Although U.S. high school graduation rates are at an all-time high, many employees enter the workforce without the skills that are truly needed to succeed. Recent studies show that essential soft skills such as punctuality, organization, and interpersonal communication are just as important as the hard skills, which now are seen as a basic minimum necessary in order to operate in a particular workplace.
The U.S. Chamber of Commerce Foundation publishes content on postsecondary education and related issues. Find and access current and archived items in our database.
In our special edition report, released in hard copy at the 2017 USCCF hosted America Working Forward event, through research, data, and case studies we discuss the complexity of the skills gap and those who are paving the way forward.
The UpSkill Houston initiative has used talent pipeline management strategies to address the skills gap in many industries.
The U.S. Chamber of Commerce Foundation released a new report today, “Learning to Work, Working to Learn,” an examination of experiential learning programs highlighting best practices for employer engagement in education partnerships.
As the height of graduation season winds down, newly minted graduates are inevitably getting questioned on their next steps: What will you study? What job do you have lined up? How will you use what you learned?
Education transitions from a push to a pull system
Opportunity is at the heart of the American Dream, and at the heart of opportunity is a job. When the right person fills the right job, we all benefit—families, neighborhoods, businesses. We all grow and prosper. Yet, there’s a disconnect in our country.
With every advance in automation and artificial intelligence, the American workplace changes. While changing employment demands are obvious in information technology, they are no less pronounced in energy, health care, manufacturing, and other sectors that have long relied on manual labor.
For most U.S. businesses, employee churn creates a costly challenge. Employers can spend 16-20% of an individual’s yearly salary to hire and train entry-level employees, and as much as 50% or more in specialized sectors.