The future of the workforce is being driven by technology. The impact of technology, responses of the workforce to technology and needed responses by government to these changes in the workforce are discussed in this presentation. This presentation was given to the International Economic Development Leadership Summiit on January 29th, 2013 as part of a panel on "The Evolving Nature of Today's Workforce"
This webinar with renowned Wharton professor and author Peter Cappelli, is the first in the NERETA series "National Jobs Crisis Brainstorming sessions." This webinar was hosted by NERETA in December, 21013. This webinar unravels the mysterious "skills gap" (does one really exist?)
THIS FULL WEBINAR CAN BE VIEWED FOR FREE BY COMPLETING A BRIEF SURVEY@ bit.ly/neretasurvey1
Once the survey time period expires, the webinar may be purchased for $79.50 at www.nereta.org.
"From WIRED to What's Next: The Post Recession Partnership for Skills-Driven Economic Development” (presented by Richard Seline, architect of the DOL-ETA WIRED grants initiative)
How did the WIRED grants come to be? What impact did they make? Were there any long standing changes due to their implementation? How can we learn from the WIRED grants...and what is the next logical step? Richard Seline, architect of the WIRED grants initiatives presents this third installment of the North East Regional Employment and Training's "National Jobs Crisis Brainstorming Sessions" to discuss how we can learn from WIRED’s sparked regionalism model – and the collaborations still critical today between economic and workforce development.
This presentation and participant engagement covers:
Why and How WIRED Was Organized to Spark Collaboration
The Immediate Lessons Learned During WIRED
The Lasting Impact from WIRED and Similar Initiatives
What’s Next in the Post Recession Economy Challenging Workforce, Regionalism, and Collaboration
Tools and Techniques for Assessing Current, Emerging Skills and Talent Demand
And finally, an Update on WIA Reform and the Ready to Work Grant Opportunity
And, as a special treat, Dan DeMaio Newton, formerly from Monster.com and Houghton Mifflin Harcourt joins in to engage in a robust dialogue with Richard to discuss lessons learned and strategies going forward.
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.
Good Jobs First - understanding how tax incentives are used to create jobsColleen LaRose
What are tax incentives? How are they used to create jobs? How are they sometimes misused? All of this and more in this webinar!v See the full webinar by going to www.nereta.org and then click on the training page to purchase the webinar!
Getting your workforce system involved in a local Comprehensive Economic Deve...Colleen LaRose
This webinar can be seen in its entirety on www.nereta.org ..then click onto the training page.
Did you know that there is money available for workforce planning that does not come from the Department of Labor? IT's TRUE! The Economic Development Administration (EDA) provides workforce planning and implementation funds as part of the comprehensive economic development strategy planning process (CEDS).
The problem with CEDS planning the way it is currently done, is that most CEDS are written by economic development folks who only provide lip service to coordinating with workforce professionals in the plan, (most often providing nothing more than offer labor force statistics with little analysis of gaps, trends).
Unfortunately, most workforce development professionals don't know what CEDS planning is, even though coordination with the workforce system is a required part of CEDS planning. Therefore, workforce development professionals should not only understand the CEDS process, but inject themselves into the process...or even lead the process!
This webinar will teach you everything you need to know about CEDS:
What are the programs of the EDA?
What is an Economic Development District (EDD)
What is a CEDS?
What is a CEDS Supposed to Do?
What does a high quality CEDS have?
We are very fortunate to have two amazing speakers for this webinar!
Paul Raetsch is the Retired Regional Director of the Economic Development Administration Philadelphia Regional Office. Paul oversaw the CEDS planning for regions throughout the northeastern US going back as far as 1971! This man has a wealth of knowledge and expertise in regional planning that you will greatly benefit from!
Presenting with Paul is Mike Aube, President of the Eastern Maine Development Corporation, host of the "mobilize Eastern Maine initiative. Mike has also served as Legislative aide to Senator Mitchell, EDD Director, EDA Economic Development Representative, State Director of Rural Development, as well as Mayor of Bangor, Maine.
Executive interviews for workforce development professionalsColleen LaRose
Workforce development has not yet fully embraced the power of executive interviews. By organizing interviews with local CEO's, workforce investment boards could coordinate information that local colleges, economic develop;ment and their own business representatives are collecting by using a shared database and all asking the same questions so that logical comparisons can be made and follow-up with the employer can be planned in a logical way.
This webinar with renowned Wharton professor and author Peter Cappelli, is the first in the NERETA series "National Jobs Crisis Brainstorming sessions." This webinar was hosted by NERETA in December, 21013. This webinar unravels the mysterious "skills gap" (does one really exist?)
THIS FULL WEBINAR CAN BE VIEWED FOR FREE BY COMPLETING A BRIEF SURVEY@ bit.ly/neretasurvey1
Once the survey time period expires, the webinar may be purchased for $79.50 at www.nereta.org.
"From WIRED to What's Next: The Post Recession Partnership for Skills-Driven Economic Development” (presented by Richard Seline, architect of the DOL-ETA WIRED grants initiative)
How did the WIRED grants come to be? What impact did they make? Were there any long standing changes due to their implementation? How can we learn from the WIRED grants...and what is the next logical step? Richard Seline, architect of the WIRED grants initiatives presents this third installment of the North East Regional Employment and Training's "National Jobs Crisis Brainstorming Sessions" to discuss how we can learn from WIRED’s sparked regionalism model – and the collaborations still critical today between economic and workforce development.
This presentation and participant engagement covers:
Why and How WIRED Was Organized to Spark Collaboration
The Immediate Lessons Learned During WIRED
The Lasting Impact from WIRED and Similar Initiatives
What’s Next in the Post Recession Economy Challenging Workforce, Regionalism, and Collaboration
Tools and Techniques for Assessing Current, Emerging Skills and Talent Demand
And finally, an Update on WIA Reform and the Ready to Work Grant Opportunity
And, as a special treat, Dan DeMaio Newton, formerly from Monster.com and Houghton Mifflin Harcourt joins in to engage in a robust dialogue with Richard to discuss lessons learned and strategies going forward.
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.
Good Jobs First - understanding how tax incentives are used to create jobsColleen LaRose
What are tax incentives? How are they used to create jobs? How are they sometimes misused? All of this and more in this webinar!v See the full webinar by going to www.nereta.org and then click on the training page to purchase the webinar!
