Needs of the Workforce as a
Driver in Higher Education
November 1, 2006
Future Trends and Issues

How is technology redefining our
work?
• Describe the
21st century
• Describe the
century
• Describe the
century
• Describe the
century
“new secretary” for the
“new teacher” for the 21st
“new nurse” for the 21st
“new manager” for the 21st
Define What They Will Need
Knowledge, ability to acquire new
knowledge
 Technology usage and skills
 Specific skills
 Ability to work with others
 Global focus


What factors will increase the
likelihood that a business/industry will
go under in 2010?
• Demographic composition of the
workforce
• Aging and generational differences
• ESL
• Low basic skills
• Low technology levels
• Projected skilled labor shortage
Major Issues for Hispanic Workers
1.
2.
3.
4.
5.
Mismatch between workers’ skills and
demands of US business.
Need for right mix of services to prepare
workers for 21st century career
opportunities.
Difficulties teachers face in helping
Hispanic and LEP workers learn.
High dropout rate among Hispanic and
LEP workers.
High workforce participation coupled with
a basic lack of language and
occupational skills.
Source: Department of Labor
Needs of the Workforce
–
Data cited in this presentation come from
multiple sources:
– Advantage Carolina Needs of the Workforce Study
–
Collected in 2000 and again in 2002
– The Competitive Workforce Alliance, The
Workforce Network for the Charlotte Region
– The US Department of Labor
– The Georgia Department of Labor
Availability of and Need for
Workers by Type
Type
Somewhat to
Very Available
Some need to
Great Need
Low Skilled
69.8%
45.7%
(such as laborers and dishwashers)
Skilled
64.3%
86.1%
(such as secretaries, computer technicians)
Professional
64.5%
(such as managers and nurses)
76.5%
What Does the Job Outlook Data
Say – Top Jobs Nationally
Greatest Occupational Needs 2004 to 2014
Average Annual
Replacement Need
High Wage, High Growth Occupations
Transportation and Materials Moving
2004-2014
1,877,000
Healthcare Service and Support Occupations
624,000
Installation, maintenance and repair occupations
618,000
Primary, Secondary and Special Ed Teachers
469,000
Healthcare Practitioners and Technical Occupation
317,000
Postsecondary Teachers
277,000
Sales Managers/Supervisors
260,000
Other education, training and library occupations
255,000
Other teachers and Instructors
253,000
Health Technologists and Technicians
214,000
National Job Outlook Data
Greatest Occupational Needs 2004 to 2014
Average Annual
Replacement Need
High Wage, High Growth Occupations
2004-2014
Chief Executives
212,000
Counselors, social workers and social services
209,000
Automotive mechanics, installers and repairers
197,000
Carpenters
192,000
Financial Managers
192,000
Sales Reps, Wholesale and Manu
192,000
General and Operations Mgmt.
178,000
Registered Nurses
159,000
Sales Reps/Services
156,000
Business Operations Specialists
135,000
Top Industries in Georgia
Industries with the Most Expected Annual Job
Openings in Georgia
Annual Openings
Food Services and Drinking Places
23,300
Educational Services
19,660
Administrative and Support Services
16,380
Professional, Scientific and Technical Services
10,800
General Merchandise Stores
7,510
Specialty Trade Contractors
6,830
Self-employed and Unpaid Family Workers
6,740
Ambulatory Health Care Facilities
6,470
Hospitals
6,330
Merchant 'Wholesales, Durable Goods
5,970
Local Government
5,820
Summary: Change in Perception of
Need

In 1996, the need was for:
• low-skilled workers (1st)
• professional workers (2nd)
• skilled workers (last)

Today, the need is for:
• skilled workers (1st)
• professional workers (2nd)
• low-skilled (last)
Educational Needs

Employers were asked
• “thinking about employees your firm is
likely to hire locally within the next five
years, please indicate the highest
completed education level future new
hires will need to have.”
high school degree or less
 certificate or diploma
 2-year degree
 4-year degree
 post-baccalaureate degree

