Providing mental health support is a crucial part of serving customers, particularly in the workforce development industry, which is why more and more regions are hiring Behavioral Health Advocates (BHAs) to be part of their staff.
EDSI is answering the call of LGBTQIA+ jobseekers to create customized job search workshops and resources, and provide groundbreaking programming aimed to support this community and encourage workplace inclusivity.
Connecting apprenticeship programs with your state and local workforce system is a win-win partnership and we have extensive experience working with employers and jobseekers to strengthen the workforce and our economy. Our Regional Apprenticeship Coordinator Adina Tayar offers best practices!
It’s no secret that companies in all employment sectors are facing challenging workforce shortages and gaps. What many companies don’t know is that apprenticeships offer a viable solution for recruiting, training and retaining world-class talent. Apprenticeships are an earn-as-you-learn, flexible workforce development tool and training strategy that can be customized to meet the needs of any business.
Is your office back to onsite work? Chosen to go fully remote? Or maybe a hybrid setup? Still figuring it out? Check out our latest blog for insights on how to redefine a healthy workplace, including 6 tips to meet employees where they are.
What is a MOU and why is it important in workforce development and One-Stop's within the American Job Center system? These questions and more will be answered in this blog on MOU's, which are agreements executed between the local workforce board and the One-Stop partners to optimize AJC One-Stop service delivery in local areas.
Are your state and local workforce strategies optimized to support and engage older workers in your region? In this blog, we're sharing important information on serving older adult workers ages 55 and up, including workforce insights, labor market metrics, barrier remediation and 6 strategies you can use to more successfully engage with older workers.
Partnering with local organizations, cities and schools is one of our favorite ways to do business. Together with the City of Philadelphia, we aim to improve the quality of life in Philly neighborhoods through the CLIP program, which offers opportunities to our jobseeker participants related to training, upskilling and employment.
Working together with the City of Detroit, EDSI has been instrumental in offering a successful virtual youth summer employment experience that pays youth ages 14-24 as they explore careers, build skills and receive training and instruction from local employers. Students are offered hands-on, innovative learning and work experience related to high-priority industries such as healthcare, IT, construction and customer service. Read more about the program in this blog!
As a national workforce development and consulting firm with clients across multiple states and industries, EDSI is known for evaluating, designing, and delivering customized training. Read this Q&A Spotlight to find out how the City of Tucson benefited from having their Water Maintenance and Customer Service Divisions training practices updated.
Wondering what B Corporation certification is all about? In this blog, you'll learn why becoming a B Corp was a natural step for EDSI and how the certification process works. The B Corporation emblem of excellence means that we pledge to operate under the highest standards of awareness, performance, transparency and accountability to help solve social and environmental issues. EDSI joins the ranks of over 3,600 trailblazing businesses fighting for social and environmental excellence.
Helping statewide systems execute high quality professional development is an area where EDSI has deep knowledge and experience. The organization continues to be sought out for projects related to professional development (PD) programming throughout the Midwestern and Southern United States. This project spotlight demonstrates the success EDSI has had working with the State of Michigan.
Connecting apprenticeship programs with your state and local workforce system is a win-win partnership and we have extensive experience working with employers and jobseekers to strengthen the workforce and our economy. The Registered Apprenticeship (RA) Navigator Certification Program is helping spread the apprenticeship movement across the U.S., creating new pipelines of workers who have the specialized skills employers need.
Supporting New York businesses within the entertainment industry during the pandemic became possible through Federal grants administered through the U.S. Department of Labor's Shuttered Venue Operators Grant (SVOG) program, and workforce development service provider, EDSI played a big role in helping coordinate these efforts.
As employers and organizations across the country continue to face workforce challenges, finding new ways to connect with customers is crucial. In this blog, you will learn more about the ways AJC’s have developed and implemented better, smarter, faster ways to deliver services to jobseekers and employers, including creating virtual, innovative programming and specialized support.
Are students prepared for life after high school? What can be done to better support and guide students as they approach graduation and beyond? In this blog, you will learn about a workforce development program in Chester County, PA that is helping students transition through the appropriate educational pathway and then into the workforce.
Exciting progress is happening in the world of workforce development. The National Governors Association Workforce Innovation Network is positioned to help states achieve a higher level of innovation and longer-term strategizing to prepare their workforces for a post-COVID-19 recovery for American workers. EDSI, as a Michigan-based workforce service provider and consulting firm, plays a key role in providing technical assistance to the NGA as one of 20 advisory members and philanthropic partners asked to participate in supporting the innovation network.
Career readiness has been a common topic in the workforce development and educational arenas for many years, and now more than ever, bridging the gap between education and workforce preparation is crucial. In this blog, we highlight a curriculum development project with Abington Junior High School. After receiving a state grant, Abington wanted to develop a school-wide curriculum based on educating students on career pathways and employability skills to give them all the foundational skills they would need to be successful in their post-secondary or post-college careers.
Customer service is embedded into everything we do. Preparing front-line workers for the unique challenges being faced in the workplace during the pandemic and beyond can be difficult. This blog spotlights the virtual COVID Customer Service Career Acceleration Program (CAP) that was established to help front-line customer service workers receive more in-depth training on issues such as de-escalation and conflict resolution that go beyond the traditional scope.
Multi-Generational programs (also called the 2Gen approach) address the needs of both children and parents, with the ultimate goal of creating self-sustaining opportunities and better outcomes for the whole family unit. Multi-Generational programs have been applauded and proven to be a holistic way to end the cycle of poverty, which is why EDSI is so committed to offering this program to as many families in as many regions as possible.
Effective, work-based learning strategies build a bridge between learning and real work experiences. In partnership with Workforce Development Boards and employers across the country, we continue to see work-based learning (WBL) initiatives and funding reemerging as critical regional strategies to help the millions of people who are struggling to start or advance in their careers. Let's explore the benefits of effective WBL strategies and the different types of WBL initiatives that are available.
Virtual employment services are the new norm as record numbers of Americans are out of work and local workforce boards are answering the call for help by identifying innovative ways to help jobseekers gain broader access to stable, long-term opportunities.