Getting your workforce system involved in a local Comprehensive Economic Deve...Colleen LaRose
This webinar can be seen in its entirety on www.nereta.org ..then click onto the training page.
Did you know that there is money available for workforce planning that does not come from the Department of Labor? IT's TRUE! The Economic Development Administration (EDA) provides workforce planning and implementation funds as part of the comprehensive economic development strategy planning process (CEDS).
The problem with CEDS planning the way it is currently done, is that most CEDS are written by economic development folks who only provide lip service to coordinating with workforce professionals in the plan, (most often providing nothing more than offer labor force statistics with little analysis of gaps, trends).
Unfortunately, most workforce development professionals don't know what CEDS planning is, even though coordination with the workforce system is a required part of CEDS planning. Therefore, workforce development professionals should not only understand the CEDS process, but inject themselves into the process...or even lead the process!
This webinar will teach you everything you need to know about CEDS:
What are the programs of the EDA?
What is an Economic Development District (EDD)
What is a CEDS?
What is a CEDS Supposed to Do?
What does a high quality CEDS have?
We are very fortunate to have two amazing speakers for this webinar!
Paul Raetsch is the Retired Regional Director of the Economic Development Administration Philadelphia Regional Office. Paul oversaw the CEDS planning for regions throughout the northeastern US going back as far as 1971! This man has a wealth of knowledge and expertise in regional planning that you will greatly benefit from!
Presenting with Paul is Mike Aube, President of the Eastern Maine Development Corporation, host of the "mobilize Eastern Maine initiative. Mike has also served as Legislative aide to Senator Mitchell, EDD Director, EDA Economic Development Representative, State Director of Rural Development, as well as Mayor of Bangor, Maine.
Executive interviews for workforce development professionalsColleen LaRose
Workforce development has not yet fully embraced the power of executive interviews. By organizing interviews with local CEO's, workforce investment boards could coordinate information that local colleges, economic develop;ment and their own business representatives are collecting by using a shared database and all asking the same questions so that logical comparisons can be made and follow-up with the employer can be planned in a logical way.
Iedc ec. dev and workforce dev collaborationColleen LaRose
The full webinar may be seen at www.nereta.org on the training page.
Collaboration between EDA's and WIB's requires a paradigm shift. Traditionally economic development organizations were charged with attracting business -typically industrial firms - while workforce development organizations played a more transactional role of training and job match-making. Their tools, strategies and resources have been vastly different from each other and sometimes even at odds. But that is now changing. Several communities have successfully brought together economic development and workforce development organizations by aligning goals and simultaneously strengthening the economic eco-system.
The driving force behind this convergence is the realization that a talented labor supply is key to the economic prosperity of the community. Site selectors report a talented workers trump all other considerations fro businesses locating to a new area. Similarly a steady stream of talented employees can help retain and expand strong industries and clusters.
Building this pipeline of workers requires input on future needs of companies from economic development as well as input from workforce development on where to find and train the workers for these future opportunities.
This webinar will highlight several regions in the country, urban and rural where they are making this work.
Why is it essential for workforce development and economic development to joi...Colleen LaRose
Why is is essential for workforce development and economic development to join forces in each region? Because they need a coordinated strategy for job creation!
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Some best practices in economic development and workforce development collabo...Colleen LaRose
Economic development and workforce development collaborate in many different ways, from developing one program or initiative together to working in new, transformative and even technological ways to assure that the skills qualifications of workers match employer's needs in their regions. This slideshare provides a cornucopia of examples from across the country that demonstrate some of the many unique ways economic development and workforce development are learning to work together. If after reviewing this, you would like some assistance in how to create a strong economic development and workforce development collaborative strategy in your region, please email colleen@nereta.org or call me at (908) 995-7718.
This powerpoint reviews why workforce development came into being and what the current role of workforce development is. To see the entire webinar, go to: https://www.youtube.com/watch?v=VOmy_y2QSgE
Commerce Committee Presentation by Matthew Nemerson on January 20, 2011Paige Rasid
Matthew Nemerson gave a presentation about 2011 Introduction of key job growth and economic development issues for the Commerce Committee on January 20, 2011.
Summit.nereta.org - April 27-29, 2016
Paul Raetsch
Northeast Region Director for the Economic Development
Administration (retired)
Paul Raetsch began his career working for the Corps of Engineers, the Baltimore Regional Planning Council, and for a member of Congress.
However, he spent most of his career with the U.S. Department of Commerce, Economic Development Administration serving his last eight years as Regional Director of the Philadelphia Regional Office. EDA has been implementing economic development programs for forty-five years. The agency has been very popular, consistently receiving strong political support from congress and local elected officials. Before becoming EDA
regional director, Paul served as the Chief of the Planning and New England Divisions. Under his leadership, the agency assisted in the development and implementation of many Comprehensive Economic Development Strategies. Technology-led initiatives, and workforce related projects in partnership with Economic Development Districts, colleges and universities, regional and local economic development organizations and non-profit development and training providers throughout the northeast United States. Paul began his career with EDA as an Economic Development Planner. From his first visit to an Economic Development District (the Mohawk Valley in New York) in 1971, when he witnessed 40 local elected officials cast aside partisan and local parochial issues to set regional economic development priorities, he has been a strong supporter of the CEDS process (At the time the process was named the Overall Economic Development Program, the OEDP). Paul retired in 2007.
After retiring from the federal service he has been busy! He developed and managed a new unique scholarship program for members of the Guard and Reserves from the Delaware Valley and served as a member of the Board of Directors of three organizations: Northeast Pennsylvania Alliance (NEPA) (an Economic Development District), Workforce Wayne, and the Lakeland Colony Corporation, a Property Owners Association. He has also worked as an adjunct Professor of Political Science and Public Administration for various colleges and universities and has volunteered as a docent for the Constitution Center in Philadelphia.
Preparing the Poor and Vulnerable for Digital Jobs: Lessons from Eight Promis...The Rockefeller Foundation
This report profiles successful demand-driven training programs from across the globe. These programs intentionally configure curriculum and other design elements to meet the needs of potential employers. Demand-driven training programs are a key pillar of our strategy for Digital Jobs Africa Initiative because they help ensure that the skills people learn are right for the job they are seeking. The report includes key lessons from the profiled models that can be used as a guide to successful demand-driven training programs.
