Chapter Leadership Area Workforce Readiness

1. Chapter Leadership Area Workforce Readiness 2009 PA SHRM LEADERSHIP CONFERENCE Harrisburg, PA - October 30, 2009

2. What is Workforce Readiness • 1. Workforce readiness can be defined as having new workplace entrants prepared to enter the workforce with the requisite knowledge, skills, abilities and attributes in order to engage in endeavors that will be required in their respective occupations. • 2. Partnerships and alliances between educational institutions, governmental entities and employers can assist in ensuring that these new workforce entrants are sufficiently prepared to meet the challenges and opportunities they will face in the workplace.

3. Workforce Readiness and the new Essential Functions • A rapidly changing global business environment is creating demand for a highly skilled workforce. • HR professionals, employers and the American public are concerned that the future U.S. workforce is not prepared for more intense global competition for high-skilled jobs. • The mismatch of business needs and available skills could lead to significant challenges in managing the future workforce.

4. A workforce in change Baby boomers will eventually leave in large numbers Boomers have high education levels Technology changing the workplace and the nature of work Need for constant skill upgrading and learning of new skills Returns to education are increasing Gen x/y’s have huge skill gaps—also different expectations Global issues remain a critical driver Workforce is increasingly diverse Workforce Challenges

5. We‘re Losing Tomorrow’s Workers  For every 100 students in 9th grade …  Only 68 graduate on time …  Of those, only 40 enroll directly in college …  Of those, only 27 are still enrolled the following year …  Of those, only 18 earn an Associates Degree within 3 years or a BA within 6 years.

6. HR and Workforce Readiness • 1. HR professionals are uniquely suited to address many of the challenges raised by workforce readiness issues and can play a strategic role in helping employers formulate exacting standards for workforce skills, capabilities and attributes that the employer community needs. • 2. Additionally, the HR community can take the lead in coalition building to articulate the need for developing rigorous standards, which can be shared throughout the business community and serve as a basis for advocacy of workforce readiness efforts. • 3. HR professionals can bring their quantitative skills to help develop programs to improve workforce readiness and to evaluate models and pilot programs to ensure their effectiveness and adaptability in meeting current needs and their ability to anticipate future needs. 

7. THE ABC’s of… Workforce Readiness A B C Advancing the profession of Human Resource Management. Creating Communities that Work. Building a strategic alliance between business and education.

8. Benefits for Business • Improved interpersonal and entry-level skills • Reduced training and remediation costs • Increased productivity • Reduced employee turnover • Effect a better match between current and future job market needs and the career awareness and workforce skills of high school graduates

9. Benefits for the Community • Increase the quality of community life through school system improvement • Higher standard of living • Stronger economic and tax base • Greater ability to attract and sustain industry and business • Stronger community - education - industry relationships

10. SHRM’s Proposed Role in Workforce Readiness • Awareness: • Serve as a one-stop repository of Workforce Readiness information for the HR and business community. • Action: • Help to identify and support volunteer opportunities at the national, state and local level for SHRM members and all HR professionals. • Advocacy: • At both the federal and state-level, participate in and influence policy discussions surrounding Workforce Readiness (i.e. making Section 127: Life Long Learning Tax Credit permanent).

11. 2009 SHRM Chapter Workforce Readiness Goals • Partner with the State Council WR Director to develop and implement goals for your chapter • Actively participate in at least 2 interactive state level WR sessions. • Serve as the key contact for all WR activities for the chapter; lead/implement one WR initiative/event at the local level. Track this initiative from the beginning and report progress to state director during the year. • Participate in at least one Web cast and two SHRM conference calls.

12. WORKFORCE READINESS ADVOCATE POSITION • Serves as an appointed member of the chapter board of directors. Monitors and evaluates on a continuing basis local activities concerning workforce readiness issues and plans and encourages chapter involvement and activities impacting the workforce readiness arena. Presents a report or update to the chapter president and fellow chapter members. Works in cooperation with state-level workforce readiness advocates.

13. Workforce Readiness Advocate Responsible To • The members of the chapter • The chapter president • State council workforce readiness director

14. Responsibilities Include • Serve as advocate and program coordinator for workforce readiness chapter activities. • Partner with local schools to share information. Contact local workforce readiness coordinators within the schools to discuss initiatives. • Identify and evaluate issues that impact workforce readiness and develop goals for chapter workforce readiness strategy. • Report on workforce readiness issues to chapter members and serve as advocate at chapter activities for education programs. • Serve as a resource for chapter members on workforce readiness issues and provide leadership to the chapter on education issues.

15. Responsibilities (cont.) • Monitor local activities concerning workforce readiness and provide timely information on education issues to the chapter president and state workforce readiness director. • Work in close cooperation with state workforce readiness director. • Develop and support workshops and seminars that address workforce readiness issues. • Provide special recognition for chapter members and for local programs that promote betterment of the local workforce through educational process. • Respond to any other requirements of the chapter president and state workforce readiness director.

16. Responsibilities (cont.) • Participate in SHRM Workforce Readiness Core Leadership Area volunteer leader conference calls and webcasts. • Participate in the development and implementation of short-term and long-term strategic planning for the chapter. • Represent the chapter in the human resources community. • Attend all monthly membership and board of directors meetings.

17. Statewide Initiatives On The Horizon! • Governor Rendell’s office has contacted the PA SHRM State Council to initiate discussions concerning statewide Workforce Readiness initiatives on which we can collaborate. Look for more information to be shared in the coming weeks.

18. Resources Available • SHRM supplies the following resources for chapter workforce readiness advocates • Chapter Position Descriptions • Workforce Readiness Manual • SHRM Leaders Guide • And MUCH MORE…available online at www.shrm.org/vlrc

19. Conference Calls & Webinars • Future conference call and webinar* events are scheduled for one hour and begin at 4:00 p.m. ET.  The next sessions are scheduled as follows: • 11/12 - Webinar Watch for e-mail reminders with Webinar Log in information • 12/9 - Conference Call Call-in number:  1.800.745.6370 Participant code:  747279

20. PA SHRM State CouncilWorkforce Readiness Director For more information, assistance and guidance feel free to contact: Tina M. Lynch, SPHR, GCDF Director of Human Resources Glade Run Lutheran Services P.O. Box 70 – Beaver Road Zelienople, PA 16063 (724)452-4453 ext. 1660 (O) (412)390-6953 (C) Tina.Lynch@gladerun.org Tinalynch99@aol.com