Whether you are working or unemployed, blue collar or professional, new to the workforce or a seasoned expert, it is likely you have participated in workforce development throughout your adult life. That being said, what comes to mind when one hears the term “workforce development” is usually based on one’s own personal experience.

In reality, workforce development is an expansive, dynamic field that is constantly evolving due to changes in the economy, available technology, and socioeconomic needs. The following are the five major ways workforce development benefits society:

Providing Education and Training for Employment

Probably the most recognized duty of workforce development is to provide training and educational opportunities that help job seekers, whether unemployed or underemployed, to secure work. This can take on many different faces.

Basic adult education and adult literacy courses, for instance, aim to help individuals obtain the minimum standard of learning needed to pursue many positions. This often culminates with them earning a GED.

Alternatively, upskilling focuses on improving an employee’s current skill level, while reskilling or retooling focuses instead on training individuals for new roles or industries. With rapid technological advancements, there has been a growing need for both upskilling and reskilling to address new job demands and requirements.

Preparing for Technologically Advanced Workplaces

From manufacturing to retail to logistics, automation, robotics, and artificial intelligence (AI) are continuously transforming industries and the nature of work. Many workforce development initiatives are focused on preparing workers for an economy and workplace where machines and AI play an increasingly critical role.

Likewise, there has been a surge in remote and hybrid work models, especially in response to the COVID-19 pandemic. While the pendulum has swung back to a degree, with some businesses pushing “return to the office” initiatives, many workplaces are continuing to embrace this new approach to work.

Workforce development can assist organizations in crafting strategies and policies to better manage remote team members, enhance digital communication, integrate technology, and promote virtual collaboration.

Creating Opportunities for Disadvantaged or Marginalized Workers

This is a broad category that encompasses all programs and initiatives that are aimed at helping the disadvantaged or underrepresented in securing meaningful employment. The types of programs in this category are as diverse as the constituents they assist.

Trainers and coaches may work with those living with physical, mental, or learning disabilities, providing life skills training or additional support through the job application, interview, and on-boarding processes.

These programs might also focus on those struggling with long-term unemployment (those seeking work unsuccessfully for more than 27 weeks), recovering addicts, veterans, racial and ethnic minorities, non-English speakers or English language learners, individuals over the age of 40, or other cohorts.

Employer and Workforce Partnerships

Certain industries may require specialized training or have an urgent need to fill many vacancies. In recent years, this has been the case within healthcare, technology, manufacturing, and many skilled trades, such as residential construction.

In these scenarios, workforce development professionals, often working within or alongside the community college system, will partner with local agencies, schools, and employers to create uniquely tailored training programs to address these needs.

The goal of these programs is to streamline the process for individuals to obtain the necessary skills and certifications needed to begin working in that particular field. These programs will sometimes include incentives for participants and may also utilize co-op, internship, or apprenticeship models.

Developing Workplaces Internally

Outside of formal college degree requirements, many career paths will also require specific certifications, licenses, or continued education. It is the responsibility of both the individual and the employer to secure these credentials and ensure they remain valid and up-to-date.

In large organizations, like healthcare systems, this is often managed by an internal workforce development professional or team. In smaller businesses or firms, this may fall under the direction of human resources.

Providing staff with appropriate learning opportunities keeps their knowledge level current, can help to bridge skill gaps, may be required for promotion or advancement, and increases employee engagement.

Surveys, which can be used to better understand staff and workplace culture, also fall under this category.

Conclusion

The goal of workforce development is to help people find work or advance in their careers. To accomplish this, these trainers may work with schools, individuals, non-profit organizations, agencies, or directly with employers.

In a truly free society, everyone deserves access to educational and economic opportunity. As neither technological advancement nor barriers to entry are going away in the near future, the need for workforce development will continue to remain high.