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
the BOUNCE - Maximizing Your Career Trajectory - AICPA EDGE ConferenceTom Hood, CPA,CITP,CGMA
In a world of constant change and increasing complexity, the winners will be those who can keep their rate of learning faster than the rate of change, both as individuals and as organizations. Tom will explain why Business Learning Institute developed the “bounce” as an organizing framework to help develop a strategic and systematic approach to sustain increased and collective rate of learning. The Bounce is all about trajectory (direction), alignment & acceleration. Make sure you’re in the ballgame to win.
There is a fundamental path to success for every CPA, we call the bounce. It is the shift from mentor to mentee, from technician to leader that happens at the manager job level. It shifts the focus from task specific work to managing people and projects. This critical turning point is where BLI makes a difference. From our Leadership Academy (now being offered at the AICPA for a fifth year and in several State CPA Societies and custom Firm and Corporate programs to our portfolio of programs that develop the critical leadership competencies identified by the AICPA in their CPA Horizons 2025 Project.
The Bounce covers the career trajectory of professionals as they move from technical proficiency to managing people and projects and ultimately organizations. The bounce speaks to the change in direction from technical mastery to acquiring competencies to lead others and leading organizations. It is about velocity and trajectory as you shift direction to the need for more “success skills” as you move up n your career. The Bounce includes the latest research on competencies from the AICPA through the CPA Horizons 2025 Project and the CGMA Competency framework.
This presentation also includes survey results of the top issues facing young professionals and Tom's top tools for personal development.
For more information see our website http://www.blionline.org
A short presentation has been prepared on the changing nature of work and how India will be preparing for the same by nurturing and moulding its workforce.
Pay for Today (and Tomorrow): Compensation in the Nonprofit Sector (DC)Church Pension Group
Lately, it seems that any sentence containing the words "nonprofit" and "compensation" is related to the scrutiny of pay provided to the presidents and other top executives of organizations. However, for most nonprofit organizations, far more compensation dollars are paid to the broader, non-executive employee population. My presentation from the October 2010 Nonprofit Human Resources Conference in Washington, DC focuses on prevailing practices and emerging trends regarding compensation in the nonprofit sector, including the impact of internal and external influences.
In 2013, in response to the opportunities presented by Africa’s rapidly growing youth population and the ubiquity of information and communications technologies across the continent, The Rockefeller Foundation launched its Digital Jobs Africa initiative. The initiative aims to enable young people to access jobs by providing them with in-demand technology-related and other employability skills. Now just past its two-year mark, the Foundation is taking stock of the rich learning that has emerged from the initiative.
Teaching soft skills...Is it really possible?Colleen LaRose
See this entire webinar at www.nereta.org...then click onto the training page.
Everyone in workforce development has hear employers say of applicants and new workforce entrants:
“They don’t show up on time.
They aren’t dressed appropriately
And sometimes they don’t show up at all.”
How do we help jobseekers recognize and embrace these “work ethics” so they can become productive employees? And, once they get a job, how do we help them keep the job?
In this webinar, Joanie will define what soft skills are and how we can help workforce development customers develop their work ethic through relevant, participatory exercises that emphasize dependability in the workplace.
This webinar will:
• Teach the use of reinforcements that change behavior and build the fundamentals of responsibility and choice.
• Help you understand the importance of positive reinforcements that change behaviors.
• Teach you how to improve team building techniques in customers
• Identify educational tools that help you enhance classroom participation.
Iedc ec. dev and workforce dev collaborationColleen LaRose
The full webinar may be seen at www.nereta.org on the training page.
Collaboration between EDA's and WIB's requires a paradigm shift. Traditionally economic development organizations were charged with attracting business -typically industrial firms - while workforce development organizations played a more transactional role of training and job match-making. Their tools, strategies and resources have been vastly different from each other and sometimes even at odds. But that is now changing. Several communities have successfully brought together economic development and workforce development organizations by aligning goals and simultaneously strengthening the economic eco-system.
The driving force behind this convergence is the realization that a talented labor supply is key to the economic prosperity of the community. Site selectors report a talented workers trump all other considerations fro businesses locating to a new area. Similarly a steady stream of talented employees can help retain and expand strong industries and clusters.
Building this pipeline of workers requires input on future needs of companies from economic development as well as input from workforce development on where to find and train the workers for these future opportunities.
This webinar will highlight several regions in the country, urban and rural where they are making this work.
Why is it essential for workforce development and economic development to joi...Colleen LaRose
Why is is essential for workforce development and economic development to join forces in each region? Because they need a coordinated strategy for job creation!
Talent retention penne gabel and colleen la roseColleen LaRose
What is talent retention? Why is it important? How can the public workforce system help companies with their talent retention efforts? All this and more is covered in this webinar! The full webinar may be purchased at www/nereta/org/training
Some best practices in economic development and workforce development collabo...Colleen LaRose
Economic development and workforce development collaborate in many different ways, from developing one program or initiative together to working in new, transformative and even technological ways to assure that the skills qualifications of workers match employer's needs in their regions. This slideshare provides a cornucopia of examples from across the country that demonstrate some of the many unique ways economic development and workforce development are learning to work together. If after reviewing this, you would like some assistance in how to create a strong economic development and workforce development collaborative strategy in your region, please email colleen@nereta.org or call me at (908) 995-7718.
This powerpoint reviews why workforce development came into being and what the current role of workforce development is. To see the entire webinar, go to: https://www.youtube.com/watch?v=VOmy_y2QSgE
Commerce Committee Presentation by Matthew Nemerson on January 20, 2011Paige Rasid
Matthew Nemerson gave a presentation about 2011 Introduction of key job growth and economic development issues for the Commerce Committee on January 20, 2011.
Summit.nereta.org - April 27-29, 2016
Paul Raetsch
Northeast Region Director for the Economic Development
Administration (retired)
Paul Raetsch began his career working for the Corps of Engineers, the Baltimore Regional Planning Council, and for a member of Congress.
