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Workforce Attrition – Marginal Utility of Labor, Mobility, & Value

Businesses are employing a mixture of tools to reduce attrition, one of such tools is tuition support for candidates. These practices are not new; back when we had employment for life and global corporate citizenship, these were common practices. The benefits were stacked against employees who often found it difficult to easily get work in other industries because work was organized by problems, projects, and tasks with clearly defined goals, requirements, and outcomes that were specific to products, markets, and regions. Before the internet reduced search costs, it wasn’t uncommon for Midcareer managers whose positions were eliminated to take up supposedly temporary employment waiting tables in bars and restaurants in fields that became permanent. Costing the economy a lot of money in the resulting underemployment that limits human potentials through capabilities investment losses. Education and training have not matched the pace of change from innovations across all human endeavors and we are all aware of the consequences.

Banking Competencies

The leading role of technology as the driver of productivity, especially digital transformation moved the competence differentiators to work tools, processes, and Skills4Industry (social engagement) skills. These competencies are quantifiable based on their component contribution to productivity and measurable value through their level of impact on the mobility of individuals within occupational fields and outside. The crowding out of individuals from the labor market and occupational areas due to a change in work tools, compensation, growth limiting factors, and the responsiveness of credentialling institutions (supply) to provide individuals a balanced competence calls for careful planning. This is happening at a time of significant expansion in new startups in high-growth creative sectors. Including the global impact of shifts in demand on global logistics systems, the insufficient local logistics alternatives, and inefficient last mile operations network structure. Learn how to extract value from logistics operations network optimization in our Institute of Integrative Logistics Studies (IILS) and the Institute of Integrative Transportation Studies (IITS).

Skills4Industry ensures human capabilities are bankable with higher reusable value, which is extractable from transition-based continuous earning through the gig, temporary, and permanent work. To help individuals extract and manage this value Skills4Industry established a peer-to-peer learning platform that includes a LearningLog for balancing and comparative pricing of capabilities.

Extracting Value from Competencies

Skills4Industry has made it easy for all employees and individuals to effectively manage their transitions within and outside occupations in their core industries by making their competencies bankable.

When preparation for work is based on internships only without the integration of academic knowledge and social engagement competencies into each parcel of learning students’ capabilities value is reduced when unable to identify the skills they applied. In a similar vein, the mobility limitations suffered by apprenticeships and vocational routes are higher. Tuition benefit programs based on specific business requirements will result in the same friction in capabilities mobility and earning. While those whose positions will be eliminated in periods of near full employment will have problems finding suitable employment in new industries in the nearest future.

In qualifying programs, care should be taken to ensure both new and future jobs are captured into the pedagogy and educational processes confer competencies in learning environments similar to those that exist in the industries learners will apply their learned skills. Skills4Industry integrative competence framework is best suited for making high school-to-college education a critical and crucial hiring tool through our peer-to-peer Edge framework.
To make capabilities-based career progression the minimum wage of the 21st-century retention practices we spent over 20 years researching models of preparation, readiness, and progression. The result is an infrastructure containing over 3.6 million integrative competence concepts in over 200,000 work tasks across functional responsibilities found in all occupations. Including a technology platform for peer-to-peer edge (learners data-driven learning) LearningLog. Each student is provided a microservices container with a slew of application stacks from day one to orchestrate Situated Learning, NOT wraparound services/programs. Through seventeen institutions and over 1000 disciplines, we established the most sophisticated pathways system – the Gantry. With the largest integrative competence concepts data, your candidates and employees have multiple credentialing options and workflow reinforcement concepts at their fingertips. We use their Edge data captured at home, work, school, playgrounds, and performances through our LearningLog technology to personalize learning with the peer-to-peer communal microservices container cloud computing that is orchestrated by Skills4Industry Foundation.

Skills4Industry is every organization’s tool kit for successful, tuition benefits programs whose goals are to reduce attrition, improve retention, establish equitable access, and increase productivity. For individuals, Skills4Industry is your capabilities valuation tool that guarantees mobility and hence higher earnings throughout your work life.

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