Internships are still booming in today’s economy, which is good news for students and employers alike. According to the National Association of Colleges and Employers (NACE), employers anticipate hiring 2.6 percent more interns this year than they did last year, continuing the upward trend that shows organizations are leaning on internship programs to attract budding talent. Employers who run successful internship programs can attest that this is an effective tactic to include in your recruiting strategy.
At the start of the coronavirus pandemic, small business owners braced for what seemed like a short-term inconvenience, but many small businesses are still operating at limited capacity or have shuttered completely. Don't lose hope: with the right strategy and tools, businesses can rebound and adjust to the new economy.
The COVID-19 pandemic has made digital tools, software and online resources even more critical in providing virtual services in the workforce system. AJCs are providing more flexibility in offering program services by using online and virtual options for education and training for various workforce programs. This blog offers an in-depth look at the tools needed to provide innovative services to customers: virtual services best practices, jobseeker top tech tools and innovative program design elements.
In celebration of Veterans Day, this blog is dedicated to all U.S. servicemen and women, as well as the workforce professionals who have the privilege of helping to guide Veterans’ career choices in civilian life.
Knowledge management is not just a stand-alone program or project. KM refers to the explicit and tacit information life-cycle that runs throughout the entire organization on a continual basis. This 10-step setup process will teach you everything you need to know to minimize risks and maximize results.
Let's talk certification. Are you a Local Workforce Development Board (LWDB) uncertain of the operational criteria and procedure requirements involved in the certification process for your ACJ service location? In this blog we will break down the requirements in a simple format so you have clarity on what’s involved and required.
Learn about the latest advances workforce boards and American Job Centers (AJCs) are implementing in order to better serve in-need populations looking for work as well as innovative community resources and service strategies that all jobseekers, including Veterans and youth, can connect with remotely. Download our Barriers to Employment Checklist, a helpful document which can be used by workforce development professionals to help their clients identify, and eventually overcome their barriers.
Finding an employee who’s the “best fit for a position” isn’t always the biggest challenge when it comes to hiring. Talent professionals across the board agree that finding the “right fit” for not only the position, but the team and company, is much harder. If you’re involved in the hiring process or part of a talent team, and haven’t heard about AcuMax Index (AI), you’re missing out on a valuable opportunity to save time, money and resources in the quest to find, develop and keep rock star job candidates.
Career fairs have been bringing job seekers and employers together for decades. In this blog we will explore the many ways used to organize virtual career fairs, and even discuss specialty platforms created specifically for that purpose.
Grow Detroit’s Young Talent offers meaningful work experience to local youth through an online platform by partnering with community organizations such as EDSI, who helped implement virtual programming and digital solutions to create successful outcomes.
Have you ever been in awe of a company that seems to do everything perfectly? In this blog, EDSI's Jim Bitterle will answer questions about the findings from his book research and share best practices and “unquittable” tips companies can use to ensure their talent management strategy is effective and competitive in the 21st century.
Training and staff development are investments, but how can we be sure we are getting the most out of the time and money we spend on training? According to the Harvard Business Review, last year the average employee received about $1,000 in training. For a 500-person company, that ends up being half a million dollars! With that type of investment, It’s important to be sure the training programs are truly effective. So, how can you measure effectiveness?
If lack of time and budget are preventing you from reaching out for succession planning assistance, you’re in luck – our succession planning templates are designed to take you- step by step – through the process. In the end, you will have designated key positions and pinpointed successors to lead your company into the future!
Business leaders regularly complain to me about millennials. It seems those darn millennials aren’t very loyal, don’t want to work hard, and don’t want to pay their dues before assuming a leadership role. Well, these perceptions may seem true to many business leaders, but to others, they couldn’t be further from the truth.
The federal government is helping to fund apprenticeship programs for employers more than ever right now. This goes beyond dollars; we’re talking about individualized support, skill assessment and guidance, resources, and more. So why the flood of money and focus to this specific type of training?
Nearly one-third of companies with more than 1,000 employees said they don't currently have a succession planning program at their organization. The numbers for smaller organizations are even more dismal. For organizations who urgently need expert guidance and advice and are looking for a more economic cost than traditional methods, a remote succession planning consultant might be a good fit.
What is a Training Needs Analysis? When it comes to learning and development, training needs analysis (TNA) is a process which helps you review the current state of your organization’s training. It is a highly valuable tool to aid in the design and development of an effective training program.
One great thing about the Workforce Innovation and Opportunity Act (WIOA) is its advocacy of the use of technology for the improvement of teaching, learning, professional development, productivity, system efficiencies and accessibility. In this challenging time, Workforce Development professionals can use technology to help others and get America back to work.
“They’re lazy. They don’t want to work like we did and they want so much accommodation. It’s like everything is a free-for-all. You can’t even count on them to show up on time. It’s hard to believe how much support and attention they want. I just can’t work with them.” Oh, I’m sorry. Did you think that was a quote about millennials?
In this article we share key steps to consider, ideas, and best practice COVID-19 responses to help State and Regional Workforce Agencies develop effective COVID-19 recovery plans.
In this article, you’ll read about some common crisis scenarios, but more importantly you’ll have the opportunity to take our succession planning self-assessment and ultimately learn how to ensure your company’s future viability through the creation of a leadership development succession program.
If you’re interested in learning more about knowledge management, or if you need more insight on why it’s important to your company, you’ve come to the right place. In this brief article, you will learn the basic definition of knowledge management, the two main types of knowledge and how your company stands to benefit from a knowledge management plan.
Experiencing a stressful day or week at the office is no picnic. If you’re like me, you wish there were better coping mechanisms during those inevitably busy times at work. Ironically, I had been coming across the word “mindful” on many occasions, so I took it as a sign to do some research on the topic to find out if it could possibly be used as a stress-reducing tool. What I found was very conclusive evidence that mindfulness is a powerful technique to use for stress reduction and overall wellness.
Manufacturers are facing a dire employee shortage. While nearly every industry is being affected by the rapid retirement of the Baby Boomer generation and the reduced rate of Generation X and millennials entering the manufacturing workforce, the greatest risk the industry faces is failing to adapt. Some of the reasons for lack of adaption include: the low employment rate, skills gaps, and the inability to attract qualified workers.
