A Workforce Development Systems Model for Unemployed Job Seekers

Abstract

Workforce development is a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers. Given the complexity of what workforce development entails, a systems approach is illustrated to ensure that the broader goal of human capital investment is met. The paper identifies the foundational assumptions of systems thinking, classifies the key stakeholders in workforce development and provides brief case studies on where systems thinking has been deployed. The paper also enunciates an outcomes framework to give the metrics by which progress towards performance goals can be measured.

The design and uses of an employability index to evaluate the vertical workforce development process

“…This continuity creates a feedback loop that informs the management and operations of publicly‐funded workforce entities as they engage both job seekers and employers. To this end, Holland () suggests workforce development is a “set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers that enhance self‐sufficiency and revitalize the communities in which these individuals live” (p.55). Within this complexity, workforce development activities occur in three phases in Holland's model to reflect: Phase I – the identification, recruitment and assessment of job seekers for potential training and employment opportunities. Phase II – the training of job seekers into occupations. Phase III – the placement of these job seekers into positions following training (p.60). …”

Both sides now: Toward the dual customer approach under the Workforce Innovation and Opportunity Act in the United States

“…Rather, workforce development isactually a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers that enhance self-sufficiency and revitalize the communities in which these individuals live. (Holland, 2015)If workforce development is to be effective across multiple systems, writ large, then it follows that active labor markets policies are, ideally, not conducted in isolation but in partnership with other partners in a coordinated and holistic approach to build a competitive workforce. As a result, workforce boards must act as a facilitator with other key stakeholders in the workforce system, namely businesses and the K-16 educational system (Conway and Giloth, 2014; Kochan et al., 2012).…”

“…actually a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers that enhance self-sufficiency and revitalize the communities in which these individuals live. (Holland, 2015)…”

Effect of professional certification on employees’ return-to-work rate after occupational injuries in Korea: focusing on vulnerable groups

“…One effective way to improve RTW performance is to convince the employer that the worker has the necessary skills. Professional certification in the field is often used as an official permit for performing a job [22,23], and it can provide employers an objective evaluation of employees' skills [22,24]. Therefore, it has been recognized as a useful resource to help someone get a job [25][26][27].…”