As America now arrives at the 2010 workforce crossroad, it is losing the global talent showdown. Over the past 25 years there has been a blizzard of business-sponsored white papers and special reports containing dire warnings on the economic consequences of a rising tide of high school dropouts, and the inadequate performance of too many local elementary and secondary schools. Inside the workplace business has largely failed to address its own internal rising tide of underskilled employees. A recent survey of U.S. companies regarding strategic workforce planning revealed that only 46 percent are doing anything.
Some of the larger corporations have established specific initiatives to improve literacy, retrain classroom teachers, sponsor math and science contests, and offer scholarships to high-achieving students. A number of business-education partnerships have been formed in the United States and overseas that offer various forms of time commitments, talent, and monetary assistance to reverse the slide in skills and talent levels. As a consequence, some workers have been retrained, and some students have benefited from improved high school curricula and helped to reach higher levels of achievement at colleges and universities.
These are praiseworthy endeavors but mere tokenism when compared to the continued growth of America’s skills deficits and educational deficiencies. My response to the overall business endeavors to address this problem is “Where’s the beef?”
In the higher management ranks and board rooms of U.S. major corporations there is an ongoing culture clash about the necessity of making meaningful strategic workforce investments. This is the classic battle between short-term profit maximization and long-term business development. It is a worldwide struggle. Yet in our global tech-driven society, it will ultimately be education and skills that will play a major role in determining the future long-term economic success of individual businesses or nations.
Many U.S. businesses are beginning to experience difficulty globally in recruiting skilled workers who have the talents needed for the next generation of technology-based products and services. As detailed in my two latest books, American business people have relied on two means of finding talent: using H1-B visas to import workers from abroad or exporting their operations to other nations where the talent exists. These safety valves are being shut down by the global skilled talent shortage. Past management practices need to be replaced by some fresh strategies.
Individual businesses have begun to collaborate through regional community-based non-profits organizations (CBOs) to both train the incumbent workforce and rebuild the career pipelines between local schools and their businesses. They recognize that only a broad network that links many of a region’s resources for human capital development can have any reasonable opportunity to reinvent the local education-to-employment system.
Around the globe businesses in the regions/cities listed below are now contributing their funds, expertise, and time to a local CBO:
CBO-Region / No. of Businesses
Greater Santa Ana Business Alliance
Santa Ana, California / 300
Chicago Renaissance Manufacturing Council
Chicago, IL / 200
Danville, IL / 66
Mackay Area Industry Network
Mackay, Queensland, Australia / 51
Penang Skills Development Centre
Penang, Malaysia / 130
Without an adequate supply of talented people, it will not matter whether a business loads up on advanced technologies or hammers out better trade agreements. Regarding this perspective, international economist Morris Beschloss recently observed, “Gordon has become a missionary in preaching the gospel to business groups, sponsoring training programs to make such high grade workers available to America’s technological employment sector. . . If Gordon’s ‘call to arms’ is met, the high-tech employment solution could be accomplished. In my opinion, it’s the only solution.”
A new business-culture mindset is needed as the global talent crisis spreads across the U.S. economy.