The case study below explains the needs and outcomes of a train-the-trainer project EDSI was hired to provide for New Jersey Transit, the state of New Jersey’s public transportation corporation. Since EDSI’s inception over 40 years ago, we have assisted both large and small organizations in various industries develop customized training programs. Although each training program is unique, we often assist companies in the development of ‘train-the-trainer’ programs.
Since EDSI’s inception over 40 years ago, we have assisted both large and small organizations in various industries develop customized training programs. Although each training program is unique, we often assist companies in the development of ‘train-the-trainer’ programs.
A skill gap analysis helps to identify the skill gaps an individual or group of individuals has. Just like a gorge or a river, you can probably recognize there is a gap from here to there, but what is the best way to span that gap? The skill gap analysis is like a bridge’s blueprint- it helps to identify the best way to span the gap.
If there’s one thing that remains true in business (and life in general) it’s this: a crisis can strike any company … anytime, anywhere. Imagine you just found out a valuable, tenured employee is leaving and taking all his or her critical knowledge and experience with him to a competing organization. Your only hope to avert this crisis? Advanced planning!
As more and more baby boomers retire or consider retirement, ‘succession’ continues to be a common buzzword. Every year about 10% to 15% of corporations must appoint a new CEO due to retirement, resignation, dismissal, or a health crisis. As a business leader, succession planning (SP) has no doubt crossed your mind … maybe you’ve even started working on a leadership succession plan, but you’ve hit a roadblock. What should you do next?
Local Workforce Development Boards (LWDBs) face challenges on how to serve the youth in their region with limited WIOA youth resources. It is estimated that over 5.5 million youth (16 to 24 years old) now referred as ”Young Adults” do not have high school diplomas and are not employed. Additionally, these young adults are often dealing with other barriers such as language mastery, lack of or insufficient housing, substance abuse, health problems, transportation challenges and other cultural/social issues.
For decades, training and upskilling workers has been challenging for trainers in many job markets, and the transit industry is no exception. Often, transit training departments are staffed with instructors who are extremely skilled in their craft, but lack essential knowledge in adult learning theory. According to statistics*, businesses lose up to $13.5 million every year per 1,000 employees due to ineffective training.
EDSI Senior Consultant, Jennifer Giannosa, lays out a succession planning process to identify and develop professionals entering a leadership position.
When you think of classroom technology, what visual comes to mind? A laptop computer? An iPad? A PowerPoint presentation used by a teacher to deliver the lesson? These are definitely still tools that are being used by educators and trainers across the U.S., but advancements in learning technology are happening at lightning speed.
Making the perfect jobseeker-employer match is no easy task for workforce development professionals. A recent Bureau of Labor Statistics report showed a total of 12.8 million individuals were either unemployed, under-employed or marginally attached to the labor market. On the employer side, key industries report a shortage of qualified applicants for a wide range of jobs. The trick to helping jobseekers find their way to the right position with the best employer starts with a solid foundation of preparation.
How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent management strategy? Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.
Although Job Task Analysis (JTA) was created to help management make hiring, promotion, wage, and salary decisions, it serves a much bigger purpose. JTA is a data-driven approach that is designed to identify the work requirements of specific jobs by providing a detailed overview of the knowledge, tasks and responsibilities that must be performed by workers in a given occupational area to successfully perform the job. Before going any further, an important point to remember when conducting a JTA is that it’s an evaluation of the job, not the person doing the job.
Broadly speaking, current federal workforce policy aims to bridge the needs of employers and jobseekers through training and other support measures. Is this happening and how successful is it? At a time when close to 65% of our country’s open positions require some form of higher education or post-secondary credential, it is crucial for education and workforce development partners to work together to meet the needs of employers and jobseekers.
Succession planning means different things to different people, but the most common theme among all the definitions that exist is that it involves making sure your business is prepared for the future. There are different types of succession planning, each of which depend on your type of business and your businesses’ specific situation.
If I told you that an intentionally planned culture has the power to align your organization’s people, processes, and workplace, wouldn’t you want to learn more? I thought so – keep reading! Culture is a buzzword that isn’t going away anytime soon.
A boot camp is a fast track, industry-specific training program that enhances jobseekers’ skills to prepare them for employment in high-growth industries such as construction, manufacturing, healthcare, hospitality or customer service. In communities across the United States, boot camps are being welcomed and endorsed by workforce boards, industry partnerships, educational institutions, and employers.
It is estimated that over 5 million youth (16-24 years old) now referred to as “young adults” are not in school and are not employed. The challenge is how to serve these young adults and prepare them to succeed in today’s workforce. The Workforce Innovation and Opportunity Act (WIOA) Title-l youth formula funds now provide state and local workforce development boards the resources needed to assist the youth in their communities.
While just about every industry feels the burden of the mass exodus of boomers from the workforce, the manufacturing industry faces the greatest risk of failing to adapt. In this article, we’ll offer a snapshot of the current and projected state of the manufacturing industry, and even more important, we will outline four implementable strategies manufacturing companies can use to overcome the skill gaps facing the industry.
There are many companies who stand out when it comes to employer branding. Those who deliver a dynamic, consistent experience to employees are more likely to develop and benefit from a strong employer brand. Organizations with a well-established and respected employer brand will find it easier to both attract and retain top talent. Representatives from EDSI had the pleasure of meeting an employer branding standout – Barton Malow – at the Metro Detroit 101 Best & Brightest awards ceremony.
You’re standing in an art gallery filled with paintings. What draws your eye toward a particular canvas? It might be the vibrant colors or the naturistic scene … but something makes it stand out, right? Believe it or not, it’s similar for talent acquisition – you must find your own unique way to stand out if you want to be noticed by the best job candidates.
If there is one key word to pull from the Workforce Innovation and Opportunity Act of 2014 (WIOA), it is collaboration. WIOA has created a unique and exciting opportunity for collaboration at the state level between local workforce and economic development agencies. The law requires states to submit plans outlining how they will collaborate with partners, including economic development agencies. But, doesn’t this call for collaboration seem like a no-brainer?