However, he spent most of his career with the U.S. Department of Commerce, Economic Development Administration serving his last eight years as Regional Director of the Philadelphia Regional Office. EDA has been implementing economic development programs for forty-five years. The agency has been very popular, consistently receiving strong political support from congress and local elected officials. Before becoming EDA
regional director, Paul served as the Chief of the Planning and New England Divisions. Under his leadership, the agency assisted in the development and implementation of many Comprehensive Economic Development Strategies. Technology-led initiatives, and workforce related projects in partnership with Economic Development Districts, colleges and universities, regional and local economic development organizations and non-profit development and training providers throughout the northeast United States. Paul began his career with EDA as an Economic Development Planner. From his first visit to an Economic Development District (the Mohawk Valley in New York) in 1971, when he witnessed 40 local elected officials cast aside partisan and local parochial issues to set regional economic development priorities, he has been a strong supporter of the CEDS process (At the time the process was named the Overall Economic Development Program, the OEDP). Paul retired in 2007.
After retiring from the federal service he has been busy! He developed and managed a new unique scholarship program for members of the Guard and Reserves from the Delaware Valley and served as a member of the Board of Directors of three organizations: Northeast Pennsylvania Alliance (NEPA) (an Economic Development District), Workforce Wayne, and the Lakeland Colony Corporation, a Property Owners Association. He has also worked as an adjunct Professor of Political Science and Public Administration for various colleges and universities and has volunteered as a docent for the Constitution Center in Philadelphia.
Preparing the Poor and Vulnerable for Digital Jobs: Lessons from Eight Promis...The Rockefeller Foundation
This report profiles successful demand-driven training programs from across the globe. These programs intentionally configure curriculum and other design elements to meet the needs of potential employers. Demand-driven training programs are a key pillar of our strategy for Digital Jobs Africa Initiative because they help ensure that the skills people learn are right for the job they are seeking. The report includes key lessons from the profiled models that can be used as a guide to successful demand-driven training programs.
This SlideShare provides a framework for how companies can adopt new human resources management policies and work environments which will appeal to the unique values of Generation Y. It also serves as a reminder that satisfying the unique needs of Gen Y is essential for a company to recruit and retain talented employees. Because the number of Gen Ys is almost four times the size of the number of Generation X, it is in an organization’s best interest to take heed of the implications of this study.
the BOUNCE - Maximizing Your Career Trajectory - AICPA EDGE ConferenceTom Hood, CPA,CITP,CGMA
In a world of constant change and increasing complexity, the winners will be those who can keep their rate of learning faster than the rate of change, both as individuals and as organizations. Tom will explain why Business Learning Institute developed the “bounce” as an organizing framework to help develop a strategic and systematic approach to sustain increased and collective rate of learning. The Bounce is all about trajectory (direction), alignment & acceleration. Make sure you’re in the ballgame to win.
There is a fundamental path to success for every CPA, we call the bounce. It is the shift from mentor to mentee, from technician to leader that happens at the manager job level. It shifts the focus from task specific work to managing people and projects. This critical turning point is where BLI makes a difference. From our Leadership Academy (now being offered at the AICPA for a fifth year and in several State CPA Societies and custom Firm and Corporate programs to our portfolio of programs that develop the critical leadership competencies identified by the AICPA in their CPA Horizons 2025 Project.
The Bounce covers the career trajectory of professionals as they move from technical proficiency to managing people and projects and ultimately organizations. The bounce speaks to the change in direction from technical mastery to acquiring competencies to lead others and leading organizations. It is about velocity and trajectory as you shift direction to the need for more “success skills” as you move up n your career. The Bounce includes the latest research on competencies from the AICPA through the CPA Horizons 2025 Project and the CGMA Competency framework.
This presentation also includes survey results of the top issues facing young professionals and Tom's top tools for personal development.
For more information see our website http://www.blionline.org
A short presentation has been prepared on the changing nature of work and how India will be preparing for the same by nurturing and moulding its workforce.
Pay for Today (and Tomorrow): Compensation in the Nonprofit Sector (DC)Church Pension Group
Lately, it seems that any sentence containing the words "nonprofit" and "compensation" is related to the scrutiny of pay provided to the presidents and other top executives of organizations. However, for most nonprofit organizations, far more compensation dollars are paid to the broader, non-executive employee population. My presentation from the October 2010 Nonprofit Human Resources Conference in Washington, DC focuses on prevailing practices and emerging trends regarding compensation in the nonprofit sector, including the impact of internal and external influences.
In 2013, in response to the opportunities presented by Africa’s rapidly growing youth population and the ubiquity of information and communications technologies across the continent, The Rockefeller Foundation launched its Digital Jobs Africa initiative. The initiative aims to enable young people to access jobs by providing them with in-demand technology-related and other employability skills. Now just past its two-year mark, the Foundation is taking stock of the rich learning that has emerged from the initiative.
Teaching soft skills...Is it really possible?Colleen LaRose
See this entire webinar at www.nereta.org...then click onto the training page.
Everyone in workforce development has hear employers say of applicants and new workforce entrants:
“They don’t show up on time.
They aren’t dressed appropriately
And sometimes they don’t show up at all.”
How do we help jobseekers recognize and embrace these “work ethics” so they can become productive employees? And, once they get a job, how do we help them keep the job?
In this webinar, Joanie will define what soft skills are and how we can help workforce development customers develop their work ethic through relevant, participatory exercises that emphasize dependability in the workplace.
This webinar will:
• Teach the use of reinforcements that change behavior and build the fundamentals of responsibility and choice.
• Help you understand the importance of positive reinforcements that change behaviors.
• Teach you how to improve team building techniques in customers
• Identify educational tools that help you enhance classroom participation.
Industry competency models promote an understanding of the skill sets and competencies that are essential to educate and train a globally competitive workforce.
The Competency Model Clearinghouse is sponsored by the U.S. Department of Labor and provides validated industry competency models and tools to build a custom model and career ladder/lattice for your industry. Information about it can be found at: http://www.careeronestop.org/competencymodel/
Sadly, this is not well marketed, and few workforce professionals seem to know that it even exists!
This session on the Competency Model Clearinghouse will provide an overview of the Clearinghouse and the use of its 22 industry models for Career Pathways and Sector Strategies initiatives. It will show how to use the models to define regional skill requirements, provide career guidance and exploration, support area businesses’ human resource functions, frame certification requirements, and to develop industry-driven curricula.
