Workforce Readiness

Metro Milwaukee SHRM is committed to the development and advancement of Workforce Readiness Initiatives. Through participation with the public schools, vocational and technical colleges, adult education opportunities, remedial employee training, and continuing professional development, workforce readiness programs help to produce a qualified workforce. Such efforts require collaboration between business/industry, local, state, and national government, educators, and the local community. Various people benefit from workforce readiness programs including new entrants to the workforce, incumbent workers, transitioning workers and re-entrants to the workforce.

Workforce Readiness has a number of components. One of the most important components is assisting educational institutions in understanding the needs of employers. This will allow these institutions to better prepare students for entry into the workforce and assist adults who are joining or rejoining the workforce. As HR professionals, we can play a role by insuring that today and tomorrow’s workforce has the skills, competencies and behaviors in order to succeed in today’s and tomorrow’s workplace. Metro Milwaukee SHRM has identified workforce readiness as a goal. Metro Milwaukee SHRM has recently sponsored a recruitment initiative for special education students transitioning out of high school.

Why should HR be involved?

  • HR professionals can have a direct impact on staffing.
    • Employers are struggling to recruit and retain "qualified employees."
    • Education is falling short in meeting the needs of employers.
    • Linking buisness and education/worker training helps reduce retraining costs for employers.
  • Community recognition of HR is enhanced.
    • Local schools and training programs will see HR professionals as partners with solutions not as a challenger of their results.
    • Local and State leaders will recognize HR for its investments within communities.
  • It improves HR professional’s role internally.
    • Recruitment, selection, and placement are generally among the top three priorities for HR executives.
    • Taking a proactive approach with these community-based organizations could save on the bottom line in terms of lower recruiting costs, turnover costs, and training costs.
    • Promote a more strategic view of human resource function.
  • Nationally, the HR profession will be advanced.
    • Federal legislators and agencies will recognize HR professionals as experts in defining business needs.
    • HR can help U.S. companies respond to global competition for skilled workers.

Resources

To learn more about this initiative, here are some additional resources:

  • Email Metro Milwaukee SHRM’s Workforce Readiness Contacts: Greg Bachrach.
  • Visit WorkSource WI, a Web site that addresses specific HR concerns about workforce readiness.
  • Get Involved with the New Workforce Readiness eMentor Program for SHRM by contacting Dorothy Hill, 877-835-9822, or Dave Namura, 800-283-7476 x6268.

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