Corporate culture. It’s like a magnetic force that pulls talent toward your organization. Is your pull strong or weak? In all seriousness, though, it’s a hot topic in the war for talent. Economists note that when the economy is thriving, employees have more bargaining power, which leads to more competition in the job market. Because of this, many companies must take a closer look at their culture as a primary way to attract and retain employees.
Did you know that the Workforce Innovation and Opportunity Act (WIOA) requires Workforce Development Boards (WDBs) to partner with Economic Development Organizations (EDOs)? The benefit of this partnership reaches far and wide. By working with EDOs, Local Workforce Development Boards (LWDBs) will be able to identify new services, align resources and deliver training service offerings which meet the needs of employers.
In today’s competitive talent marketplace, your employer brand is crucial in helping to attract the right people to your company. When making a decision on where to apply for a job, 84% of jobseekers say the reputation of a company as an employer is important.
You may be wondering, when is the best time to begin thinking about a Succession Plan? As the tried-and-true saying goes, “Don’t put off tomorrow what you can do today.” An astounding 58% of small business owners have no succession plan, according to a 2017 study of 200 privately held businesses, conducted by Wilmington Trust. The last thing any business owner wants is for an unexpected tragedy or unplanned scenario to happen which then forces someone who is not prepared to take over. With no structure or plan in place, the new leader is destined to struggle and likely fail.
When it comes to succession planning, thoughtful consideration is imperative in helping businesses remain viable. Review these common mistakes and the suggested success strategies to save yourself and your company from lost profits and leadership woes, and watch the video included!
Did you know 60% of 2nd generation family business owners fail? For 3rd generation owners, it goes up to an astonishing 90%! It goes without saying that deciding whether or not to pass the baton to the next generation requires thoughtful consideration. If you’re wondering how to determine if a family member is the right person for the role you need them to take over, read these success strategies for more insight, and watch the attached video!
The best thing you can do to keep your top talent happy is to engage in a bit of reverse psychology. The topic of talent retention is mired in language about having, keeping, holding, and preserving. To retain something means to hold onto it. But after you’ve “captured” a person, so to speak, the goal is to set people free to do what they do best and watch your business thrive.
This past summer, my wife and I went white water rafting on the Nantahala River in Bryson City, North Carolina (which I would strongly recommend, by the way). As the guide explained the safety instructions, the group was told that if you have an “out-of-raft-experience,” it is important to “Be an Active Participant in Your Own Rescue.” In other words, if you fall out of the raft, don’t just give up and hope for the best. The guide then proceeded to walk us through step-by-step directions about what we could do to “Be an Active Participant in Our Own Rescue.”
Did you know that WIOA requires states and Local Workforce Development Boards (LWDB) to develop and deliver Career Services through the American Job Centers? Basic Career Services must be made available to all customers interested in seeking assistance from American Job Centers.
Many business owners dream that their sons or daughters will take over the family business, but struggle with feeling confident it’s what’s best for the company. In a report from the Family Business Institute, 88% of family business owners said they believed their family would control their business in five years. Yet, according to the report, only about 30% of family-owned businesses survive into the second generation.
Do you continue to struggle to find or retain workers? Are you having to deal with rising labor costs simply to hire staff? Is a lack of people power restricting you from taking on new business? Stop the vicious cycle and lean things out.
Would you choose to take steps to strengthen your business and enhance its reputation if it meant improving your organization’s ultimate performance? The goal (no pun intended!) of this blog is to lay out the process you’ll need to do just that. Goal setting is important because it helps outline the specific path that an organization must take to achieve desirable outcomes. It helps provide direction and assess organizational progress.
As a small business owner, you’re crazy busy with everyday tasks that support running a successful company … yet planning for the future is essential to ensure financial stability and growth. This is where Succession Planning comes into the picture.
For the first time in over 20 years, the number of job openings equals the number of unemployed. As of March 2018, there were 6.5 million open jobs and 6.59 million unemployed! As of May 2018, the unemployment rate was 3.8%. This is considered a full employment market.
EDSI is thrilled to announce a new virtual reality tool now available to jobseekers participating in pre-employment workshops in three offices in the Philadelphia, PA area. The idea came about when a company executive saw a demonstration of the technology on a Vice News YouTube video, and that started the ball rolling. The video highlighted tasks that were designed to teach prison inmates life skills so that they could return to the community after serving 20+ year terms.
This year I had the honor of attending the Michigan Educators Apprenticeship and Training Association’s (MEATA) 2018 Spring conference in Traverse City, MI, attended by nearly 200 professionals. During the conference, the first Apprenticeship in a Day workshop was held, where 12 companies were given the opportunity to complete and register their apprenticeship standards with the U.S. Department of Labor.
Today, many companies are concerned about customer retention, but how many companies are concerned about employee retention?
The Workforce Innovation Opportunity Act (WIOA) has greatly improved assistance for jobseekers through the integrated, employer-driven, public workforce development system. The new regulations require workforce centers to collaborate with adult education, postsecondary education, and other partners to establish career pathways programs.
When it comes to running a successful company, there’s no question that profit and growth are only sustainable if a clear succession plan is in place. What good is your business if all the institutional knowledge needed to handle the in’s and out’s of the company is tucked away in your CEO’s head?
Is your workforce getting older? If you are like most manufacturers, your workforce is aging. In many situations, you may have critical positions and skill sets at risk of competitive poaching, retirement, illness or worse. The problem is common, yet most companies are not dealing with the issue proactively. Instead, they wait until a key employee’s departure is inevitable or has already occurred.
In its most basic form, a career path is a plan for an employee to move through various positions to obtain an ideal career. The plan could move them vertically into a senior position, or horizontally into a different type of job role. Most successful companies develop career paths for their employees in order to provide a realistic picture of their position in the coming years.
Career sculpting, also referred to as job sculpting, is an excellent way to engage your employees and retain your top talent. It is built on the simple premise that people excel at what they’re most interested in. Are your employees encouraged to spend time working on things they’re interested in?