Educational Requirements of
Current and Future Workforce
Education Level
substantial # of
today’s workers
have:
substantial #
of future
workers will need:
Less than HS degree
HS degree only
Certificate or diploma
2-year degree
4 year degree
Post-bac. degree
10.6%
49.3%
14.7%
14.8%
43.1%
14.2%
7.2%
48.7%
26.3%
24.1%
49.5%
17.2%
How Does This Compare with the
Job Outlook Data
Top 10 Jobs in Georgia – Associates Degree
Registered Nurses
Annual Openings
3,000
Computer Support Specialists
820
Paralegals and Legal Assistants
240
Respiratory Therapists
230
Medical and Clinical Lab Technicians
220
Medical Records & Health Information Technicians
220
Radiologic Technologies & Technicians
210
Dental Hygienists
200
Electrical and Electronic Engineering Technicians
120
Physical Therapists
100
Job Outlook Data
Top 10 Jobs in Georgia – Some Vocational Training
Automotive Service Technicians & Mechanics
Annual Openings
1,010
LPNs & LVNs
950
Preschool Teachers
650
Real Estate Sales Agents
510
Hairdressers, Hairstylists & Cosmetologists
450
Fitness Trainers & Aerobic Instructors
370
Mechanics and Diesel Engine Specialists
350
Legal Secretaries
300
Emergency & Medical Technicians & Paramedics
260
Appraisers & Assessors of Real Estate
150
Mobile Heavy Equipment Mechanics
150
Surgical Technologists
150
President’s High Growth Job
Training Initiative

Occupations included are (1) projected to add
substantial numbers of new jobs to the economy or
affect the growth of other industries; or (2) are
existing or emerging businesses being transformed by
technology and innovation requiring new skills sets for
workers. Areas include:
Advanced Manufacturing
Aerospace
Automotive
Biotechnology
Construction
Energy
Financial Services
Geospatial Technology
Health Care
Homeland Security
Hospitality
Information Technology
Retail
Transportation
Summary: Change in Education

Employers feel the need for
education is increasing:
• Fewer employees with HS degrees only
(or less) will be needed in the future
• More employees with certificates,
diplomas, 2-year, 4-year and post
baccalaureate degrees will be needed
Education
Level by
Race in
Georgia
less than 9th
grade
White
%
White
Black
%
Black
Hispanic
%
Hispanic
220,533
3.9%
119,905
452,897
8.0%
2,925,956
%
Other
Other
6.2%
68,848
27.6%
52,759
13.7%
223,687
11.5%
7,331
2.9%
9,476
2.5%
51.4%
966,382
49.8%
103,453
41.4%
182,278
47.4%
920,512
16.2%
354,883
18.3%
33,614
13.5%
53,037
13.8%
associate
degrees
188,733
3.3%
68,260
3.5%
7,600
3.0%
12,747
3.3%
bachelor's
degrees
642,432
11.3%
142,979
7.4%
18,560
7.4%
44,462
11.6%
337,257
5.9%
63,580
3.3%
10,435
4.2%
29,468
7.7%
9th-12th, no
diploma
HS graduate
1-3 yrs of college
grad or prof
degrees
Total
5,688,320
1,939,676
249,841
384,227
Changes from
1996
The 1996 survey indicated that 47.6%
of employers indicated that their
employees needed a high school
degree
 Four year degrees were needed by
15.9% of employers
 Community college degrees were
needed by 10.7% of employers

Hiring Decisions

Employers were asked to
indicate how important the
following areas were when
making hiring decisions.
Hiring Decisions
Employers were asked to indicate how important the
following areas were when making hiring decisions.
Attitude and demeanor
Communication skills
Previous work experience
Appearance/dress/grooming
Demonstrated skills
Longevity with previous employer
Years of schooling completed
100%
98.4%
98.1%
97.2%
92.2%
89.1%
87.5%
Hiring Decisions
Employers were asked to indicate how
important the following areas were when
making hiring decisions.
Recommendations from previous employers
Professional/technical certifications
Entry-level wage expectations
Recommendations from other employees
Scores on tests from interview
Grades earned in school
Military experience
86.9%
79.9%
79.9%
75%
62.8%
53.6%
21.9%
Summary: What Influences the
Hiring Decision

Soft skills!
• Attitude, demeanor and communication
skills were at the top of the list
• Right behind that was demonstrated skills
and previous work experience
Perceptions of Change in the Skill Level
of the Workforce Over
the Past Ten Years
lower
low-skilled workers 40%
skilled workers
15.9%
professional workers 11.6%
recent HS graduates 38%
same
52.4%
27.9%
31.7%
41.2%
higher
7.7%
56.2%
56.7%
20.8%
Perceptions of Change in the Work Ethic
of the Workforce Over the
Past Ten Years
low-skilled workers
Skilled workers
Professional workers
Recent HS graduates
lower
same
higher
60.3%
49.4%
27.8%
68.1%
26.1%
38.4%
50%
26.4%
3.5%
12.2%
22.2%
5.5%
Addressing the Major Issues
Confronting Employers
Hiring and Retaining Qualified Staff
 Hiring Practices in a Competitive
Labor Market
 Competition in the Labor Force
 Issues of Training

