NJ BLN/DiscoverAbility NJ Projects
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The document discusses a partnership between the NJCC Foundation and the NJBLN (New Jersey Business Leadership Network) to promote the employment of people with disabilities. Key points include: 1) The NJBLN aims to address the business case for hiring people with disabilities and promote positive employment outcomes. 2) Activities of the partnership include promoting the Disability Supplier Diversity Program credential, recognizing businesses that support people with disabilities through the "Disabilities At Work" program, and addressing skills gaps among people with disabilities. 3) There is a perceived incongruity between job skills and qualifications among people with disabilities that the partnership aims to address through education and outreach.
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Chapter TenSocial Responsibility Legal Issues
Chapter
Ten
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Objectives
After reading this chapter, you should be able to
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2. Discuss the potential legal issues that relate to training.
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Techtonic Group, an IT firm in Boulder, Colorado, struggled to fill software development positions because of the lack of individuals with the available skills. Techtonic relied on offshoring app development work to Armenia but found that time zone and language differences and rising salaries made continuing these arrangements difficult and costly. Techtonic saw this as an opportunity to try and build a pipeline of local diverse talent. Techtonic Group created Techtonic Academy to give women, veterans, high school and college dropouts, and at-risk youth who have been historically excluded from technology careers the opportunity to develop skills needed for software development jobs. The company works with Denver and Boulder county workforce agencies to identify applicants. There are over 400 applicants for 15 openings in the program, which runs several times each year. Applicants have to successfully demonstrate that they have the ability to understand fundamental basic software concepts. For applicants who have no software experience, the company offers three online courses prior to their technical screening to help them be ...
Outreach & Recruitment Guide for One-Stops and Community Orgs
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KGWI: What Talent Wants - Life Sciences
Life Sciences professionals use a variety of channels to research job opportunities, including online job boards, company websites, recruitment firms, and word of mouth. They are active participants in online talent communities, which they use to connect with companies, access jobs and skills development resources. While satisfied with career development opportunities, Life Sciences workers intend to change employers in the next year and are not confident about long-term career prospects with their current employers. To attract and retain top talent, employers should focus on offering competitive compensation, a collaborative work environment, strong onboarding and career development programs, and engagement through multiple digital channels.
Chapter TenSocial Responsibility Legal Issues, Managing
Chapter Ten
Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges
Objectives
After reading this chapter, you should be able to
Discuss the role of training partnerships in developing skills and contributing to local communities.
Discuss the potential legal issues that relate to training.
Develop a program for effectively managing diversity.
Design a program for preparing employees for cross-cultural assignments.
Discuss the importance of career paths and dual career paths for employees and companies.
Develop policies to help employees achieve work-life balance.
Describe how companies are helping veterans develop skills and find employment.
Explain the value of phased retirement programs for older employees.
Training Partnerships Pay Off in Skills and Jobs
Companies, job seekers, and federal and local governments are hoping that training programs can help develop the workforce with the skills necessary for today’s jobs. Central Iowa Works (CIW) is a partnership between employers and workers, public and private funding, and relevant community partners. The purpose of CIW is to close the skills gap from both the employer’s and the job seeker’s perspective. For employers, CIW helps them to recruit and hire qualified workers for jobs in central Iowa. Job seekers get trained and hired for real jobs with opportunities for career advancement. CIW works in partnerships with energy and financial services companies to provide apprenticeship programs. After participating in classroom training and paid work experiences that are part of the apprenticeship programs (sometimes called “earn as you learn”), employees have the skills they need for
page 457
entry-level jobs. Companies benefit by finding better trained employees who are likely to be motivated and reducing turnover.
Techtonic Group, an IT firm in Boulder, Colorado, struggled to fill software development positions because of the lack of individuals with the available skills. Techtonic relied on offshoring app development work to Armenia but found that time zone and language differences and rising salaries made continuing these arrangements difficult and costly. Techtonic saw this as an opportunity to try and build a pipeline of local diverse talent. Techtonic Group created Techtonic Academy to give women, veterans, high school and college dropouts, and at-risk youth who have been historically excluded from technology careers the opportunity to develop skills needed for software development jobs. The company works with Denver and Boulder county workforce agencies to identify applicants. There are over 400 applicants for 15 openings in the program, which runs several times each year. Applicants have to successfully demonstrate that they have the ability to understand fundamental basic software concepts. For applicants who have no software experience, the company offers three online courses prior to their technical screening to help them become familiar with software skills. ...