Local Workforce Development Boards (LWDBs) must continue to support their American Job Center by supporting and guiding the network of partner programs. These partners are jointly responsible for workforce, economic development, educational and human resource programs that collaborate and create a seamless customer-focused, network-integrated system that delivers opportunities that make it easier for workers to access services needed to obtain skills and employment.
Corporate universities help bring structure to internal training efforts. They also assist in the effort of aligning the training arm of companies with the organizations’ strategy and vision. There are many different types of training which can be used as part of a corporate university.
Reflecting on my college experience, “career” was not a term often thrown around by myself or my fellow classmates. In fact, I could not describe the location of my campus career center if you asked. Surely one existed, but in my college mind, the career center was reserved for driven, data-minded business majors, not a scrappy young graphics art major too entirely focused on wondering how I was going to afford school supplies while pulling all-nighters in desperation to complete my schoolwork.
Baby Boomers are retiring at a staggering pace of over 4 million per year. Consequently, this has created a dramatic increase in privately held company transfers to the next generation. Needless to say, this can be a huge undertaking. Many business owners are caught in a challenging situation where they feel stressed and unprepared.
How should a company evaluate new ideas? That’s a question I pondered a lot in the past. Who hasn’t sat around a board room table with colleagues, listening to a presentation by someone looking for buy-in on their supposed great idea?
Over the last five years, the term ‘employer brand’ has exploded in use. Your employer brand is basically what your employees (consistently) answer back when you ask them what it’s like to work for your company. Is it good, bad, horrible, confusing?
Recently, I met with representatives from several transit agencies across the country about their workforce challenges. Like most industries, technology is rapidly advancing and jobs are available for workers with the right skills. The challenge is finding people with these skills; or finding and training them.
In this generation of millennials, almost everything can be accessed with the touch of a button. Technological advancements have made social media platforms, online job applications and communication via text or video chat the norm.
The Fortress; it symbolizes all that is strong and impenetrable in folklore and is replicated time and again in mythological stories of protection and safety. When it comes to company culture, there are many types and blends, but the fortress culture is truly the worst kind.
Business leaders and executives have different experiences and points of view on what it takes to be an effective leader. For me, the foundation of a trusted leader starts with being approachable, available and authentic. Living out those traits means taking the time to get to know employees on a personal level while empowering the team to succeed together.
In a 2015 study by Workplace trends, 75% of employees ranked workplace flexibility as their top benefit. In fact, workplace flexibility is more important to employees than employers think.
I don’t always think about business while watching a children’s movie, but recently it dawned on me that there can be many relevant lessons. For example, while watching the three Despicable Me films, it became clear that all the movies are a long, exciting competition between other super villains to be the best.
If you’ve heard of servant leadership, you know that it’s a timeless concept: a philosophy and set of practices that enrich the lives of individuals, helping build better organizations and creating a kinder world. What does being a servant leader mean to me?
Baby Boomers and Gen Xers regularly complain about managing and retaining Millennials. From one perspective, it seems that Millennials are impatient, require significant attention, and are prone to quick job changes. On the other side, there are many high performing Millennials that remain for extended periods with select employers.
Internships are another great way to build your talent pipeline. They can be a superb source of talent, and they help build your employer brand.
One of my favorite times of the year is Fall—and not just because of the change in seasons! Every year I get the honor to present at Georgia’s Fall Adult Education Conference. I’ve been attending for the past five years, and it is one of the most rewarding parts of my job. The conference is designed to provide educators, administrators and partners an opportunity to learn from national presenters on a variety of topics. This year, I decided to focus on two things: Differentiation in Multi-Level Classrooms and Technology Integration under WIOA.
Exit interviews- most HR professionals are familiar with them. These interviews can be a great tool, if the information is used wisely … but we’re not talking about regular old exit interviews here. No, we’re talking about ‘real freakin’ exit interviews. So, what’s the difference?
Formerly known as Backpacks to Briefcases, Courses to Careers (C2C) has been an extremely effective venture for EDSI with a 71% rate of employment from its participants since its inception in 2012. The advantages for program participants are countless and specific to each individual, however, the program’s findings have seen several advantages that are repeatedly mentioned by its participants.
As I sit down to draft this blog, it’s a very exciting time for our family. My wife is pretty amazing, and she’s got a pretty cool gig as a Division 1 Field Hockey coach at a local University. Right now, she and her team are preparing for the first round of the NCAA field hockey tournament and hoping for great postseason success.
Referral bonuses are a very simple and effective, yet extremely underutilized recruiting tool. Simply put, referral bonuses are generally monetary rewards given to an employee who recommends a candidate who is ultimately hired.
Many organizations use strategic workforce planning as a tool to align their business strategy with their talent strategy.
Talent dashboards help HR managers and company leaders achieve their most basic HR goals. This is because, well - you get what you measure!
For those of you that are avid college athletics fans, your team’s success each year typically depends on the following; their ability to recruit, to get the most out of their talent, get players to gel as a cohesive unit, and to keep players on the field/court/etc. (healthy and out of trouble). If you think about it, the same is probably true in your line of work as well.
Following our mission statement to see through the eyes of our customer, we here at EDSI continue to explore unique ways to innovate our customer experiences. Whether it’s delivering technology through our services or the advanced talent data that we can supply, we continue to strive to be a leader in innovation.
One day, I stopped by a local sandwich shop on the way home from work with the intent of grabbing a quick bite to eat. I proceeded to order a foot-long meatball marinara sub and waited for the employee to ladle the meatballs onto the sub bun. After his second scoop, you could hear the sound of the metal ladle scraping the bottom of the container. A panicked look swept over the employee’s face as he explained that they were out of meatballs.
Over the past several years, discussion about alternative transportation options has increased. Alternative transportation refers to commuting in any way other than driving alone, including public transportation.
With more and more Baby Boomers reaching the age of 65 every day, experienced manufacturing and skilled trades workers as well as employees in many other industries are leaving the workforce and taking crucial skills knowledge with them. That’s where EDSI comes in … we work with companies to identify and capture this critical institutional knowledge (job skills) before these workers leave in order to pass it on to “apprentices” who can effectively bridge the skills gap.
