Are our Career Pathways already out-of-date? Do workers and employers need a Careers "Waze" ?
Submitted by David J. Rosen on May 21, 2019 - 11:41am
- 367 Views
- 0 Likes
- 8 Comments
Integrating Technology, Program Management and Career Pathways colleagues,
I found this Wall Street Journal article, Why Companies Are Failing at Reskilling" quite thought-provoking. I hope you will too. Incidentally, it includes some fascinating career pathway illustrations for retail sales associates, assembly machine operators, laborers/warehouse workers, help desk technicians/analysts, and data entry clerks.
If you read the article, how do you see that adult basic skills programs could help employers and workers to address these problems? Could adult basic skills programs provide workplace basic skills training, leading to badges or certificates, as part of a workplace re-training effort? Could an adult basic skills assessment organization identify the digital literacy competencies needed for online learning and virtual reality learning and training, and develop company-contextualized assessments that would help workers build their own career pathways to significantly better jobs and wages? What else strikes you as a possible role for workplace basic skills programs, and workforce preparation programs? Do you think a "Careers Waze" would be useful to your students or "learner/workers" ? If so, would this be a good XPRIZE competition?
Here are some teasers from the article:
"In a tight labor market, employers from Amazon to JPMorgan are trying to get better at retraining the workers they have. 'We need a Waze for your career,’ says one labor expert." (Note: Waze is an up-to-the-minute traffic navigation -- maps and directions -- smartphone app)
"Instead of teaching new skills to their current workers, employers often choose the disruption and high costs of layoffs or buyouts. Why? Sometimes the required skills aren’t easily taught to existing employees, experts say. It’s also often because companies have only a hazy sense of what their internal talent is capable of, and migrating large numbers of employees into new positions requires time, money and commitment."
"Employers are still trying to master the challenge of mapping the skills of their current workers, identifying the skills required of their future workforce and filling the gaps between the two. By the time many companies figure out exactly who they need, it’s often too late to invest the necessary time and money into retraining."
"JPMorgan, which has 250,000 employees, is rolling out a platform called 'skills passport.' The project so far has been deployed in the bank’s IT department, and it will soon be tested with employees in operations roles. Workers use it to take assessments to measure their current skills, and view career options and a curated list of activities and training they can take, said Jennie Sparandara, head of workforce initiatives."
"At AT&T Inc., 180,000 employees so far have participated in its Future Ready program. Workers can assess their skills, then pursue short-term badges, nanodegrees taking up to a year to complete, or master’s degrees in fields like computer science and data science offered in partnership with institutions such as the Georgia Institute of Technology and the University of Notre Dame. Most classes and credentials are paid for by the company, but workers do the coursework primarily on their own time."
"A White House report last year showed that nearly all spending, public and private, on education and training occurs before a person turns 25—essentially while they’re in formal school. The U.S. ranked second-to-last among 29 developed nations in terms of taxpayer-funded training investment, according to the Organization for Economic Cooperation and Development, and has shown little appetite for experimentation."
" 'Many countries we compete with see continual worker retraining as part of their economic strategy. The way we’ve traditionally treated education in this country is the government is responsible for your education until age 18, and after that it’s more of a private matter,' said Andy Van Kleunen, chief executive of the National Skills Coalition, which advocates for better job training."
David J. Rosen, Moderator
LINCS CoP Integrating Technology and Program Management groups