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The workforce is ever-changing. Our latest challenge is finding workers who walk in with our needed skills and knowledge. This developed workforce is scarce and expensive. With the current workforce skills gaps increasing and rapidly changing job requirements, we need to think strategically and maximize all of our learning and development programs and dollars. This roundtable will discuss using tuition assistance and apprenticeships to create leadership development programs effectively and efficiently through partnerships. We will discuss the untapped opportunities within tuition assistance programs and how to align training and tuition assistance programs to build leadership pipelines about their personal experiences and are least likely to center on experiential learning.

Rich will kick-off this roundtable with a five minute overview of IMSA’s vision statement is “by 2022, IMSA is a recognized global leader and catalyst in equity and excellence in STEM teaching and learning, innovation and entrepreneurship.” Followed by Michelle sharing a five-minute overview of Home Depot’s partnership with Bellevue University to create leadership pathways.

This discussion of practical insights will dive into questions that look at Career Development from Talent Risk perspective like:

  • Is the recent abandoning the four-year degree as a qualification a break from hiring orthodoxy or a short-term fad? As reported in the news recently, high-paying tech outlets like Apple, Google, and IBM, in addition to service-oriented companies like Costco, Starbucks, and Chipotle. Let’s explore why so many companies still insist upon a degree in the first place.
  • How are assessments and frameworks for critical capabilities used to identify development needs?
  • To what extent does your organizations use early career development to attract future talent?
  • What are the “Must Have” practices for early career development?
  • What measures are demonstrating the impact of early career development?
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