Obstacles to Recruiting and Retaining
Qualified Employees
competitive wages from other companies
entry wage expectations
commuting time and distance
lack of affordable child care
lack of transportation
lack of affordable housing
84.4%
73.5%
58.9%
46.6%
37.4%
32.7%
Summary: Major Issues in
Hiring


Competition from other companies was the
highest ranked factor -- companies are
hiring employees right out from under
businesses with competitive wages and
benefits
Expectations - employees expect too much
for entry level jobs -- they want to be
rewarded with wages and benefits even if
they bring nothing to the table
Most Common Hiring Practices
Used in a Competitive Labor
Market
casual dress codes
 recognition programs
 tuition reimbursement
 free parking
 vacation packages
 flextime

73.4%
69.4%
66.7%
61.4%
54.7%
51.7%
Considering the competitive local labor
market, to what extent is your company
doing the following?







doing more training once employees
are hired
using creative hiring practices
leaving jobs unfilled
advertising in different regions of
the country
hiring lower skilled employees
hiring ESL employees
using co-op and internship students
91.9%
81.7%
59.6%
56.4%
48.1%
44.9%
40.5%
Perceived Factors Impacting the Training
Needs of the Local Workforce










competition with other companies
technology specific to the industry
technology changes
growth in the knowledge base in the field
low skills of new hires
low skills of current workforce
organizational structure/process change
required continuing education
cultural diversity of the workforce
non-English speaking employees
85.4%
78.7%
76.6%
73.4%
70.6%
64.8%
64.7%
51.9%
45.0%
34.8%
Summary: Contributions to
Training Needs
Remaining up-to-date to compete
 Workforce issues are rapidly changing:

• technology
• knowledge base in field is increasing
• technologies specific to industries are
increasing
Training Needs
More than 50% of Employers
Perceived the Following List of
Subjects to be
Training Needs of
Their Current
Workforce
Soft Skills
teamwork ability
interpersonal skills
professionalism
punctuality
listening
communication
self-initiative
perseverance
attitude toward supervisors
physical appearance
Basic Job Skills
learning new skills
problem-solving
reading
phone skills
writing
basic arithmetic
speaking/communication
Soft Skills are an International Issue
1
Customer care
Face to face contact, on the phone
2
Using the telephone
Giving a clear message with all details, taking phone messages
3
Following instructions - written or verbal
Following instructions in the right order; doing everything required
4
Taking messages
From customers, other staff
5
Report writing
Including accident reports, process reports, other documentation
6
Compliance with regulations eg. H&S
Following written health and safety instructions
7
Estimation of numbers
Rounding up and down, knowing when numbers are incorrect
Source: Lifetime Training (English)
www.lifetimetraining.com/skills-for-life/top-10-skills-for-life.php
Skills for Life
8
Ordering/stock control
Accurate counting, accurate record keeping
9
Time keeping
Punctuality, accurate use of 12 and 24 hour clock
10
Finance/handling money
Counting and accounting for money, giving change
11
Weights and measures
Working accurately in metric systems, reading measurements
12
Flexibility of staff
Willingness to train and work in different jobs
13
Staff turnover/recruitment
Recruiting/keeping the right staff for the jobs you have
14
Absenteeism
Avoiding work/training because of insecurity and lack of confidence
15
Meeting production targets/wastage
Problems caused by skills deficits in staff
Management Skills
using time, money, materials, space and staff wisely
decision-making
leadership ability
Technical Skills
acquiring/using information
performing technical tasks
understanding graphs/charts
computer literacy
Diversity Skills
working with diverse cultures
English language skills
Employers Considered the
Need for Training in the
Following Areas Would
Significantly Increase Over the
Next Five Years
•
•
•
•
•
•
•
•
•
•
•
•
•
acquiring/using information
learning new skills
problem-solving
reading
attitude toward supervisors
decision-making
performing technical tasks
computer literacy
working with diverse cultures
physical appearance
understanding graphs/charts
basic arithmetic
English language skills
Top Computer Skills Needed by
Employees
Percent indicating
some need to great need….
e-mail
 data base management
 spreadsheets
 word processing
 data entry
 desktop publishing

84.2%
83.3%
78.9%
75.9%
72.6%
53%
Greatest Computer Skills
Training Need

Email
• aging workforce
• training not only on email use but on
etiquette and ethics
• spelling, grammar and language skills
• truckers, machinists and plant workers
now need to know email for
communication
Will your firm do training in the
next few years?
7.5%
% yes
% no
92.5%
Employers were asked….