KGWI 2014 What Talent Wants - Natural Resources
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Mobility of Persons with Developmental Disabilities - Class of 2005-06 LDA Co...
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This document summarizes a plan to create a transportation training program for people with developmental disabilities in Rock County, Wisconsin. It notes that approximately 2-3% of the county population have disabilities, but many live independently. The goal is to help the 122 clients of KANDU Industries who rely on agency transportation to gain skills to use public transportation. A five-step plan is outlined: 1) Create a classroom and hands-on training program, 2) Obtain funding and volunteers to implement it, 3) Select appropriate candidates, 4) Provide the training, 5) Evaluate the results and refine the program. The hope is that participants will gain greater independence and KANDU can reallocate transportation funds to help more people.Baetsen- The Workforce Dilemma
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Region4 partner presentation
The document summarizes services provided by Workforce Solutions Career Offices across 13 counties in the Gulf Coast region. It details the role of disability navigators in ensuring customers with disabilities can access all career office services. Career offices provide 3 tiers of services - basic, expanded, and training services - to help individuals obtain employment. The offices partner with other agencies and have accessible facilities and technologies to assist job seekers with disabilities. Over 31,000 individuals and employers utilized Workforce Solutions services in 2010. The document provides information on getting started with career office services and resources.
Inception
The document discusses various ways to boost skills and employability for youth. It recommends developing time management, customer service, professionalism, conflict resolution and practical job skills. It also suggests advancing education through training, mentoring and professional development. Organizational skills and participating in long-range planning can also help youth career advancement. Effective youth employment programs focus on developing skills needed for jobs and providing services like vocational training, career exploration and residential programs for disadvantaged youth. Programs should continuously improve and document skills gained by participants.
Greater together barriers and feedback
This document discusses barriers to apprenticeships in the North East and Yorkshire and Humber regions of England and ideas for overcoming them. The key themes discussed are growing apprenticeships through effective employer engagement, sharing best practices, and overcoming barriers through collaboration. Specific barriers mentioned include a lack of career guidance in schools, low apprenticeship pay rates, and employers not being prepared to release apprentices for training. Suggested solutions focus on flexible training, improved marketing, clarifying subcontracting processes, and working with partners across different sectors.
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National Organization on Disability and the Bridges to Business Program
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Disability Disclosure in Job Search
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Introduction to Social Media for Boggs Center
This document discusses how social media and web-based technologies can be used for job searching and vocational development. It provides statistics on employer use of social media for hiring and reviews common tools like LinkedIn, blogs, Twitter, multimedia sharing sites, and Google apps. These tools can help with networking, researching companies and jobs, tracking opportunities, and creating an online presence. Specific strategies are outlined for using social media to support job searches and customer service.
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The document discusses using LinkedIn for job searching and professional branding. It provides an overview of how employers find applicants, with referrals and company websites being top sources. The presentation then covers setting up a LinkedIn profile, networking features, and tools for branding and finding job leads. Attendees are encouraged to complete their profiles, build their networks through groups, and search for contacts at target companies.
CESSI/Employment Network Training Slides
The document discusses the EN TASC program and Partnership Plus model for serving Ticket to Work beneficiaries. It provides 3 key benefits:
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The document summarizes a webinar presentation about using labor market information (LMI) for career decision making and job searches for people with disabilities. It discusses key LMI data sources like O*NET and BLS data on occupations and industries. Tools discussed include America's Career Info Network, Living Wage Calculator, and sources like the Riley Guide. Recent NJ reports on in-demand industries and a new tool called Real Time Jobs in Demand are also summarized. The presentation provides an overview of analyzing LMI to help people with disabilities make effective career choices and find current job openings.
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