You do not want to miss this important webinar!
About the presenter:
Alyce Louise Bertsche is the Principal Investigator and Project Manager for the USDOL/ETA Competency Model Initiative. Alyce Louise has over 25 years of experience in the fields of education and employment and training, and is currently a consultant with JBS International in North Bethesda, MD. She has been instrumental in many initiatives to define essential skills for the workplace, including SCANS, Equipped for the Future, the National Retail Federation’s Skill Standards; and the National Skill Standards Board.
California Workforce Association- The Big Picture: Workforce & Economic Devel...Victoria Hirschberg
On Sept. 7, 2011, I offered this presentation with two of my colleagues from Thomas P. Miller and Associates, along with our strategic partner Monster. The conference was 'The Meeting of the Minds' hosted by the California Workforce Association in Monterey.
LEVERAGE: Aligning Job Placement with Job CreationKira Livingston
Leverage provides an in-depth economic analysis of the Central Arkansas Planning and Development District's six County service area. Focusing on the attributes and patterns of the workforce, it provides a forward look at Central Arkansas's most valuable resource, it's labor force. Next Leverage conducts an in-depth cluster analysis, identifying seven core sectors within the region. The heart of Leverage is the alignment of training programs to these seven core clusters, removing training programs which were previously available through WIOA funding and that are not conducive with sustainable employment in the region. The Central Arkansas Workforce Development Board adopted leverage in September of 2016, benefiting employers by developing a talent pipeline of job seekers with the skills needed for companies in the region to thrive. Leverage also benefits WIOA participants, regardless of the training program the participant chooses, they will fall within one of the seven in demand sectors. Leverage is the catalytic step towards data-driven decision making in the region.
This session will look at ways communities, regions, and their partners are working to close the skills gap and meet workforce needs of today’s residents and tomorrow’s businesses through training, education, outreach, and strategic planning. Learn about replicable strategies that your region can embrace to support employers and employees with meeting their workforce goals.
Ben Stone, Executive Director, Sonoma County Economic Development Board, Santa Rosa, CA
Navigating the Changing Economic and Demographic Realities of the 21st Century nado-web
As RDOs look to the future of their regions, there is much to consider as they develop strategies and solutions aimed at building strong, resilient, sustainable, and vibrant communities. Taking a look at new approaches to achieving these goals, this session will offer tips for avoiding miscalculated decision-making; outline questions that need to be answered before you can say you have an economic development plan; present new thoughts about strategic planning processes; and address new program approaches to job creation and workforce development.
Mark Lautman, Founding Director, Community Economics Lab, Albuquerque, NM
Session led by Ian Flatt of Camoin Associates at NYATEP 2015 (New York Association of Training & Employment Professionals)
The newly implemented WIOA legislation requires workforce development boards, and their partners, develop "data-driven" strategies that support employers and workers - but where do you get the data to create these strategies?
During this session, Ian presented a variety of FREE economic and labor market data sources. Understanding these topics as they related to your community and how it compares to regional, state, and national trends is essential to developing informed strategies to assist both job seekers and employers.
Presentation given by Steve Boese at the Aquire 2011 User Conference on May 23, 2011.
Talk focused on some of the challenges and opportunities that contingent labor, globalization, and demographic changes present to organizations.
Comes with the 100% guaranteed to work 60% of the time promise.
Coming Up: Ten challenges for workforce development. Presentation by Barb McP...Jo Kay
Businesses and workplaces are very different to how they were 10, even just 5 years ago. Critics of our national training system suggest competencies are out of date. Are they? Or, is it our approaches to learning and our understanding of what constitutes training that is now out of step with the needs we claim to address? At what point do the national VET system, workforce development needs and culture of organisational learning intersect? Siemens and Wegner, familiar to VET practitioners on the Australian conference circuit 2005-2006, promote connectivism-network learning theory, and communities of practice respectively as relevant alternatives to traditional classroom learning. In this presentation, Barb McPherson a veteran of six Australian Flexible Learning Framework initiatives since 2002 considers ten challenges to workforce development and how RMT is responding and preparing for change.
VidenDanmark holdt den 23. marts 2010 møde hos MillionBrains om åben innovation og videndeling. Sam Kondo Steffensen fra MillionBrains fortalte deltagerne fra VidenDanmark om baggrunden for MillionBrains-projektet - og om hvad idéen er med platformen. MillionBrains er rigtig åben innovation - man kan lægge Challenges ud - og alle kan melde sig ind som Brains. På sigt vil man nok være lidt kritiske ift. hvilke challenges, der kan lægges ud. MillionBrains bygger på en teknoligi - der arbejder semantisk - i stedet for søgeteknologi ønskes det modsatte - at informationen kommer til dig - på baggrund af opsamlede data.
Enabling Learning Agility in an Era of Accelerated Changearun pradhan
How do we enable a culture of continuous learning? How do we support agile, adaptive and innovative thinking when change is business as usual? And how do we future-proof ourselves in the face of the robot apocalypse? This presentation stems from my work developing Learn2LearnApp.com and serves as a primer in developing learning agility for individuals and organisations.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Future of work employability and digital skills march 2021Future Agenda
The Future of Work, Employability and Digital Skills
This interim summary identifies 50 key insights for the next decade on this critical topic. These open foresight findings are based on the results of 20 workshops and 150 interviews with over 400 informed experts from across academia, business and government conduced in the last 12 months. These were primarily across Europe, but also include views from US and SE Asia.
The varied discussions identified multiple key shifts that expected to have greatest impact over the next decade. The top 3 of these are seen as pivotal for society, for government, for employers and for future workers.
Building Digital Skills
Reinventing Roles
Developing Soft Skills
To build a richer, deeper view, we would very much welcome your feedback – especially on which shifts may deliver most benefit in the next ten years, and what is missing that ought to be included in the mix.
Successful collaborations for non profit organizationsMyoung526
Today it's critical for non-profits to see their way to collaboration as a tool to reduce expenses and increase revenue. It's also a way to encourage support from foundations who are looking at innovative ways to think about doing business. Successful non-profit collaborations help with establishing an authentic relationship and handling the challenges.
Successful collaborations for non profit organizationsMyoung526
Non-profits need to start collaborating. Solid collaborations reduce expenses, expand services and revenue and build stronger constituencies. But there are pitfalls! Find out what makes collaborations a success and what to look out for.