If you said “yes”….. to what
extent do you anticipate your
company using the following
sources for training?
Sources of Training Employers Will
Use
in-house training
private consulting firms
two-year colleges
four-year colleges/universities
government resources
union resources
98.7%
58.7%
39.7%
35.2%
24.5%
3%
Methods Employers Plan to Use
on-site training
workshops, seminars or conferences
one-on-one training
traditional class room
off-site training
outside experts
self-paced tutorials
internet or on-line training
distance education
94.5%
87.5%
87.3%
82.2%
71.1%
65.8%
58.6%
58.1%
30.6%
Summary: Training Methods

Businesses are still most interested in:
• on-site, one-on-one training
• or -- on-site traditional classroom style
training
• sending people to seminars and
conferences

They seem less interested in:
• on-line training
• distance education
• self-paced training
Employers were asked to list...


the jobs that their company is
having difficulty filling locally.
the technical/job specific
skills/needs their company is
having difficulty recruiting.
Technical/Job Specific Skills Needed
(top 20)
Computer
Mechanical
Customer service
Data entry
Communication
Engineering
Machine operation
Welders
Sales
Electrical
Cashiering
Web design
Telephone
Filing
AutoCAD
Carpentry
Managerial/organizational
Maintenance/electrical & mechanical
Accounting/bookkeeping
Database management/design
Difficult Jobs to Fill Locally
(top 20)
Customer Service Representatives
Sales (associates/managers)
Administrative Assistants
Clerical Workers
Project Managers
Engineers
Nurses (LPN&RN)
Warehouse Employees
Welders (qualified)
IT Professionals
Difficult Jobs to Fill Locally
(top 20)
Machine Operators
Maintenance/Technical Workers
Production Managers
Receptionists
Supervisors/managers
Accountants
Marketing
Service Technicians
Machinists
Systems Analyst
Researchers Split Out Six Identified
Cluster Groups
Cluster
# respondents
 High Growth Manufacturing
77
 Financial Services
41
 Travel & Entertainment Services 39
 Professional Services
38
 Innovative Technology
21
 Transportation
17
Need Versus Availability of Low Skilled
Workers by Cluster
90%
80%
70%
60%
80.0%
77.1%
62.2%
58.8%
50%
40%
30%
20%
10%
0%
83.3%
78.9%
21.6%
21.5%
64.9%
64.9%
58.8%
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
0.0%
% need
% available
Difference in Need Versus Availability of
Low Skilled Workers
Where need was low, availability was perceived as
high (innovative technologies, financial services
and professional services)
 Where the need was high, perception of
availability was low (travel and entertainment)
 There was no true difference between need and
availability in high growth manufacturing and
transportation

Need Versus Availability of Skilled
Workers by Cluster
100%
95%
100.0%
95.1%
90%
89.5%
85%
80%
75%
70%
65%
60%
55%
50%
81.2%
85.7%
78.4%
76.6%
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
% need
71.1%
58.5%
57.9%
55.8%
52.9%
% available
Difference in Need Verses Availability in
Skilled Workers by Cluster
Availability was considered low and need high
in five of six cluster (financial services,
transportation, high growth manufacturing,
professional services, and innovative
technology)
 In travel and entertainment, the need was not
much greater than the availability

Need Versus Availability of Professional
Workers by Cluster
100%
95%
90%
85%
80%
75%
70%
65%
95.2%
87.5%
80%
78.4%
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
76.2%
73.7%
73.7%
64.5%
64.70%
64.5%
60%
57.9%
55%
50.0%
50%
% need
% available
Difference in Need Versus Availability of
Professional Workers by Cluster
Need was considered high and availability low
in five clusters (financial services,
transportation, professional services, innovative
technology and travel and entertainment)
 Need and availability for professional workers
was equal for high growth manufacturing

Cluster Group Employers were
asked:

