Workforce development (WFD) involves partnering with economic development and education entities to develop skills in the workforce. WFD partners include employment and training organizations, technical schools, community colleges, universities, K-12 education, local governments, industry groups, and businesses. These partners can help with jobseeker recruitment, skills assessments, training programs, scholarships, and labor market analysis. The document discusses specific WFD tools like career readiness certificates, on-the-job training funding, and analyzing labor market trends and wages. It provides an example of a local WFD effort that resulted in over 850 job hires through career center recruitment and on-the-job training contracts totaling $50,000.
EY Human Capital Conference 2012: Talent management challenges in today’s glo...EY
► Talent management: a point of view
► Global mobility: a strategic component of your global talent management
► Discussion around Ernst & Young’s 2012 global talent management surveys: (rapid growth markets, talent management in high-performing organizations)
► Talent 2020: the next chapter
Internships for Recruiting? You Can Do This –– and Northwood University Can Show You How
Searching for fabulous, productive employees? Think internships. In this workshop, you will learn how to structure internships, where to recruit and tips for a successful launch.
EY Human Capital Conference 2012: Talent management challenges in today’s glo...EY
► Talent management: a point of view
► Global mobility: a strategic component of your global talent management
► Discussion around Ernst & Young’s 2012 global talent management surveys: (rapid growth markets, talent management in high-performing organizations)
► Talent 2020: the next chapter
Internships for Recruiting? You Can Do This –– and Northwood University Can Show You How
Searching for fabulous, productive employees? Think internships. In this workshop, you will learn how to structure internships, where to recruit and tips for a successful launch.
The art of interpreting signals (precursors of trends) is - and always has been - important in navigating financial markets and economies. If you are an experienced manager or executive who wants to manage their career and/or job search processes wisely, look at the signals of the job market which are inseparably embedded in the VUCA landscape of today's world.
We usually keep the collected data to ourselves. But these are not usual times, so we decided to share our insights at the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
The vast majority of executives are with market leaders in their respective industries. By default, the board members are members of local boards; if not, we’ll indicate the exception.
Logistics: COVID-19 hasn’t affected our company negatively, quite the opposite – we’ve seen an increased need for our services.
International Banking: In order to react faster to the pandemic’s consequences, we changed our company’s KPI and froze the bonus system.
Industry / CH: We had to introduce many changes and, because of negative cash flow, we might be forced to close the HQ in Switzerland. On top of that, our R&D is frozen for this year – abruptly.
Healthcare: Our management board sent out a letter with a big thank you for everyone’s discipline and endurance. All employees except for medical doctors had received a salary cut in March, which lead to some resigning. Our full salaries will be brought back in July.
IT Start-up: Our projects have been sped up so we’ve been working 12 hours a day. The projects are small and not very lucrative, yet the workload is the same as with big ones.
Insurance: We’ve been working from home intensively. Surprisingly, against the initial prognosis, our results are not dropping.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
A Good Worker is Hard to Find: Skills Shortages in New Zealand FirmsWesley Schwalje
Our work on skills is cited by the New Zealand Ministry of Economic Development in the document titled A Good Worker is Hard to Find: Skills Shortages in New Zealand Firms.
IBM Smarter Workforce Summit Toronto 2015: Creating Compensation AmbassadorsIBM Smarter Workforce
IBM Smarter Workforce Summit Toronto 2015: IBM and PCL Construction, co present: Creating Compensation Ambassadors: Engaging Managers To Willingly and Effectively Talk About Pay
Because of how we work when supporting our clients, we have a very unique “glimpse” into how over 5000 Executive Search companies and almost 20 000 decision makers react – the majority of which being located in Europe; and we collect and analyze how they respond; and we observe if and what kind of trends there are to leverage them into better career management & more effective job search methods.
We’ve continued reaching out to CEOs, HR Directors, investors, board members and candidates that we know personally, to take the temperature. Below you’ll find their shortened quotes in no particular order.
Collected Quotes from CEOs and HR Directors
The vast majority of executives are with market leaders in their respective industries. By default, the board members are members of local boards; if not, we’ll indicate the exception.
Health & Wellness: Our industry and company have been heavily damaged by COVID-19. After opening new centers in Czechia, Bulgaria and Slovakia, we were planning to develop further this year, but were forced to freeze everything instead. All investments have been put on hold for a minimum of 2 years.
Telecommunications: COVID-19 has had little influence on our industry. Our company is stable and most of our employees are working remotely.
Real Estate: Commercial properties have been hit hard by the restrictions.
Food industry: We haven’t been negatively affected by the situation, we can even see an increase in sales – 30% higher than predicted.
Automotive: We’ve experienced a significant decrease in sales. Dealer stores have cut salaries by 30%. We took government aid and implemented all solutions that allow us to avoid lay-offs.
Real Estate: We’ve been working quite as normal, the only thing is that banks limit crediting in fear of borrowers’ potential job loss.