It is important to understand politically what policies are enacted to support welath hoarding such as extreme CEO salaries. This chart helps to define which political party encourages wealth hoarding.
Presentation for League of Women Voters of Central, PA (10/17/17)Colleen LaRose
Looking forward to speaking to the League of Women Voters in Central, PA on Tuesday October 17th from noon to 1pm at La Primavera restaurant in Lewisburg, PA
I will also be on the radio in the morning on radio station WKOK at 7:10am and 7:40am If you are in the region...stop by or listen!
This presentation is the start of a national dialogue on the US economy....why the economy is in the mess it is in and what we can do on the local/regional level to impact the national economy.
If you would like me to help you start this important dialogue in your region, contact me at colleen@nereta.org
Nelse Grundvig is a genius when it comes to understanding Labor Market Information and Career Pathways. He took us through a detailed analysis of the technology industry and the jobs in it.
Kevin Hively of Ninigrit Partners wowed us with his presentation about the state of the technology workforce in America! Everyone wants to be the "Silicon Valley" of their region...but does it make sense?
The cccco transforming wfd in california NERETA Job Creation SummitColleen LaRose
Jeffrey Forrest explains how California is transforming workforce development by "Doing What Matters" through the community colleges and Career and Technical Education (CTE) initiatives.
Jobenomics nereta job creation summit presentation 14 june 2017Colleen LaRose
Chuck Vollmer has a huge vision for how to change urban economics into vibrant work environments. Jobenomics is an exciting opportunity for workforce and economic development professionals to try something truly revolutionary...if they are willing to collaborate!
JFF - Future of Work - NERETA Job Creation Summit -6/17Colleen LaRose
Mary Wright from Jobs for the Future explains how the world of work is changing, who is winning and who is losing.... Most importantly what we must do to make the world more fair.
PA Dept. of Labor and Industry - Collaborating with Economic DevelopmentColleen LaRose
Eileen Cipriani, Deputy Secretary for Workforce Development for the PA Dept. of Labor and Industry explains how Pennsylvania is working toward a more collaborative economic development strategy by bringing together workforce development and economic development.
Ken Okrepkie from the Ben Franklin Tech Partnership explains how BFTP and a program called TEC Bridge are helping to advance the economy in Pennsylvania
Paul Raetsch retired north east regional director of the Economic Development Administration explains what a Comprehensive Economic Development Strategy Planning effort entails.
Certifications/credentials – which ones matter to manufacturing employers? Brian Lee – Metrix Learning
There are so many credentials in the marketplace...and increasingly, there are short term certifications. There are a multitude of certification providers. So how do you know which ones are truly valuable in the employment marketplace? Metrix learning is becoming a one stop shop for nearly every kind of certification you can think of! Their unique collaboration with multiple large certification providers such as skillsoft, certiport, Medcom trainex, Kenexa and more has produced a wonderful format for developing targeted career pathways.
Brian Lee – New York CEO, Metrix Learning
New York Wired for Education, LLC (New York Wired), founded in 1991, was originally established to provide state and local governments, not-for-profits agencies, and corporations with innovative and affordable training programs and technology solutions. New York Wired is now the only eTraining company solely focused on the needs of the public workforce training and development market. Using a combination of eLearning technology, instructor-led training and custom development, New York Wired has provided training programs to more than 50,000 adult learners in
over 15 states. In 2008, New York Wired introduced Metrix Learning, its Web-based learning management system (LMS). Metrix was designed to meet the current and emerging training service delivery needs of Workforce Investment Boards (WIBs) and their customers (unemployed, under-employed and dislocated workers) that require new skills, enhanced skills, and certification training programs to prepare them for new employment opportunities.
Brian is the CEO of Metrix Learning and has been with New York Wired for Education for fourteen years. Prior to working with New York Wired for Education, Brian worked as the Director of State Technologies, Inc. and in Executive and Government sales for Xerox.
Nereta Summit presentation David Palmer - WINColleen LaRose
David Palmer, Director of Business Partnerships at the Workforce Intelligence Network (WIN) for Southeast Michigan
David’s work is focused on supporting WIN’s occupational cluster strategy in
Southeast Michigan for the areas of Advanced Manufacturing, Green Mobility, and
Information Technology. He supports the convening and facilitation of Opportunity Detroit Tech, MAGMA, and ExpereinceIT Detroit. He also acts as lead staff for the region’s Investing in Manufacturing Communities Partnership federal designation via the Department of Commerce. Advance Michigan governs this partnership and has helped bring over $30 million in federal investments to partner organizations in our region since June of 2014. Mr. Palmer is a member of the National Association of Realtors, the Society for Human Resource Management, and the American Society
for Public Administration. He is passionate about the place where workforce development, meets economic development and real estate re-development. He is engaged in volunteer work across the region and has served on the boards of directors of nonprofits in Washtenaw and Wayne County. Prior to joining WIN, Mr. Palmer was a full time Realtor. Before that managed successful small businesses in Washtenaw County for over a decade, including North America operations for software company, based in Germany, specializing in systems integration for flow dynamics researchers. Mr. Palmer is an alumni of the Michigan Political Leadership Program and Leadership Detroit. He has been designated a Certified Nonprofit Professional by the
Nonprofit Leadership Alliance. David has earned a Bachelor of Science in Political Science, a Graduate Certificate in Nonprofit Management and Master of Public Administration degree, each from Eastern Michigan University.
This slideshare was the catalyst behind the upcoming conference November 18-20 in Clinton, NJ ...for information about the conference go to: summit.nereta.org
Many people enjoyed the Linked In article "TEN Ways College Career Counselors Should Be Changing Due to WIOA." Well, to understand that fully, it helps to understand where WIOA comes from and why these changes are necessary. This slideshare, originally presented for Intern Bridge for their online conference in July 2015, will give you more context around that article.
Attend the Summit November 18-20 in Clinton, NJ to Develop Productive Industry Partnerships in Manufacturing!
The purpose of the Summit (and post-conference course) is to assist local higher education, workforce development and economic development professionals in aligning their strategies to:
create a collaborative, supportive environment for manufacturing employers
improve local workforce capabilities, especially for manufacturing employment opportunities
boost a competitive advantage for their region.
