In a post last week following the release of CareerBuilder’s Global Skills Gap Study, I discussed how companies are taking a proactive approach to the skills gap and talent shortage. It’s encouraging to see companies take it upon themselves to find solutions to these challenges, but what’s even more impressive is the different approaches they’re finding to do so.
While some companies, for instance, are focused on external training programs, other companies are focused on expanding or enhancing their own internal training and development programs. Just look at ADP and Coinstar, two companies that are fueling the skills gap within their own organizations.
Coinstar: Empowering Employees to Reskill Themselves
Coinstar empowers employment by empowering its own employees to leverage their skills for a greater good. “Coinstar provides employees great, independent roles in a growing, thriving business. It’s the right balance of having the freedom to create and innovate with the resources to make those ideas come to life,” says Coinstar’s CHRO, Raquel Karls:
One of today’s fastest-growing companies, Coinstar is hiring workers across multiple functions and, in effect, contributing to economic growth. In efforts to ensure workers are equipped with – and stay abreast of – the skills needed to move the organization forward (and to move forward themselves), Coinstar created its learning management system, Learning Central. Leveraging self-directed training materials, employees gain the skills they need to not only excel in their current positions, but move up within the organization. The initiative has also aided the company’s ability to recruit new talent. Learn more here:
ADP: Culture of Learning Fosters Empowerment
ADP, an HR, benefits and payroll services provider, has built a culture around continuous education, training and skills development for all employees. In an interview last summer, ADP’s Chief Diversity Officer, Tara Amaral, summed up the company’s training and development efforts with the following statement:
“There’s a huge culture of learning at ADP. We encourage associates to go back and develop the skills that are in line with the discipline of their jobs. We also encourage people to help the individuals on their teams through things like peer coaching, and we leverage our associate resource group to do professional coaching. We have a very renowned learning organization with an online skillset of programs our employees can take, and we also have leadership development programs at all levels of the organization. It’s pretty robust.”
ADP has also made an effort to ensure today’s students are prepared to be tomorrow’s workers. “We’re looking to work more closely with universities to make sure we’re in tune with the skills people are coming out of school with,” Amaral says. The company has also created strategic partnerships with various organizations – such as the Women in Technology International (WITI) – to raise awareness about the opportunities in the fields of science, technology, engineering and mathematics.
Of course, the preceding examples are just a few of the seemingly endless ways employers can ensure workers have the resources they need to excel in today’s workforce. And we’d be willing to bet you’re doing some variation of it at your own company. So tell us…
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