Imagine your company was down to the last figurative penny, and your final choices held the risk of being less than magical. Would you trade what little you had to invest in the future of your company? How could you be sure you were making a wise investment that was worth the risk?
Imagine that I gave you a giant swig of truth serum, and then asked you what it’s like to work for your employer. What words would you use to describe the company culture, your work environment, your boss, your co-workers, etc.? Now, imagine I did the same thing with dozens of your co-workers, and captured all of the responses.
Have you ever asked your employees, “What’s it like to work here?” For many of our clients, the answers seem to either reassure or surprise them. From a management perspective, this question offers meaningful insight into whether or not the company is living up to its brand image. What is brand image, you ask?
Who doesn’t love a chance to recharge their professional battery every so often? As an attendee at the fourth annual Positive Business Conference hosted by The Stephen M. Ross School of Business at U-M, I can tell you that it was a welcomed opportunity! The business leaders and academic experts speaking in the workshops were incredibly enlightening and motivating. Each speaker brought a unique perspective and shared powerful stories related to the theme of this year’s conference, “Positive Leadership: Practices and Inspiration.”
Since our company’s founding in the late 70’s, job task analysis has been a cornerstone of our work. It started simple: with a pen capturing details on paper from a series of discussions and interviews with clients. A few things have changed over the years, but EDSI’s commitment to helping underserved populations transition to employment and self-sufficiency is still our number one priority.
Have you ever hit send on an email and immediately wished you could retrieve it, for fear that the recipient would misconstrue your actual intent? In a world where the words we use represent a mere 7% of communication effectiveness, this happens all the time.
The story of Willy Wonka’s Golden Ticket contest conjures up images of hundreds of peanut conglomerate workers unwrapping thousands of chocolate bars. As they rapidly try to find the Golden Ticket for Veruca Salt, the spoiled child, she eagerly and angrily awaits a prize tour of the elusive Wonka Candy Factory.
The Workforce Innovation and Opportunity Act (WIOA) requires that each state must establish the minimum criteria for certification of One-Stop centers and the One-Stop delivery system. The certification criteria allows the State to set standards for customer-focused, seamless services from a network of partners that help individuals overcome barriers to becoming and staying employed. Certification is required to be done by local boards at least once every three years in order for One-Stop centers and the One-Stop delivery system to receive infrastructure funding.
I wasn’t expecting to be inspired by a field hockey office display, but that’s what happened recently during my visit to a local university. Are you wondering how recruiting and succession planning for your company could possibly relate to a University field hockey program?
Many companies today face the ongoing challenge of how to retain good talent. The difference between EDSI and other companies facing this challenge is our innovative Career Sculpting program. It has enabled us to retain great employees and ultimately assist in reducing turnover.
Since 1998, One-Stop Centers (now known as American Job Centers) have and continue to provide services that link job seekers with employers. Critical to the success of WIOA is having One-Stop Centers that have the tools and resources to deliver high quality career, education and training services needed to help jobseekers obtain jobs and help businesses find the skilled workers and access to training support for their current workforce.
Over the last five years, the term ‘employer brand’ has exploded in use. Your employer brand is basically what your employees (consistently) answer back when you ask them what it’s like to work for your company. Is it good, bad, horrible, confusing? If they don’t have only great things to say, you need a better employer brand!
It never fails that when I’m at a social function someone asks “So, what do you do for a living?” I always pause, trying to decide how to explain what a workforce development consultant does, particularly in 30 words or less.
Diversify your workforce by hiring people with disabilities and you will not be disappointed. This is, bar none, my experience over the last five years. Before coming to EDSI, I had the opportunity to work on a team of which over 90 percent of the members were people with disabilities. Not only did I learn about business and the beauty of diversity, but I also learned about myself.
Workforce Development is an interconnected set of solutions helping to meet employment needs: It prepares workers with necessary skills, emphasizes the value of workplace learning and addresses the hiring demands of employers from the outset. The goal is to place workers in jobs where there are career development opportunities.
WIOA focuses on serving individuals who have limited skills, lack work experience and face other barriers to economic success. Transitional jobs offer a way for these individuals to gain necessary experience and help establish a positive work history.
EDSI's Kimberly Glenn highlights key differences between instructional delivery methods in the fast-paced, ever-changing world of educational development.
Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.
Kathleen Niedermayer shares how EDSI provides a "golden opportunity" for job seekers and employers alike when they participate with the EARN program.
One of the most significant changes in WIOA is the requirement for the “integration of services” in One-Stop Centers. EDSI's Terrie Kaufman breaks down the strategies needed in these One-Stop Centers to better serve their customers.
EDSI Senior Consultant Ed Quintavalle reflects on the overall demand for skills in the global economy and key drivers for that success that start in the classroom. His plan outlines the need for student programs which emphasize lifeline learning, thereby decreasing workforce disparities through constant skill upgrading.
The story of Earnest Shackleton is one of the most heroic leadership stories in history. Shackleton led an expedition to the South Pole during the early 1900s. Shackleton and his men ran into more trouble than just about any other expedition of the time. However, what makes this story heroic is not the obstacles they faced, but how Shackleton’s leadership helped them overcome these obstacles.
The Construction Association of Michigan (CAM) joined forces with EDSI to develop a pilot program called "3D," consisting of 5 days of training for high school juniors, followed by a 7 week internship in the construction industry. In recent years, the construction industry has seen a lack of young people entering its workforce.
In the past, individuals released from prison had a personal responsibility to find employment. Unfortunately, a lack of knowledge about job searching and a criminal record made these ex-offenders look unfavorable to potential employers. Today, funding is available from both the Department of Justice and state departments of corrections for reentry programs with employment as one of the requirements.
Every day millions of people travel from one place to another using buses, trains, subways, ferries or other forms of public transportation. Most people don’t realize the agencies that run public transit organizations are in desperate need of new workers to operate and maintain the current transit systems and build new systems to meet the growing demand for transportation options.
As parents, most of us expect our children to go to High School, get good grades, go directly to college and earn their degree in 4-5 years. Although this thinking is logical, it often leads young adults down the wrong path. Did you know, only 34% of High School graduates actually earn a bachelor’s degree? More concerning is this fact; 51% of all young adults who attend college NEVER earn a degree!
Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.
As identified in WIOA legislation, the One-Stop Operator should be the entity best suited to implementing a potentially redesigned service delivery system. EDSI's Terri Kaufman defines the role of a One-Stop Operator as identified in WIOA legislation and sheds light on how an Operator can serve as a functional leader at the One-Stop.
Struggling to find the right words to describe job responsibilities on a resume? Carlo Gonzalez opens up his tool box of stored resources and helps to break the resume stalemate.
About 7 or so years ago, I was introduced to a new model, one created by Norman Webb. This model can be correlated to Bloom's Taxonomy, but focuses more on what is called the "cognitive demand" of a task. By using Webb's Depth of Knowledge as our framework for developing and designing curriculum, we have been able work with employers and educators to determine exactly what the end result should be and how to appropriately build knowledge to achieve the desired result.
Watch a video of EDSI CEO, Kevin Schnieders, speaking on the topic of leadership development at the 2015 Signature Event of the Michigan Chapter of the International Society for Performance Improvement.
EARN Job Developer Kathleen Niedermayer assists clients in Job Club who are over 50 years old, have worked in the same company or industry for a long time and share similar concerns with when re-entering the job market.
EDSI's Will Owen reflects on the message from a recent Michigan Works conference that employers and agencies must focus their efforts on developing, utilizing and retaining top talent to ensure future success.
WIOA requires states and local Workforce Development Boards to work with adult education, post-secondary education and other community-based organizations to develop career pathways that will make it easier for all Americans to attain the skills and credentials needed for jobs.
EDSI's Kim Harris spent the fall delivering a series of Fall Institutes on Science and GED Writing Rubrics to Georgia adult education professionals. The two-day training was delivered on four separate occasions across the state. Over 100 professionals attended!
Kevin Schnieders, CEO of EDSI, likes to say that EDSI puts people before profits. At other organizations, this saying may be a platitude. At EDSI, it is a fact.....
WIOA provides Local Workforce Development Boards (LWDBs) the opportunity to expand training and educational opportunities. The goal is to help low income individuals, dislocated workers, individuals with limited skills and barriers to employment, and youth earn industry-recognized credentials and advance in the workplace.....
In June, I had the opportunity to represent EDSI at the 5th annual Clinton Global Initiative America (CGI America) meeting in Denver, Colorado. This year’s meeting convened nearly 1,000 leaders from business, foundations, Non-Governmental Organizations and government sectors to advance solutions that encourage economic growth.....
WIOA requires Local Workforce Investment Boards (WIBs) to work with representatives from secondary and postsecondary education providers to develop and implement Career Pathways. This occurs by aligning employment, training, education and supportive services to meet the needs of adults and youth, focusing on those with barriers to employment.....
Perhaps my favorite part of my job is traveling the nation, visiting other states, attending conferences and delivering presentations. This past year I was fortunate enough to present at a number of conferences for Adult Education, from state conferences in Indiana, Pennsylvania, Mississippi and Georgia to the national Commission on Adult Basic Education (COABE) conference in Denver, CO.....
As we work with clients to develop Growth and Diversification Plans (Strategic Plans), we consistently find constraints that limit a company’s ability to grow. Given this, it’s imperative that the Theory of Constraints (TOC) is integrated with your company’s strategy.....
What do top HR execs, consultants and specialists say are the biggest challenges in retaining and motivating their talent heading into 2015? “Keeping critical employees engaged and challenged while competing with progressive employers and dealing with steadily shrinking HR budgets.” Sound familiar?
The Public Transit industry has been a major focus of EDSI’s Workforce Development consulting efforts for nearly 15 years. Throughout this time, our participation as a business member in the American Public Transportation Association’s (APTA) conferences has been a consistently enriching experience. It is amazing to think how we have grown from a single engagement at SEPTA for a skill gap analysis of mechanics in 2001, to work across the country with dozens of agencies.....
Recently, I read a sales article written by Dan Waldschmidt that really hit home. In the article, Waldschmidt discussed the importance of focus, discipline and, most importantly, core values to guide you. We often get off course by the “latest and greatest” new strategies for business, hoping that one of these tactics will work. When the “latest and greatest” fails us, we simply move on to the next strategy. The more you go down this road, success becomes less clear.
New to WIOA, One-Stop Center services must now include career services. No longer are there separate core and intensive services. Additionally, Centers must expand their labor exchange services to meet in-demand industry sectors and occupations and include information on non-traditional employment. Centers must identify other business services available for employers.....
I recently had the opportunity to attend the National Association of Workforce Development Professionals (NAWDP) Annual Conference in Las Vegas, NV with several EDSI colleagues. It was great to reconnect with EDSI team members from all over the country; Jessica Johnson, Susan Oney, Terri Kaufman, Ray Eibel and Ken Mall, to name a few.....
Are your perpetual inventory records accurate? Inaccurate inventory records are often a root cause of many issues for companies. Some of the resulting issues include: Poor on-time delivery records, High scrap rates, Excess inventory levels, High inventory carrying costs, Bloated labor costs, High expediting costs
**Original Article Written in December, 2014....Here it comes! The New Year, 2015! And with the New Year, comes the new you. It is a time to start fresh and make something happen. What do you want to “make happen” this year? How do you want to get ahead in your personal life and/or professional career? Let’s begin 2015 with a bang and get “fired up” to take care of business!
**Summary of TEGL WIOA NO. 23-14** It is estimated that over six million 16-24 years olds are currently not employed or not in school. 75% of WIOA youth program funds now focus now on out-of-school youth (OSY) and 25% on in-school youth (ISY). The Employment and Training Administration is aware of the challenges that states and local Workforce Investment Boards (WIBs) will encounter transitioning to the 75% spending requirement for OSY activities.....
My wife and I welcomed our first child into the world 14 days ago, and it has been the most exciting two weeks of our lives. I would be lying if I told you that it has been entirely stress free though. Aside from joy and happiness, we have experienced a myriad of emotions (helpless, confused, anxious, frustrated, etc.). When friends/family ask how things are going, we generally tell them the same thing, “every day we get a little bit better at this whole parenthood thing.....”
