When it comes to interpreting data around their own workplace skills shortages, many organizations seem to have a blind spot. Even in 2019 companies of every size are ignoring all the indicators telling that they have an urgent need for ongoing training.
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To maximize efficiencies and optimize upskilling programs, it’s critical that human resources (HR) and learning and development (L&D) collaborate well. To that aim, here are five strategies leaders can use to collaborate effectively.
D2L announced an initiative called Skills Connection. As part of the initiative, D2L will offer a comprehensive set of tools and services for businesses and schools to help organizations close the skills gap, increase retention and better attract talent.
As the skills employees need to support business operations are evolving in the digital economy, nearly all industries are impacted by skills gaps. The skills gap is especially present in health care industry.
Apprenticeships are simultaneously experiencing a major resurgence and undergoing a serious makeover. With effective apprenticeship programs, organizations can close the deepening skills divide while promoting social equity.
Technology is fantastic, making advances with earth-shattering speed that help us achieve more, connect with each other and do things that a mere decade ago we wouldn’t have believed possible. Technology doesn’t exist in a vacuum, though.
The skills gap has been a threat to organizations for several years. It started the moment someone coined the term “millennial” and realized this group would enter the workforce as the boomers left.
When it comes to work-ready skills, no one — not employers, not universities and not employees — is satisfied.
The growing skills gap is a problem that affects everyone. The good news is that there are actions employers can take now to begin moving the needle, including investing in modern learning programs to forge stronger skills.
If it is apparent that there is a skills gap within the company, business leaders and managers are responsible for examining whether it is due to the work environment, employee behavior or leadership and then taking the correct measures to close it.