As employers struggled to align costs with plummeting revenues in 2008 and 2009, "workforce training and development" budget lines were low-hanging fruit--easy to cut or even zero out without immediate harsh consequences. Business is better now, but employers still are asking tough questions as they consider the costs and benefits of training.
"As we exit the Great Recession, companies are starting to look again at employee training. Now, though, they're much more aware of their pain and gain points," says Jeff Spain, supervisor for community education and workforce development at Columbus State Community College (CSCC). "They are assessing the training's value to the organization and their employees in today's business environment."
After shedding employees in the last few years, companies are using nondegree continuing education to fill knowledge and skill gaps in their remaining workforce. They're counting on improved proficiency to increase workforce productivity, which, in turn, enhances competitiveness and the bottom line.
Employers are not the only ones worried about competitiveness. More than a few employees, nervous about keeping their jobs, are enrolling in continuing education classes on their own.
"Employees are competing with their co-workers and outside applicants today. When determining who to promote and who to lay off, employers do consider who has made the effort and taken the initiative to stay current and keep their skills sharp," says Garry McDaniel, associate dean at Franklin University's Center for Professional Training & Development.
Central Ohio's institutions of higher learning offer a multitude of training and continuing education options--on campus, in the workplace or online. A CEO or human resources director doesn't have to look far to find opportunities that will strengthen the workforce, and ultimately the business.
Wide-Ranging Options
Browse the course catalogs of Central Ohio educational institutions and you'll discover a variety of nondegree continuing education offerings, from one-day workshops to extended courses. Training can be found for line workers, mid-level supervisors and executives. Courses range from basic skills training to professional certification and management development.
"We keep our courses and curriculum applicable to today's environment," says Scarlett Howery, president of the Columbus campus of DeVry University. DeVry offers workforce development services through the Keller Center for Corporate Learning. "DeVry pays close attention to student outcomes, so we can match the training to current business demands. And our academic structure allows us to swiftly implement new programs as the need indicates; then we assist employers in implementation."
Leadership development and supervisory training are popular, as are information technology (IT) classes. "We've seen increased scheduling in all of our computer courses, especially in the Microsoft Office suite of products, and Adobe Flash and Dreamweaver products for website design," says Steve Kowalczyk, senior sales and marketing consultant at Ohio State University's Office of Continuing Education.
OSU also sees growing interest in its language courses, particularly Somali. "Businesses are learning the language in an effort to reach out to the growing population of Somalis in Columbus," Kowalczyk says. "The classes also discuss cultural issues that would help a company do business with them."
At CSCC's Center for Workforce Development, enrollment is growing for courses on alternative energy, green construction methods and LEED certification. "Lean/Six Sigma is always in demand and so is logistics," says Jane Shaefer, dean of community education and workforce development. "We're working with TechColumbus on developing curriculum for Java programming and for business analysts who work in IT."
CSCC's new Professional Development Institute assists firms in improving employee retention, identifying top talent and implementing appropriate training paths. "While [the institute] provides individuals with traditional career management services, it offers companies talent management assessments and one-on-one career coaching services," Shaefer says. "We'll assess an employee's strengths and help them navigate their career path to successive leadership roles. Individual employee development plans like these are an important succession management tool for businesses."
CSCC also is piloting a 21st Century Skills certificate program. "It addresses the skills all employers want in their employees, regardless of the industry. Some people call them soft skills. They're things like problem solving, teamwork and the ability to communicate effectively," Shaefer says.
To read the full article written by Lisa Hooker and featured in Columbus C.E.O., please clickhere.