WIOA and what it means to economic developmentColleen LaRose
The Workforce Innovation and Opportunity Act (WIOA) legislation presents a unique opportunity for workforce development to collaborate actively with economic development. To see the entire webinar, go to:https://www.youtube.com/watch?v=k613ZOI6zJE
The disconnect between education and workforce developmentColleen LaRose
This webinar explains why education does not prepare people for work...and why, therefore, workforce development programming exists. To view the webinar in its entirety, go to:https://www.youtube.com/watch?v=gXhroAbeHiY
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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.
[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
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Attending a job Interview for B1 and B2 Englsih learners
The Future of the Workforce
1. The Future of the Workforce
Colleen LaRose
North East Regional
Employment and Training Association
2. Situation, Task, Action, Response
Situation
Value of the workforce
“New economy” market adaptations
Task
System responses needed
Action
Adopting new roles and responsibilities
Response
Evaluate and share!
Collaboration is the Key!
3. Workforce Quality is now the
#1 Reason for Business Investments
Workforce quality is the number one reason that
businesses now choose their location…surpassing tax
incentives, low cost of business, transportation, and even
quality of life!
4. How much is the Workforce Worth?
$ Total cash in the world is about 45 T
$ Total assets in the world about 500T(not including human capital)
$ Net US wealth – + = 58T
US debt is over 16T (rising at about 1 million per minute) – ¼ of all US physical assets.
+ +
= 118T
The real wealth of nations, The Economist, June 30, 2012
5. What is “A Quality Workforce?”
Education - average years of schooling
Skills - the wage workers can command
Health - number of years of expected work
before employees retire/die
Engagement – company’s success/drives performance
Only 9% of employees are engaged when no focus on strengths
Engagement soars 73% when focus on the strengths
Strengths based Leadership – Rath and Conchie
6. The “New” Economy
Communities of the Future –Rick Smyre
Three economies converging…
Industrial, Knowledge, Creative Molecular
What is Creative Molecular?
Demonstrates biological/organic principles
Free flowing networks and ecosystems
Adaptable, open structures
More people involved
Not rigid physics industrial economy principles
7. Not Enough Jobs!
Only 3.5 million jobs now available in US
12 million people actively on unemployment
at least another 10 million “invisible” unemployed
Where are the jobs???
Who are we training and for what?
What will human capital needs look like next year?
Five years from now?
8. How is the Workforce Evolving?
TIBOT
1. Technology as a game changer
2. Innovation, foresight and entrepreneurship driven
3. Building of networks and connecting as needed - Global and ‘Flattened’
connections through social media - and co-op - not hierarchical
4. Organic financing
5. Talent – “Just in time”/temporary, skills/strengths based
9. Technology as a Game Changer!
Change is the new way of life
Rise of the Leveling of the playing field - more egalitarian
machines More independence
(technology, robots, Higher expectations
self-checkout, etc) More adaptable, more virtual
More efficient and effective
More current
More collaboration –Less silos
More transparency
Need for more STEM workers
Less need for labor
Knowledge less valued
Less training
FEWER JOBS!
10. Innovation, Foresight and
Entrepreneurship Driven
Innovation
Adapting quickly
Innovation is driving wealth
Need “Creative Confidence” – help recognizing new opportunities, align with education
Foresight
“Future Focus”
More social consciousness
Need Succession/transfer knowledge planning (teacher mentoring, ojt, apprenticeship/internship)
Entrepreneurship
Growth of entrepreneurship (esp women)
Less “safety nets” - more fear
Need support for independent contractors, entrepreneurship and small business
11. Building of Networks and Connecting as Needed
Global and ‘Flattened’ Connections Through Social Media
Social Media
Listening/building relationships
Accelerated communication
Efficient, transparent, business insights
More Inclusive (more people, more ideas)
No time constraints
Greater collaboration
Global
Global communications capacity More global work
Glocal Opportunities to be local, globally
Flattened
Breaking through gatekeepers Direct to source
More egalitarian Co-op – Not Hierarchical
12. Organic Financing
Accessing capital in new ways that embrace the changing economy
Crowd funding
DPO’s
Microloans
Local economies
New Union opportunities?
13. Talent
Job Shortage? Or Jobs Shortened?
“Gigging” “Just in Time”/Temporary”
(1099 employees - new entrepreneurs – “TEMPFOLIO”)
Less company loyalty, less expectation of long term employment
Some employers illegally avoid paying wage taxes by hiring “temps”.
Not everyone is entrepreneurial
No health ins, ui, tuition, 401K, no dependable income (less likely to make large purchases)
Less incumbent worker training
Skills Gap? Skills and Strengths-based (autonomy, mastery, purpose)
Talent “pipeline” – need supply chain mentality - align with education
Selling discrete skills – not whole package (soft skills as important?)
Fewer employees – need broader skill set
Growth in distance/independent learning (Khan Academy)
Community Colleges - larger role in business support/short-term training
More independent and socially conscious – use strengths in new ways
14. Applying What We Now Know
to Who We Are….
T - Technology is the game changer
I - Innovation, foresight, entrepreneurship
B - Building of Networks – Social, Global and Flattened
O- Organic Financing
T- Talent
How do these trends impact on public policy and
public administration?
15. Comparison
Workforce Development Economic Development
1. Job Development (who has jobs?) 1. Job Creation (work w/ business to make
jobs)
2. Collaborative
2. Compete locally/regionally
3. Federally funded (with rules)
3. Locally and state funded (few, if any rules)
4. Attempts to be a system 4. Not a system
5. Employer services related to acquiring 5. Business recruitment/retention services
employees (job postings, such as Tax Incentives, Location Hunting
screening, OJT, etc) 6. Infrastructure/transportation support
6. Jobseeker services (Eligibility/Resumes) 7. Business development support
7, Coordination of education providers 8. Community Development support
8. Youth Support 9. Bottom-Line $$$
9. Coordination of social services supports 10. Quality of Life (eg. Parks)
10. Holistic support system
16. Solutions –
Adapting to the New Economy
AS IS Could Be
Economic
Development
Business Government
Business Economic Government
Development
Workforce
Workforce Development
Development
Education Education
17. Collaborating Does Work!
Examples:
Joint CEDS Planning - Arlington/Alexandria, VA –
Across State Lines! – Oh Penn
WIB’s as economic development decision-makers- Eastern Maine
Opportunities:
CEDS, WIRED, Cluster Studies, Sector Studies
18. Can Economic Development and
Workforce Development Align?
