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HVRP & The 21 st Century Workforce: Diversity & Opportunity

HVRP & The 21 st Century Workforce: Diversity & Opportunity. Roger Shelley Teleconference Session December 15 & 16, 2009. Workforce Profile. People will be generally and specifically trained Organizations, and therefore employees, will be nimble and flexible

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HVRP & The 21 st Century Workforce: Diversity & Opportunity

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  1. HVRP &The 21st Century Workforce:Diversity & Opportunity Roger Shelley Teleconference Session December 15 & 16, 2009

  2. Workforce Profile • People will be generally and specifically trained • Organizations, and therefore employees, will be nimble and flexible • Employees will be asked to be more results oriented/able to supply added value

  3. Workforce Profile:Training Priorities • #1: The ability to read, write and listen • #2: The ability to think • #3: The ability to think critically and problem-solve • #4: The ability to take individual responsibility to work as a team member • #5: Knowledge about a specific job

  4. Workforce Profile:Diversity • In order for businesses to maximize resources and revenue, they must employ people from a variety of backgrounds • #1: For problem-solving by accessing a variety of viewpoints from committed staff members • #2: For expanding their markets through staff knowledge of multiple customer groups

  5. Workforce Profile:Off-site Employees • Adapting communications methods • Defining work in terms of task or project completion, rather than “core function” • Defining the customer in terms of people utilizing the employee’s resources, including fellow staff members

  6. Questions

  7. Labor Markets vs. Customized Employment • Customized employment fits with the 21st century employment profile because: • #1: Builds off the personal strengths. values, and experience of the person • #2: Introduces the importance in listening to the employer as the guidepost to work rather than preparing the applicant to recite non-essential experiences and virtues

  8. Labor Markets vs. Customized Employment • Allows the applicant to show how he/she can add value to the employer: • #1: Solving employer-based problems • #2: Exhibiting diversity-based attitudes • #3: Showing understanding of project-based, rather task-based work

  9. What’s Our Place?The Function of the Employment Consultant • To provide an environment where the employment seeker can identify basic employment values and skills • To disseminate information, establish relationships with business community members, and allow job seekers to develop “soft skills” and problem solving skills in a professional environment

  10. Regarding Job Seeker Training for 21st Century Employment • Minimize off-site, non-paid, formal training • Strive to develop paid work experiences, On-the-Job Training opportunities, and/or paid training internships as a balance to other training venues • Develop resource ownership opportunities for the person as the training progresses

  11. Are We Up to the Challenge? • Training people to think like contractors and not “employees” • Assisting people in applying their skills and abilities to jobs that might change signifigantly as markets and products change • Supplying employees to smaller, more nimble businesses that are constantly looking for new opportunities to expand markets and explore new revenue stream

  12. Questions

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