Developing a Skilled Workforce for the Upturn
Developing a Skilled Workforce for the Upturn
A critical key to this is having staff with the right skills, in the right roles within your organisation. You may have noticed politicians talking about upskilling staff affected by redunancies to find the new jobs. This leads me to two inter-related questions. 1. Do prospective employees know what skills they require in order to work within your organisation? and 2)Beyond the knowledge that you need skilled staff do you know what specific skills you require, such that anyone could readily be able to identify individuals that would be suited to work within your organisation?
If the answer to either of these questions is no, then I believe you as an employer are missing something, asemployers are known to complain that young people coming into the workplace do not have the required skills. Now is the time for you to stand up and clearly articulate your requirements so that individuals going out for retraining and the people supporting them can make sure that they will be able to fulfil your business needs.
This is also important for your current workforce as through schemes such as Train to Gain there is currently a considerable amount of financial support is available to help you to develop your Staff.
I I would recommend that you seize the opportunity and take a few steps as follows:
1. Review your business objectives/ plan for the next few years
2. Identify the skills and competencies you are going to need to meet your business objectives. If necessary get help in doing.
3. Develop this into a framework of roles which identifies not just the skills and qualifications, but also the wider abilities and atitudes that enable effectiveness such as communicatin skills and confidence to undertake different activities.
4. Assess the abilities of your current staff against both your immediate and future requirements in order to identify where you can develop current staff to fulfil roles and where you are likely to have gaps going forward that need to be filled external.
5. Make sure that the processes that you use to identify staff for development and promotion are open and fair taking into account the views and interests of your staff. This is important in order to prevent any legal claims of unfairness, but it's of equal importance to ensure your staff remain engaged and positive about working with your organisation.
6. Begin to think about how you are going to fill the gaps (when the need arises) by recruiting employees, contractors or possibly outsourcing.
If you miss this opportunity and don't begin to prepare now, when we come out of this recession in a year or two or whenever it may be, you may be caught of guard in a reenergised battle for skilled employees.
Developing a Skilled Workforce for the Upturn - To learn more about this author, visit Susan Popoola's Website.
Like this article? Share it with your friends
As we are now unfortunately in a recession, the current focus for most businesses is unlikely to be on recruiting staff, but now more than ever there is aneed for organisations of whatever size to ensure that they are are as efficient and effective as possible.
A critical key to this is having staff with the right skills, in the right roles within your organisation. You may have noticed politicians talking about upskilling staff affected by redunancies to find the new jobs. This leads me to two inter-related questions. 1. Do prospective employees know what skills they require in order to work within your organisation? and 2)Beyond the knowledge that you need skilled staff do you know what specific skills you require, such that anyone could readily be able to identify individuals that would be suited to work within your organisation?
If the answer to either of these questions is no, then I believe you as an employer are missing something, asemployers are known to complain that young people coming into the workplace do not have the required skills. Now is the time for you to stand up and clearly articulate your requirements so that individuals going out for retraining and the people supporting them can make sure that they will be able to fulfil your business needs.
This is also important for your current workforce as through schemes such as Train to Gain there is currently a considerable amount of financial support is available to help you to develop your Staff.
I I would recommend that you seize the opportunity and take a few steps as follows:
1. Review your business objectives/ plan for the next few years
2. Identify the skills and competencies you are going to need to meet your business objectives. If necessary get help in doing.
3. Develop this into a framework of roles which identifies not just the skills and qualifications, but also the wider abilities and atitudes that enable effectiveness such as communicatin skills and confidence to undertake different activities.
4. Assess the abilities of your current staff against both your immediate and future requirements in order to identify where you can develop current staff to fulfil roles and where you are likely to have gaps going forward that need to be filled external.
5. Make sure that the processes that you use to identify staff for development and promotion are open and fair taking into account the views and interests of your staff. This is important in order to prevent any legal claims of unfairness, but it's of equal importance to ensure your staff remain engaged and positive about working with your organisation.
6. Begin to think about how you are going to fill the gaps (when the need arises) by recruiting employees, contractors or possibly outsourcing.
If you miss this opportunity and don't begin to prepare now, when we come out of this recession in a year or two or whenever it may be, you may be caught of guard in a reenergised battle for skilled employees.
Developing a Skilled Workforce for the Upturn - To learn more about this author, visit Susan Popoola's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Susan's articles
 | |
|
|  |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Biography Get Working Capital Strategic Planning Guide Business Emotional Intelligence Memorandum Template 2 |
|
 | ||
 |
Top 50 Business Plans
Top Business Plan Blogs | |
 |
Top 50 Productivity Blogs
Top Blogs To Watch In 2008 | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
