- Corporate College Announces Summer 2017 Classes
- CDL-A Commercial Truck Driver Training Starts May 22 & May 31. Apply Now!
- Summer 2017 Professional Development Classes
- Register Now for Nurse Assistant Training for Nursing Homes, Classes Start June 6
- Apply Now! No-Cost CDL-B Commercial Truck Driver Training, Classes Start May 8 & May 22
- Workforce Development News – April 24, 2017
- Caregiving at Home Special Edition, May 3, Enroll Now – Only $15
- The Power of Corporate Myths
- Workforce Development News – April 17, 2017
- Patient Care Technicians are in demand! Apply now for the July class.
WorkKeys Works – The Aha Moment
I recently presented on the WorkKeys Job Profiling process at the Missouri Workforce Development conference (MWDC). I enjoy being given the opportunity to talk about the job profiling process. However, it is even more enjoyable when you can actually witness an “aha moment” occur.
For this conference, I changed an old presentation I had been giving. I wasn’t getting a consistent understanding of the job profiling process at the end of my presentations. For this MAWD conference, I decided to include a new introduction. I wanted to show where workforce development organizations can fit into the talent development concept of a company. As I pointed out in a previous blog, workforce development professionals must address the needs of a company’s Talent Development Cycle if they want to be taken seriously. By using the “talent development cycle” graphic from my blog, I was able to show how the ACT WorkKeys system fits into a company’s planning, recruitment/selection/hiring, skill development, performance/evaluation, and succession planning. Being aware of where they fit in will give them talking points when they discuss people looking for jobs or services the organization offer.
Now the conversation started. Attendees saw how they should meet some employer need if they wanted to help a person looking for a job/career or their organization build a workforce development program. Questions ranged from “what kind of jobs can be profiled” (all of them) to “can training programs be profiled” (yes). Now WorkKeys wasn’t something they were made to use. It was seen as a good tool that had multiple uses.
Wow, the WorkKeys assessments were now seen as a positive information tool. They could see how a job profile provided actual tasks performed on the job. Also, through the job profiling process, they saw where the mysterious WorkKeys Levels came from. This information could be used in counseling job seekers or marketing a workforce development concept to employers. What better way to show the relevance of the WorkKeys assessment than directly associating it with job tasks.
How many times have you made a presentation when a second click happened? It was later suggested that WorkKeys and the Talent Development Cycle should be included in workforce development strategic planning process. Hopefully, these ideas were brought back and shared with the workforce development organizations.