What percentage of your future
workforce will need the following
educational credentials:
• high school degree or less
• certificate, diploma or 2-year degree
• 4-year degree or greater
Percent of Future Workforce Needing a
High School Degree or Less
80%
70%
73.3%
60%
65.3%
50%
40%
60%
46%
30%
20%
20.7%
10%
0%
0%
percent
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
Percent of Future Workforce Needing a
Certificate, Diploma or 2-Year Degree
40%
35%
38.5%
30%
35.3%
25%
20%
15%
10%
26.7%
22.6%
20.0%
17.2%
5%
0%
percent
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
Percent of Future Workforce Needing a 4Year Degree or Greater
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
95%
75%
58%
50%
23.1%
11.8%
percent
Factors Driving Training by Cluster
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
95%
85%
75%
65%
55%
Competition with
companies
Technology changes
Specific technology to
industry
Factors Driving Training by Cluster
90%
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
80%
70%
60%
50%
40%
growth in knowledge
organization and
process change
low skills of new
hires
Factors Driving Training by Cluster
Fin.Ser.
Trans.
HG Manu.
Prof.Serv.
Innov.Tech.
Trav/Enter
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
low skills current
workforce
continuing ed
diversity
ESL
Top Ten Training Needs - Financial
Services
% indicating somewhat
to a great need










Teamwork ability
Professionalism
Self-initiative
Leadership ability
Perseverance
Listening
Interpersonal skills
Communication
Phone skills
Punctuality
92.7%
92.7%
92.5%
90.2%
90.0%
87.5%
87.2%
85.4%
85.0%
85.0%
Top Ten Training Needs -Transportation
% indicating somewhat
to a great need











Writing
Teamwork ability
Phone skills
Professionalism
Self-initiative
Communication
Listening
Problem-solving
Learning new skills
Acquiring/using info
Performing technical tasks
95.1%
94.1%
94.1%
94.1%
94.1%
94.1%
94.1%
94.1%
94.1%
94.1%
94.1%
Top Ten Training Needs - High
Growth Manufacturing
% indicating somewhat
to a great need










Teamwork Ability
Self-initiative
Attitude toward supervisor
Communication
Interpersonal Skills
Listening
Leadership ability
Perseverance
Acquiring/using information
Punctuality
98.7%
96.1%
94.7%
93.3%
92.1%
92.0%
90.8%
90.8%
90.7%
89.6%
Top Ten Training Needs Professional Services
% indicating somewhat
to a great need










Performing technical tasks
Leadership ability
Acquiring/using information
Computer literacy
Teamwork ability
Listening
Self-initiative
Perseverance
Interpersonal skills
Using time, money, materials, space
and staff wisely
81.1%
78.9%
78.9%
78.9%
76.3%
76.3%
76.3%
76.3%
75.7%
73.7%
Top Ten Training Needs - Innovative
Technologies
% indicating somewhat
to a great need










Teamwork ability
Communication
Leadership ability
Interpersonal skills
Working with diverse cultures and people
Listening
Phone skills
Acquiring/using information
Problem-solving
Decision-making
81%
76.7%
76.2%
71.4%
71.4%
61.9%
61.9%
61.9%
60%
60%
Top Ten Training Needs - Travel and
Entertainment Services
% indicating somewhat
to a great need










Communication
Interpersonal skills
Listening
Teamwork ability
Professionalism
Self-initiative
Punctuality
Perseverance
Problem-solving
Decision-making
100.0%
100.0%
97.4%
94.9%
94.9%
94.9%
94.9%
94.9%
94.9%
94.9%
Conclusions
Employers have high need for skilled
and professional workers
 Employers are experiencing a high
degree of competitiveness
 Employers are looking for educated
employees with the need for education
increasing over the next five years

Conclusions
Employers felt that while skill levels
had increased in some areas, work
ethic had decreased over the past ten
years.
 Employers will be doing their own
training over the next few years.
 Greatest training needs are for soft
skills.
 Employers are finding it more difficult
to hire qualified workers

How Can Business/Industry
Support Education

Participate in:
• Education and training advisory
committees
• Curriculum development processes for
public education
• Internship programs
• Job shadowing programs
• Mentoring programs
• Service learning opportunities
How Can Education Support the
Changing Needs of Business/Industry





Equip students with skills and attitudes for
economic and civic success.
Create a system to promote career
awareness.
Build partnerships
Incorporate school and work-based
learning to help youth make sound career
decisions.
Help under-prepared students gain
important basic skills.
Other Educational Needs
High End Professional Development
 Alternative Teaching Methodologies
 Alternative Careers for Baby
Boomers
 Soft Skills Training and Workshops
 ESL and Basic Skills on Site in
Businesses
 Education that Follows Trends

For a Copy of This Presentation




Go to:
http://www.cpcc.edu/planning
Click on “studies and reports”
Title: GTCS Workforce Presentation
Terri Manning
terri.manning@cpcc.edu