The Workforce Innovation and Opportunity Act (WIOA) requires local workforce areas to provide priority of services and funding support to individuals with low income and barriers to employment. This creates a unique opportunity for Community Based Organizations (CBOs), education providers and Health and Human Service providers to work with Local Workforce Investment Boards (LWIBs) to develop and provide workforce development services to help individuals obtain self-sufficiency.......
The Workforce Innovation and Opportunity Act (WIOA) requires local Workforce Investment Boards (WIBs) to design and deliver services based on business and industry needs. Employer engagement is key for local WIBs to meet regional workforce needs and is one of the key metrics that local WIBs will evaluated against. The challenge - how do local WIBs effectively engage employers? Did you know that WIOA referenced “Industry Partnerships” 74 times?!
As a fresh graduate with ample energy and excitement, I was eager and ready to prove myself to the world. After a quick onboarding process, I was assigned to my new company’s Fortune 500 client, responsible for delivering an extensive training program. With both enthusiasm and determination, I set out to deliver the most amazing training program ever!
“Speak up. Don’t wait for someone to tap you on the shoulder. Karma won’t help,” Robin Roberts, co-anchor of Good Morning America, stated to an audience of 8,000 women at this year’s 11th Annual Pennsylvania Conference for Women. Robin shared with us how speaking up in previous jobs about what she really wanted to do in journalism helped her achieve the level of success that she has found today. Robin also spoke about her battle with cancer, the loss of her mother and some of her professional setbacks and accomplishments.
Muneera Safieddine entered her Application Eligibility Period (AEP) at EDSI’s Westland PATH Office on June 24, 2014. She was willing from the first day to do whatever was asked of her and accepted any suggestions to assist in moving forward with her career goals. Muneera expressed her interest in being a Patient Care Technician (PCT), and she planned to enroll at Henry Ford Community College in their PCT program.
*Original article written in August, 2014. I BELIEVE THAT WE WILL WIN! I BELIEVE THAT WE WILL WIN! If you have been addicted to the 2014 World Cup (like I have been), then you are probably familiar with the “I BELIEVE” chant that has been sweeping the nation. Even though the U.S. Soccer team looked and felt like a team of destiny at times, simply BELIEVING that they were going to win did not prove to be enough for the team to advance to the quarterfinals of the World Cup......
Another October is in the books, which means another Michigan Works! Annual Conference too has passed. I wanted to take a few minutes to reflect on this year’s conference, hosted at the Soaring Eagle Casino & Resort in Mt. Pleasant, MI on October 12-14.......
Currently, there is a lot of buzz around organizational CULTURE, and rightfully so. If we don’t consider culture as foundational to a successful business, then we’re seriously shortchanging ourselves and our customers. Whether you’re providing a product or a service, it’s the people and culture in your organization that make a profound impact on whether or not customers do business with you. So what is culture anyway?.......
Kevin Watson and I had the privilege of attending and representing EDSI at the MISHRM (Michigan Society for Human Resource Management) Annual Conference a few weeks ago. The conference was hosted at Cobo Hall in Detroit, MI, and it was nice to spend some time downtown. Reflecting on the experience, I appreciate all of the meaningful conversations with HR professionals and various exhibitors from the great state of Michigan......
"What are 94.5 and 101.49?" That’s right, after the 3.1 inches of snow that fell in Mid-April at Detroit Metro Airport, the 2013-2014 winter has officially been crowned champ! The 94.8 inches of snow that have fallen this season in Metro Detroit make it the snowiest winter on record, eclipsing the previous record of 93.6 inches that stood for over 130 years. Oh yeah, did I mention the Dow Jones is up 101.49% over the past 5 years?.....
The final game of the 1979 NCAA Men's Division I Basketball Tournament marked the beginning of the rivalry between future Hall of Famers Ervin “Magic” Johnson and Larry Bird. Michigan State, led by Johnson, won the national title with a 75-64 victory in the final game over a previously undefeated Indiana State team, led by Bird. Both Johnson and Bird would enter the NBA the following fall......
Last week my wife and I met with our financial advisor. We go through this exercise annually, and as always, we discussed our long-term objectives, tolerance for risk, diversification strategies and action steps.
Increased foreign competition continues to drive much of the U.S. manufacturing sector overseas to take advantage of cheap labor. However, there are still many ways to improve performance and become more competitive while keeping operations in the United States.
Do you have the right people on the bus and are they in the right seats? In today’s workforce, the answers to these questions can often be the difference between success and failure. Having the right people on the bus, a term coined from Jim Collins’ book “Good to Great,” is one of the key factors. It is important that your employees fit your culture and have the necessary skill sets.....
Written by Jim Bitterle - Managing Partner with EDSI Consulting. I recently received a call from a desperate CEO of a $28 million company. His company’s Controller unexpectedly resigned three weeks earlier. Then, two weeks after the Controller resigned, the CFO resigned.
At 9:04 pm last Wednesday, I received a text message from a high school Junior that inspired, and motivated me unlike any text message I have ever received.
Do you know what your workforce is going to look like in 5 years? During the recession, a large group of retirement-eligible employees put their plans on hold.
Did you know that as of January 2nd, 2014 the GED® is no longer the only high school equivalency assessment available? For as long as anyone can remember “the GED” was the only option—but not anymore! This year, two more players entered the game, offering their versions of a high school equivalency assessment (Test Assessing Secondary Completion™ (TASC™) and HiSET®).......
Are you prepared to answer the questions, “What are the current skill sets of our employees?” or “What specific training do our employees need?” For those companies who are already having these discussions internally, it is an important topic that deserves a lot of attention. To meet long-term strategic objectives, many companies are concerned about concurrently increasing the skill level of their existing staff, while developing the skills and bench strength for their future needs.........
As America's population ages, so does its workforce. In fact, in the first decade of the new millennium, the number of workers aged 55 to 64 increased by 52%. Unfortunately, most companies are unprepared to manage the loss of many highly skilled, older workers.