Private Medical Care: We had our salaries reduced significantly which resulted in 3 people resigning. Now that things are going back to normal only 20% of appointments will take place in the offices – our staff is hesitant to work as usual.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
Business Development is the workforce development arm within St. Lawrence College. This arm provides customized professional development training to local businesses, individual community residents, and government employees. Business Development has complemented St. Lawrence College’s academic mission and has positioned itself as the regional leader in human capital development.
Investment in life-long learning while connecting job seekers and employers provides the local workforce with the necessary skill sets to foster economic development and social prosperity.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Jennifer Hagan-Dier, MEP Director at UT Center for Industrial Services.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Laith Wardi, CEcD, President of ExecutivePulse,Inc.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Jamie Stitt, Deputy Assistant Commissioner of Business Development for the State of Tennessee's Department of Economic and Community Development.
The art of interpreting signals (precursors of trends) is - and always has been - important in navigating financial markets and economies. If you are an experienced manager or executive who wants to manage their career and/or job search processes wisely, look at the signals of the job market which are inseparably embedded in the VUCA landscape of today's world.
We usually keep the collected data to ourselves. But these are not usual times, so we decided to share our insights at the end of each week. If the country / context is important, we’ll add them. Otherwise, we’ll keep it general for confidentiality.
The vast majority of executives are with market leaders in their respective industries. By default, the board members are members of local boards; if not, we’ll indicate the exception.
Logistics: COVID-19 hasn’t affected our company negatively, quite the opposite – we’ve seen an increased need for our services.
International Banking: In order to react faster to the pandemic’s consequences, we changed our company’s KPI and froze the bonus system.
Industry / CH: We had to introduce many changes and, because of negative cash flow, we might be forced to close the HQ in Switzerland. On top of that, our R&D is frozen for this year – abruptly.
Healthcare: Our management board sent out a letter with a big thank you for everyone’s discipline and endurance. All employees except for medical doctors had received a salary cut in March, which lead to some resigning. Our full salaries will be brought back in July.
IT Start-up: Our projects have been sped up so we’ve been working 12 hours a day. The projects are small and not very lucrative, yet the workload is the same as with big ones.
Insurance: We’ve been working from home intensively. Surprisingly, against the initial prognosis, our results are not dropping.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
A Good Worker is Hard to Find: Skills Shortages in New Zealand FirmsWesley Schwalje
Our work on skills is cited by the New Zealand Ministry of Economic Development in the document titled A Good Worker is Hard to Find: Skills Shortages in New Zealand Firms.
IBM Smarter Workforce Summit Toronto 2015: Creating Compensation AmbassadorsIBM Smarter Workforce
IBM Smarter Workforce Summit Toronto 2015: IBM and PCL Construction, co present: Creating Compensation Ambassadors: Engaging Managers To Willingly and Effectively Talk About Pay
Because of how we work when supporting our clients, we have a very unique “glimpse” into how over 5000 Executive Search companies and almost 20 000 decision makers react – the majority of which being located in Europe; and we collect and analyze how they respond; and we observe if and what kind of trends there are to leverage them into better career management & more effective job search methods.
We’ve continued reaching out to CEOs, HR Directors, investors, board members and candidates that we know personally, to take the temperature. Below you’ll find their shortened quotes in no particular order.
Collected Quotes from CEOs and HR Directors
The vast majority of executives are with market leaders in their respective industries. By default, the board members are members of local boards; if not, we’ll indicate the exception.
Health & Wellness: Our industry and company have been heavily damaged by COVID-19. After opening new centers in Czechia, Bulgaria and Slovakia, we were planning to develop further this year, but were forced to freeze everything instead. All investments have been put on hold for a minimum of 2 years.
Telecommunications: COVID-19 has had little influence on our industry. Our company is stable and most of our employees are working remotely.
Real Estate: Commercial properties have been hit hard by the restrictions.
Food industry: We haven’t been negatively affected by the situation, we can even see an increase in sales – 30% higher than predicted.
Automotive: We’ve experienced a significant decrease in sales. Dealer stores have cut salaries by 30%. We took government aid and implemented all solutions that allow us to avoid lay-offs.
Real Estate: We’ve been working quite as normal, the only thing is that banks limit crediting in fear of borrowers’ potential job loss.
Private Medical Care: We had our salaries reduced significantly which resulted in 3 people resigning. Now that things are going back to normal only 20% of appointments will take place in the offices – our staff is hesitant to work as usual.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
Business Development is the workforce development arm within St. Lawrence College. This arm provides customized professional development training to local businesses, individual community residents, and government employees. Business Development has complemented St. Lawrence College’s academic mission and has positioned itself as the regional leader in human capital development.
Investment in life-long learning while connecting job seekers and employers provides the local workforce with the necessary skill sets to foster economic development and social prosperity.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Jennifer Hagan-Dier, MEP Director at UT Center for Industrial Services.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Laith Wardi, CEcD, President of ExecutivePulse,Inc.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Jamie Stitt, Deputy Assistant Commissioner of Business Development for the State of Tennessee's Department of Economic and Community Development.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. The course included these interactive case studies.
Improving Profitability Through Business-Led Sector PartnershipsMichael Baker
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.
