Workforce Readiness Core Leadership Area 

 

Workforce-readiness activities at SHRM continue to stay as hot as the temperature outside.

Workforce readiness is a macro-level issue that is as multi-faceted as it is relevant. Keep in mind that there are usually two primary target groups involved in workforce readiness (in addition to available individuals with disabilities, welfare to work, qualified, highly-skilled immigrants, and those displaced due to changing skill needs). Those groups are "younger" workers and "older" workers, and SHRM has been active on both fronts.

It may be intuitive that preparing today's students for tomorrow's working world is a cornerstone of workforce readiness. To try to identify the preparedness challenges facing future workers, many of you may know that SHRM and The Conference Board, Corporate Voices for Working Families, and The Partnership for 21st Century Skills released a report titled Are They Really Ready to Work? in October 2006. This much-heralded report revealed corporate concerns about the readiness deficiencies among today's workforce entrants. Business executives and HR professionals described that recent graduates of high school, technical school and college are struggling with basic skills necessary for employment success, including professionalism, critical thinking and reading comprehension.

In the months following the report, SHRM and the other associations did not sit on their hands waiting for others to find solutions. They recently hosted about 200 HR professionals, business leaders, association and foundation executives and teachers for a Stakeholders' Strategy meeting in Washington, D.C., June 26-27, to openly discuss the report's findings and ways the business community can improve young people's professional standing. Meeting attendees pulled no punches in recognizing problems in the educational system and missed opportunities for business and community involvement.

Importantly, more than a smart brainstorming forum, the Stakeholders' meeting is a prelude to an exciting event to be held on Sept. 20 in Washington D.C., called the CEO Summit. At this event, chief executives from Marriott Hotels, Dow Corning, the Mott Foundation and other companies are expected to be present and lead a conversation of interested parties about what actions must be taken to improve workforce readiness for both the short- and long-term. The next LeadersEdge will provide an account of this provocative summit.

The second group that workforce readiness targets-older workers-may seem less relevant to keeping the workforce of tomorrow competitive in the global marketplace. But as millions of baby boomers are beginning to retire, more companies are feeling the "brain drain" from the departures of these experienced professionals. Baby boomers are especially strong in the science, technology, engineering and math fields in which Generations X and Y are less proficient. Thus, pending retirements pose a real risk to business competitiveness. Particularly in terms of succession planning, keeping more seasoned workers engaged in the workforce may be even more important than preparing younger workers to start their careers.

SHRM workforce readiness advocates have been actively seeking answers to address older-worker challenges. In August, many of them took part in a conference call with officials from the U.S. Office of Disability Employment Policy (ODEP), which is finalizing an eye-opening survey of business strategies to retain older workers. Perhaps the largest theme from the discussion was that it is worth the time and attention of businesses to encourage employees nearing retirement age to stay connected to their employer as much as possible. More businesses are employing phased retirement, flexible scheduling, family support, and professional development options to keep older workers interested in working longer-at least in a part-time capacity-than they otherwise might. ODEP's report should show that employers large and small are trying to create a more supportive work environment in hopes that they will continue to reap the benefits of retained older workers.

Look for ODEP's report to be released in October.

Upcoming Workforce Readiness CLA Events

Nov. 1 - Conference Call

Dec. 6 - Webcast