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STEM

STEM (2)

What's up for 2014

We are excited by what we have been planning for 2014.

Here is a preview:
  • Save the Date for the 2014 Next Level Summit™ featuring Leadercast in Greenville SC May 8-9, 2014. This unique event is a "think tank" for next generation workforce and STEM. Stay tuned...
  • In January, we will launch Mocha Minute™, the new water cooler in the workplace. 
  • 2014 BLeU development series of virtual events, courses in a city near you, eCourses, coaching and more.

In January join us for Mocha Minute™. It's the new "water cooler".  Mocha Minute™ provides an online break to give you an outlet to discuss all things business from the latest trends, workforce challenges, industry news, HR, career/management concerns and power tips via social media. Learn more...

 

The Future of Talent

The future of talent management is a result of our education, economic, and need for sustainability. There have been many discussions about challenges in talent management. Skill gaps, lack of engagement, challenges filling positions, knowledge transfer, and retention are just a few. To be relevant in the future, companies will need to increase their market share. To do that they will need to get the attention and interest of their employees and future employees. Let’s look at it from a different perspective. HR and Executives should be focusing on the opportunities in talent management for 2020 and beyond. There are opportunities for employers and employees that need to be addressed for everyone to be successful.    

Build Durability

LaSonya Berry, CEO of McPherson|Berry posed that discussion at the recent Manpower Roundtable. She asked Manpower’s CEO, Jeffrey A. Joerres, what he sees as an opportunity for talent management in 2025. His response centered on developing durable skills. More development is needed in areas such as critical thinking, business writing, and communication skills. Professional and career development is needed for employees to be successful which will increase the organization’s capabilities. Berry states, “Now is not the time to cut training and professional development budgets if you want to be competitive and keep talent.” According to Gallup’s 2013 State of the American Workplace, developing employee’s strengths and enhancing their wellbeing help accelerate engagement.

Increase Support

It is no surprise that there are challenges in getting the right people in the right jobs. These jobs need more support. Take for instances STEM. Research has shown that jobs in the area of science, technology, engineering and math are currently in demand and needed in the future to meet industry demands and increase innovation. Every employer should make it a business imperative to support efforts in STEM financially and in awareness. All stakeholders are needed to bridge the skill gaps and increase the next generation’s awareness and interest in a variety of career options. The majority of the responsibility can no longer be that of the education system. It is plagued with its on challenges. Not to mention not all jobs in STEM related fields will require a four year degree. More efforts will be needed to make the next generation career ready. Increasing partnerships, activities, and financial support in STEM awareness and career opportunities by all stakeholders will be a benefit to the economy.

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