Delivering a compelling and consistent customer experience is more critical than ever, given increased competition and reduced consumer spending. Brand awareness and sales potential are optimized when all market "points of presence" and communications work together to differentiate your offering. Brand, Place, and Culture integration creates a powerful, synergistic dynamic within an organization that results in more customers, increased revenue, and greater competitive advantage.
Presented during Tshikululu Social Investments' 2011 Serious Enterprise Development workshop.
Small enterprises, both locally and internationally, experience many similar challenges and some unique ones that shape their structure, modus
operandi, rate of success, reason for existence, size, and ability to create jobs.
These factors include legislative concerns, access to funding, government/political involvement, community requirements, availability/lack of skills, resources, infrastructure, and markets. Comparisons can be made between South Africa and some Latin American countries, which become even more interesting when considering first-world nations and how such obstacles are being resolved.
Workforce Investment Boards have for too long produced substandard websites. The message on the website is diluted because WIB's are trying to speak to more than one audience. Additionally, WIB's are not engaging the website viewer appropriately because quite frankly, they do not know who they are talking to. Therefore WIB's are not delivering information on the website that is desired by those who should be the target audience for the website (employers). This presentation helps workforce investment boards retool their message so that the message addresses the needs and wants of employers. Knowing who the audience for the website is will also allow WIB's to set measurable objectives regarding engagement.
Economic development organizations have been using economic development performance metrics for years. However, with differing viewpoints, metrics have gotten muddy and misunderstood.
Lucky for the profession...
In 2011, Atlas put together its first survey of EDO outcomes, to assist EDOs in planning their marketing, business attraction, and business retention programs. In 2014, IEDC published "Making it Count," a guide on metrics for high performing EDOs.
But...
In 2016, the general public is still weary about the value of economic development and what we do in our profession.
This presentation is our take on how economic developers can leverage metrics for their day to day and how it impacts the effect that they have on thier economy.
Top 10 Rising Startups In Chennai -2022 low resolution.pdfSwiftnlift
I am an HRM professional with 28 years of extensive experience in HRM. Broadly, in Talent Management, Training & Development, Skill Development, Performance Management, Compensation & Benefits, Industrial Relations, Policies & Procedures, Hay Evaluation, Thomas Profiling and Counseling. And specialising in enhancing organizations to develop strategies for their people’s engagement and development.
The Tennessee Business Retention and Expansion Course is a one and a half day course which focuses on how to develop, implement and evaluate an effective retention and expansion program. Presentation from Judith Hill, Director of Existing Business at Nashville Area Chamber of Commerce.
Dr. David Kolzow is President of Team Kolzow Inc., which provides economic development consulting services. He recently served as the Chair of the Department of Economic Development & Planning at the University of Southern Mississippi for four years. He has close to 40 years of consulting experience in site selection, real estate development planning, and community economic development. His past clients include numerous communities, states, and some of the largest land developers in the nation.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
5. Employment & Training Organizations
Workforce Boards – State & Local
Tennessee Department of Labor & Workforce Development
US Department of Labor – Regional & National Offices
Associations such as the US Conference of Mayors Workforce
Development Council, National Association of Workforce Boards
Technical Schools, Community Colleges, & Universities
Local Leadership – Presidents, Provosts, Directors, Boards
Subject Matter Experts including Deans & Faculty
K-12 Education
Local Leadership – Directors, Superintendents, Boards
Career & Technical Education Directors
Faculty
WORKFORCE DEVELOPMENT PARTNERS
6. Local Government, Industrial Boards, ECD Councils, &
Chambers of Commerce
Associations & Sector Interest Groups
Targeted Employment Groups, such as Vocational
Rehabilitation, Goodwill, Veterans Services, and Offender
Programs
Business & Industry, including small business clusters
WORKFORCE DEVELOPMENT PARTNERS
7. Recruitment & screening of applicants
Assessments
Career Readiness Certificates
Employer identified tools
Industry Specific Training
Special classes if necessary
Initial investment to start new programs
Incumbent Worker Training
OJT funding for new hires
Scholarships for individual jobseekers
Availability and analysis of Labor Market Information
WORKFORCE BOARD TOOLS
8. Determine overall trends in the region
Determine where to invest funds for new training
Determine availability of specific skill sets
Determine wages by percentile in specific occupations and/or
industries.
LABOR MARKET INFORMATION
14. Job Loss from
Small Business
Closure
GREAT
RECESSION
• More job loss from closures and layoffs than gains from
companies starting and expanding than prior two downturns.
• Very small firms were hit the hardest with 50% of job loss
coming from companies with fewer than 20 employees,
compared to 10% in 1990-91, and 2% in 2001.
• Much more job loss from business failure, much less job
creation from company formation, and more concentrated in
the smallest businesses.
18. Job Fairs and Recruitment
efforts by our Career
Center system have
resulted in 3,000+
applicants, assessments,
and 850 hires.
Of these 850 employees,
SCTWA has awarded OJT
contracts (The Big Hire)
totaling over $50,000.
Plans are to reach over
1,400 hires by the end of
2013 – well ahead of
initial plans which called
for 400 positions!
Workforce
Development
Efforts
IBEX
GLOBAL