According to a sizable number of business leaders, people professionals and market analysts, the United States has a skills gap problem. Between a massive amount of retirees and chasms of knowledge in crucial fields from tech to skilled labor, the modern workforce is woefully behind on what is needed to fill the numerous open roles on today’s job market.
Currently, people professionals are helping remedy their company’s issues. By addressing internal and external obstacles, proactive leadership can right the ship, fill in the gaps and encourage employees at the same time. However, with little time to spare, companies have to correct their skills woes soon or face a future where they are no longer part of the marketplace. The same can be said for its employees.
We as people professionals need to be on the front lines of change. Here is how.
Acknowledging America’s Skills Gap Problem
Though far from unanimous, a significant portion of America’s business leaders do believe that we face a skills gap problem in the coming years. Some may ask, "but what about the low unemployment rate?" Sure, the United States has seen positive signs in people returning to work in some capacity. However, as people professionals are well aware of, the troubling signs exist beyond the glaring statistics.
2017 figures pulled by Education Week show that roughly 6 …show more content…
Always customize the approach to meet the needs of your team. For some, the best method is employee engagement. You can engage your employees by offering skills training that extends beyond their current role. If you aren't already, consider doing so while embracing a bit more of the cross-departmental learning that a network of teams approach affords you. Additionally, ask the employees which skills they need for their roles. Consider the most viable options and watch job interest
Currently, people professionals are helping remedy their company’s issues. By addressing internal and external obstacles, proactive leadership can right the ship, fill in the gaps and encourage employees at the same time. However, with little time to spare, companies have to correct their skills woes soon or face a future where they are no longer part of the marketplace. The same can be said for its employees.
We as people professionals need to be on the front lines of change. Here is how.
Acknowledging America’s Skills Gap Problem
Though far from unanimous, a significant portion of America’s business leaders do believe that we face a skills gap problem in the coming years. Some may ask, "but what about the low unemployment rate?" Sure, the United States has seen positive signs in people returning to work in some capacity. However, as people professionals are well aware of, the troubling signs exist beyond the glaring statistics.
2017 figures pulled by Education Week show that roughly 6 …show more content…
Always customize the approach to meet the needs of your team. For some, the best method is employee engagement. You can engage your employees by offering skills training that extends beyond their current role. If you aren't already, consider doing so while embracing a bit more of the cross-departmental learning that a network of teams approach affords you. Additionally, ask the employees which skills they need for their roles. Consider the most viable options and watch job interest