Employers have skills gaps, and employees want skills. Bring those two elements together and you’ve got a formula for making everybody happy.
No longer can today’s companies assume that future workforces will arrive with cutting-edge skills and freshly minted degrees. Instead of just fishing for skills, many employers today are aggressively mining for them.
The widening gap between the available talent pipeline and employer needs indicates employers need to carefully rethink their talent strategy.
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Hospitals looking to achieve magnet status need to guide employees through BSN degree programs. But succeeding will take more than educational assistance; it will take a carefully designed strategy that assists with both the financial and physical obstacles of learning and earning.
If employees view their education as a way to advance on the “career ladder,” then organizations should have a strong interest in ensuring the ladder they are choosing to climb leads to where the organization wants them to go. Education assistance helps you do that.
Skills gaps discussions often focus exclusively on the hand-off between retiring Boomers and Millennials. But Gen X has a key role to play, too. It will be Gen X taking the leadership reins from Boomers, becoming the pivotal players who keep organizations afloat. And they’ll need their employer’s help to do it.
Several market forces are bringing education assistance programs to the forefront of recruitment and retention strategies. More jobs require advanced degrees than ever before, and those degrees carry a higher price tag. Organizations that run effective tuition reimbursement and loan repayment programs stand to out-compete their peers by creating a better place to work.
Healthcare in the United States is facing a major shift. Baby-boomers are retiring and hospitals must figure out a way to minimize the effect of the pending workforce shortage while ensuring the highest standards in patient care.
At a lot of organizations, tuition assistance programs are just a benefit. But that sells the program short. A really effective tuition assistance program shouldn’t merely satisfy a few talent goals as a side effect, said EdAssist VP/GM Mark Ward recently. It should have those talent goals built into the program’s design.