Peter Cafalleli, the George W. Taylor professor of management at the University of Pennsylvania's Wharton School and director or Wharton's Center for Human Resources, published a special article at Wall Street Journal on Oct. 24 2011 (see the below full website)
In his article, he argues that "the conventional wisdom is that our education system is failing our economy. But our companies deserve a lot of the blame themselves."
First, Prof. Cafallelli insists that "The perceptions about a lack of skilled workers are pervasive, but the provlem is an illusion" He clearly describe the reason of shortage of skilled labor is not a "real shortage" of skilled labor problem, but the shortage of affordable jobs for skilled job candidates. Employers greedy attitude and tendency to 'hire the best people with minimal wages' make the problem happen.
Second, training shortage for job candidates are significantly prevails in the U.S. society. Despite employers' complains about the education system, college graduates are pursuing more vocationally oriented course work than ever before. And companies don't seem to do training anymore. High increasing numbers of unpaid internship or minimal paid job for on-the-job experiences shows the fact that companies averse risk of training and do not invest on training people for their own purposes. Couter-example for the U.S. can be found in Europe. European countries views that the trainings, apprenticeship opportunities, and other vocational education programs are mandatory ones and infrastructures for economic prosperity. U.S. need to change views to training and development of workforces as fundamental infrastructure
Third, three solutions to address the 'real' shortage of skilled workforce are suggested.
1. Work with education providers
2. Bring back aspects of apprenticeship
3. Promote from within.
The author tells that employers should proactively involve and dedicate in designing and tailoring curriculums for training job candidates in schools. Apprenticeship opportunities should be given to job candidates within employers' organizations. Finally, employers should organize work for newly hired employees by providing proper projects that help them learn new skills for organizations.
Employers should invest Human Resource Development than Human Resource Management to form competitive workforce in order to coincide company self-interest and societal interest!
These ideas from Dr. Peter Cafelli are coherent with my article about "The problem is the corporation's education rather than the college education." Please see my article as well.
Why Companies Aren't Getting the Employees They Need
Everybody's heard the complaints about recruiting lately.
The conventional wisdom is that our education system is failing our economy. But our companies deserve a lot of the blame themselves.
Even with unemployment hovering around 9%, companies are grousing that they can't find skilled workers, and filling a job can take months of hunting.
Employers are quick to lay blame. Schools aren't giving kids the right kind of training. The government isn't letting in enough high-skill immigrants. The list goes on and on.
But I believe that the real culprits are the employers themselves.
With an abundance of workers to choose from, employers are demanding more of job candidates than ever before. They want prospective workers to be able to fill a role right away, without any training or ramp-up time.