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Chicagoland Businesses Swap Solutions and Successes for Veteran Employment with Veterans Working Group

Posted by Brian Sorenson on February 21, 2017

Topics: Best Practices, Case Studies, Veterans

It’s no secret that military veterans make for exemplary employees. Driven, skilled and hardworking by nature, veterans bring the same determination that helped them serve our country with distinction to the workforce. Even though businesses are taking greater steps to hire these valuable employees, it’s clear that there remain barriers between many veterans and would-be employers.

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Apprentices Are Welcome Guests at Hilton Worldwide

Posted by Brian Sorenson on February 8, 2017

Topics: Recruiting Talent, Best Practices, Knowledge Transfer, Employee Training

Recently, we shared an article from the New York Times that looked at the state of factory jobs and the credentialing now necessary to get them. Factories, it turns out, are now demanding the same level of education attainment that most other well-paying jobs demand. But with a four-year degree not always the best choice to gain the skills necessary for every position, apprenticeships have started to return to the forefront as a viable alternative to a postsecondary degree.

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Factory Jobs, Too, Increasingly Requiring a College Education

Posted by Brian Sorenson on January 31, 2017

Topics: Workforce Development, Trends in Higher Education, Partnerships, Employee Training

“There are no jobs for high school graduates at Siemens today.”

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Now is the Time for (Strategic) Employee Investment

Posted by Brian Sorenson on January 23, 2017

Topics: Workforce Development, Employee Engagement

While much is rightly made of the important role the government can play in fostering the right conditions to ameliorate the skills gap—which includes supporting adult workers in earning a postsecondary degree or credential, encouraging underserved populations to join high growth sectors and assisting veterans in transitioning from service to civilian life—businesses don’t need to wait for government help to improve their workforce. Indeed, in the view of John Streur and George Serafeim, to do so could harm needed efforts to meet talent demands.

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New Study Reveals Most In-Demand Workforce Skills for 2017

Posted by Brian Sorenson on January 11, 2017

Topics: Workforce Development, Talent Management, The Growth of Adaptive Learning

Some employee skills and attributes are timeliness, in demand in any organization and in any industry. Yet as a business adapts to the changing demands of the industry in which it operates, so too will it set its sights on employees who possess unique new skills to meet them. This year, as workplace trends shape hiring, onboarding and upskilling procedures, it’s important to take a look at what some of those new skills will be. To do that, HR Drive shares a recent study on the burgeoning demand for trending skillsets.

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How an Aging Workforce and Growing Skills Gap Is Threatening Montana’s Economy

Posted by Brian Sorenson on January 9, 2017

Topics: Recruiting Talent, Talent Management, Employee Training

At four percent, Montana’s unemployment rate is a full percent lower than the national average. While that’s a good sign, Montana employers’ demand for suitably skilled workers to fill the abundant positions available are being hamstrung by an issue that’s all too familiar to workforce and economic development experts: the widening skills gap

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Looking to Motivate Employees? Promotions, Not Salary Increases, May Be your Best Bet

Posted by Brian Sorenson on January 5, 2017

Topics: Workforce Development, Best Practices, Career Pathing

A new study from advisory firm Korn Ferry has provided some surprising insight into the most effective way to motivate employees. Flying in the face of conventional wisdom on the subject, a job promotion, not a salary increase, is the most commonly preferred form of recognition for employees, per the results of Korn Ferry's survey. According to the study, 63 percent of employees prefer recognition of a job well done by way of a promotion without a pay increase over a salary bump without any additional recognition.

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Three Workplace Trends to Watch for in 2017

Posted by Brian Sorenson on January 3, 2017

Topics: Employee Retention, Best Practices, Career Pathing

It's a new year, bringing with it new trends in response to the rapid evolution of today's workplace. Throughout 2016, companies were committed to building stronger and more agile workforces, leading to promising new technology, initiatives, research and partnerships to encourage growth. Thankfully, 2017 looks to pick up where 2016 left off, showing great promise for organizations and their employees. Here are three trends to be on the lookout for in 2017.

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New Labor Force Numbers Show Impact of Aging Workforce, Skills Gap

Posted by Brian Sorenson on December 21, 2016

Topics: Workforce Development, Career Pathing

Following the release of November’s jobs report earlier this month, CNBC drew attention to a number it revealed that’s giving some experts cause for concern: 95 million. That’s the number of Americans who are now not in the workforce—a record high—adding a down note to an otherwise positive market outlook.

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Business Champions to Organization Leaders: Keep Focus on Employee Learning a Priority

Posted by Brian Sorenson on December 14, 2016

Topics: Workforce Development, Employee Incentives, Talent Management, Knowledge Transfer

During the closing panel of CAEL’s 2016 International Conference, “The Working Learner: Business Champions Share Key Workplace Initiatives,” business leaders from Health Care Service Corporation (HCSC), Hilton Worldwide and UPS converged to share their experiences helping employees gain access to upskilling and higher education opportunities. Hilton Worldwide chief learning officer Kimo Kippen, HCSC vice president of human resources Mary Jo Burfeind and retired chief human resources officer of UPS Michael Johnson gave an illuminating look at how their organizations have evolved their employee education options and the challenges they’ve overcome in implementing them.  

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