenges businesses currently face in finding and keeping employees. These challenges include a lack of basic skills among candidates, high employee turnover, and generational differences. The document then provides strategies for businesses to improve retention, such as developing empowered workgroups, establishing clear career pipelines, and understanding different generations of workers. Recommendations are also given for internal and external recruitment strategies involving education, internships, and workforce development programs. The document concludes with emphasizing the need to involve current workers in developing solutions.
Hsie business studies yr10 into yr11
The document provides information about the Business Studies course for 2011 NSW public schools. It outlines the purpose of the Higher School Certificate program and topics covered in the Business Studies course, including the roles of management, finance, marketing, and employment relations. Case studies of local businesses are used to allow students to investigate business operations and evaluate performance. The course aims to develop students' knowledge and skills for further education or employment in business-related fields.
Employability deciding-planning and competing
The document discusses employability and careers support at the University of Leeds Careers Centre. It outlines the national policy context focusing on employability and the consumer-led higher education market. It then describes the Careers Centre's approach which focuses on helping students Decide on career options, Plan to acquire necessary skills, and Compete effectively for opportunities. Key aspects of the approach include faculty-based implementation, emphasis on placements and internships, and employer engagement coordinated across the university.
Baetsen- The Workforce Dilemma
The document discusses challenges in the workforce including a skills gap between the needs of businesses and the skills of workers. It provides examples of companies and organizations addressing these issues through apprenticeship programs, collaboration with education, and training grants tailored to specific company needs. Successful strategies discussed include engaging with youth, early career training programs, and ensuring training meets the specialized needs of companies. The presentation concludes with a question and answer section.
Managing talent January 2011
This document provides an overview of talent management strategies and best practices. It includes sections on definitions of talent, core talents, assumptions about talent management, individual development plans, organizational effectiveness, linking rewards to talent management, and tailoring talent strategies to different contexts. The key topics covered are identifying critical versus missing talents, focusing on potential over experience, aligning talent management with business strategy, developing individual plans, and integrating rewards with performance and talent management.
Connecting Employers to Qualified Jobseekers
This document discusses economic and workforce development strategies for connecting employers to qualified jobseekers. It outlines a data-driven, employer demand-driven approach with foundational strategies including conducting baseline labor market analysis, engaging employers through sector partnerships, and using acceleration strategies like work-based learning. The strategies aim to help employers access skilled workers and good paying career jobs to support economic prosperity. Case studies show how these strategies helped employers fill jobs and support new hires through on-the-job training reimbursements.
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 08....
According to the US Department of Labor July 2014 report, there are more than 9.7 million people seeking work that are unemployed. At the same time, US Bureau of Labor statistic reports there are 4.5 million unfilled job openings in the US economy.
www.bizlibrary.com
Improving Profitability Through Business-Led Sector Partnerships
Businesses can improve their competitive position by joining forces through a sector partnership. These slides introduce how government and education in Illinois are ready to take direction from business.
Anweshan
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
Learning Academies CUPA HR Article
Sam Houston State University lacked a formal professional development program for its 1,200 staff members. To address this need, the university's human resources department developed a new professional development program called the Learning Academies. The Learning Academies consist of in-person courses and an online library aimed at developing six core competencies for staff and additional competencies for managers. Since launching in 2014, the program has been well-attended and successful, leading to recognition for the university and increased value of the HR department.
Passion or Profession? Are the employability skills developed by first year B...
Passion or Profession? Are the employability skills developed by first year B...SHU Learning & Teaching
This document summarizes research on the criteria employers seek in undergraduate business and human resources management students applying for placements. Interviews were conducted with 10 employers and 12 students. The findings suggest that employers highly value interpersonal skills over technical skills or degree subject. Larger employers were open to candidates from various degrees while smaller employers wanted candidates with strong hard skills. About half the students interviewed utilized skills developed in their HR module, while others relied more on general experience and personality. The research had limitations due to its small sample size. Practical implications are that HR programs need to help students develop and articulate both hard and soft skills to employers.Business Webinar
Specialist skills will give you the edge over your competitors. Attend our webinar on Monday 30 October, 2017, to hear from our School of Business academics and learn how our Master of Accountancy, Master of Business Administration and Bachelor of Business degrees can help you take leadership positions in your chosen careers and what course options you have.
Wia Overview 101(Final)
The document provides an overview of the Workforce Investment Act (WIA) including its history, purpose, funding structure, and how the workforce development system operates. Key points include:
- WIA was passed to enhance workforce skills and help workers find employment through a network of local workforce boards and one-stop career centers.
- Local workforce boards are appointed by elected officials and consist mainly of business representatives to help guide local workforce strategies.
- One-stop career centers provide a variety of training and employment services to job seekers and work with employers to connect them to qualified workers.
Innovation through Education at the School of Business
This document discusses Western Sydney University's focus on innovation through education. It highlights several major infrastructure and development projects underway in Western Sydney that are creating thousands of jobs and economic growth in the region. The university emphasizes work-integrated learning and helping students develop skills needed for emerging jobs, such as problem-solving, communication, and teamwork. Its Sydney Graduate School of Management offers business programs accredited by industry and places emphasis on entrepreneurship and helping students launch new businesses.
Kh greenbush presentation 9 29-10
This document summarizes discussions from several meetings regarding the development of new career clusters and pathways for business and industry career and technical education in Kansas. It outlines the process for approving new pathways in Hospitality and Tourism and Business Management and Administration. Key discussion points included gathering industry input on needed skills, developing competencies and course progressions within pathways, and the timeline and process for applying for new pathway approval.
The Guardian 3rd Annual Further Education Leaders Summit 2009
Alan Clarke, Sector Engagement Manager for Lifelong Learning UK presents at The Guardian 3rd Annual Further Education Leaders Summit 2009
Similar to Mshra Nov 08 (20)
Strengthening the connection between technical education and employment
Strengthening the connection between technical education and employment
Recruiting And Retention Strategies For The 21st Century
Recruiting And Retention Strategies For The 21st Century
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 08....
Closing the Employee Skills Gap: A Framework for Future Success | Webinar 08....
Improving Profitability Through Business-Led Sector Partnerships
Improving Profitability Through Business-Led Sector Partnerships
Passion or Profession? Are the employability skills developed by first year B...
Passion or Profession? Are the employability skills developed by first year B...
Innovation through Education at the School of Business
Innovation through Education at the School of Business
The Guardian 3rd Annual Further Education Leaders Summit 2009
The Guardian 3rd Annual Further Education Leaders Summit 2009
Mshra Nov 08
- 1. Workforce Training Strategies That Work A regional approach to talent and skills development November 7, 2008 MSHHRA
- 15. -Pittsfield/SAS-