1) Local economic/workforce. SWOT
2) Impact of broader regional economy.
3) Ed and wd vision and goals. Goal attainment.
4) Policies? Regulatory environment.
5) Ed and wd communications? – Stakeholders/partner communications.
6) Needs of your local business community.
7) Support start-ups, growth and expansion of local businesses.
8) Ed and wd pr/messaging.
Inspired by a report from National League of Cities and IEDC:
The Role of Local Elected Officials in Economic Development. 10 things you should know.
19. Effectiveness in Achieving Local Goals
Synchronist Business Information Systems – Eric Canada
Addresses employer needs
Aligns workforce development and economic development
Satisfaction with the community?
Value to the community?
ROI? Growth potential?
Risk of leaving/downsizing?
What’s the problem?
How can we help?
20. Which Businesses Need and Deserve Help?
Plot companies, using data in meaningful ways.
High Growth, Low Value High Growth and High Value
G Often at greatest risk
Startups Problems usually around workforce
R High ROI
O
W
Low Value, Low Growth High Value, Low Growth
T
Retraining for other Examples: Mold makers,
H opportunities Insurance Industry
V A L U E
21. Improved Systems Communication Using
Online Technologies
Fix #1 - Local online forums
• Collaborate on training and funding (grants coordination)
• Share best practices and advocacy efforts
• Stay current on news/legislation and employer needs
• Easier employer partnering with system partners (community colleges, K-12, One
Stop Career Centers, etc)
• Easier communications makes it more attractive for companies looking to locate
in that region (National branding of One Stops)
22. Improved Systems Communication Using
Online Technologies (cont.)
Fix #2 - Customer Resource Management Tool
(crm)
Jobseekers getting “matched “ with education and employment opportunities
Information shared in database with Strategic decisions made to fulfill
workforce staff (case mgrs, wib, etc) employer’s needs
Start
Employer outreach (ED, BSR) Jobseekers trained to address
Evaluate workforce needs employer’s needs
Trainees placed in jobs
23. A Day in the Life of a WIB Director
DEAR WIB DIRECTOR: Please fix these issues!
Low Literacy Levels
Employers Mental Health
Help! Laziness/poor work ethic
State WIB Computer illiteracy
Youth employment needs
Local WIB Older worker employment needs
Veterans employment needs
Offender employment needs
State DOL Person’s w/disabilities employment needs
Everybody else’s employment needs
Transportation /child care needs
Job seekers Articulation between schools
Staff/Contractors Partners We will have more for you to
fix tomorrow.
24. More Goal Setting Challenges
WIB Federal constraints
Dynamic Environment
Forecasting is an inexact science
Conflicting priorities (Globalization/Buy American)
Economic Gardening vs. Recruitment
Infrastructure support/growth vs. tax base
(new schools, new neighborhoods, more traffic, etc)
Business vs. environmental/quality of life
Business profits vs. sustainable wages and humanity
25% of jobs in the US pay below the poverty line
(less than $23,000 yr for family of 4)
50% of the jobs in the US
pay less than $34,000 a year
From Economic Policy Institute
25. Who “Creates” Jobs?
What does job creation mean? Entrepreneurship? Innovation? Start-ups?
Collateral growth? Growing companies? Importing companies?
Who is responsible?
Economic development? Politicians? Business? Education?
Is there a role for workforce development in JOB CREATION?
New paradigm of “work?”
Seeding/training entrepreneurs?
Helping companies recognize expansion opportunities?
Providing HR support/onboarding?
Providing workforce management?
(change management, org. dev., team training, etc.)
Liaison to economic development and funders?
26. Role of Government for
Job Creation
Private Sector Creates Jobs
Traditional:
Funding for infrastructure
Policy incentives for job creation, Tax relief to small businesses
Business recruitment and support.
Government provides clear expectations (fair, consistent rules enforced for all)
Targeted funding initiatives to create current/real job skills development training
programs
Modern:
Review of laws that may be thwarting growth
“With” the public…not “for” the public…
Start-up resources, services, funding, information (Jobs Act, selling to government)
Align economic development with workforce development and education
Share what is working!
Investment in risk
Public works program? (communication/ energy)
27. Where is the Potential
for Job Creation?
75% of businesses in the US have no employees….
52% of all small businesses are home based
Small business employs half of all private sector employees
Stage 2 businesses (10-99 employees) are the major
employers! Small business created 90% of all new jobs.
Glocalism
28. Opportunities to Provide Support
in Business Growth and Talent Management
Liaison to Other Resources
New financing models (crowd funding, direct public offerings, micro-loans)
SBDC, SCORE, Incubators, Accelerators, Co-op shops, Maker shops
Intellectual Capital
Workforce Management tools
Management Analysis
Opportunity Identification, Value Innovation, Overcome Challenges
Ongoing Support/Mentoring
Employing modern methodologies/technologies
Online Research and Marketing
Cyber security
Green Technologies
Economic gardening
29. Benefits of an Evolved Workforce
Teams all working at strengths
Time of great change/great opportunity
New avenues of service and engagement
Collective vision for potential
30. Next Steps
1. Help your local WIB Director prioritize job creation strategies –
a) Joint CEDS planning with WIB Director
b) Joint industry sector and industry cluster studies
c) Support for entrepreneurs? Company expansion opportunities?
(HR support, workforce management)
2) Establish a shared customer resource management tool (crm)
3) Establish a local online forum for educators, ed, wd and employers
4) Strategize how to help “independent contractors, entrepreneurs and small business
a) co-op space
b) crowdfunding
c) support – (economic gardening, mentoring, resources)
5) Evaluate and share! Join NERETA on Linked In! (Linkd.in/neretaorg)
32. Situation, Task, Action, Response
Now that you know the situation and the tasks needed…
What specific actions will you take?
What response do you anticipate locally?
Will you share your challenges/successes globally?
33. Contact
Colleen LaRose
President and CEO
North East Regional Employment and Training Association
P: (908) 995-7718
E: Colleen@nereta.org
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