Why Train Them if They May Leave Anayway? Janette Smith, Workforce Education Manager, Davis Technical College
Where have all the workers gone? They’ve all gone to work! With an all-time low unemployment rate of 1.9% as of January 21, 2022, everyone who wants to work is working—and business is booming! Michael Jeanfreau, Regional Economist with DWS, recently reported, “In December, we had 32,000 unemployed people (which includes 5,000 on unemployment benefits) in the state of Utah. However, in the last six months, we’ve seen just under 150,000 job postings.” These numbers do not align well with those needing to find workers. Statistics would likely show that manufacturing has been hit the hardest due to the lack of available skilled workers. The only people applying for jobs are those unhappy with their current employment; therefore, shouldn’t we focus time and energy on keeping the ones we have and developing their skills into what we are hoping to hire? We hear about resistance in training employees such as insufficient staff to cover shifts, too expensive, or “why train them, if they may leave anyway?” The truth is, if we don’t put time and money into developing employees’ skills and providing opportunities for advancement, someone else will. With training, we are investing in our employees—increasing their value while increasing the company’s value and reputation as a great place to work. Training and development will strengthen employee loyalty, improve 25
productivity, lower mistakes, and boost morale. Unlike what we may have heard, training and education can be very affordable, flexible, and customized to our needs. Here are a few options to consider: 1.
Continuing Education or Occupational Upgrade Training. Typically, short-term, non-accredited training focused on providing skills quickly, in person or online. An inexpensive option that helps get the momentum started. 2. Custom Fit Training. This flexible, customized training program is designed to provide Utah’s workforce with both advanced and up-to-date skills training. Utah state funds are allocated to subsidize for-profit companies for the training of their employees. Industry experts teach courses at the location of the company’s choosing and are conveniently scheduled to meet their needs. Hybrid options are available. 3. Apprenticeships. Either customized, registered, or informal—these don’t have to be difficult and can be very beneficial in the long run. Apprenticeships (registered or not) typically include formal education combined with on-the-job training. 4. Stackable Credentials. Stackable credentialing is at the heart of discussions in education, both in the technical college space and the traditional higher education system. As we examine how to
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