This brief explores data science methods that workforce programs can use to predict participant success. With access to vast amounts of data on their programs, workforce training providers can leverage their management information systems (MIS) to understand and improve their programs' outcomes. By predicting which participants are at greater risk…

The workforce development system in Chicago and nationwide is multifaceted and includes public and private training providers that work with individuals of all ages and abilities. Broadly, the programs within the system aim to train their participants while preparing them to (re)enter the workforce, graduate them from the programs, and place them…

The community college environment is complex and dynamic, requiring constant monitoring. To ensure that workforce education, a core component of community colleges' missions, remains aligned with colleges' environments, responsive to employers' needs, suited to students' interests and abilities, and current in content and technology, it is…

Many human resource managers face a dilemma. They would like to spend more time improving the overall work environment for employees. They want to help their executives save on workforce-related expenses, find and hire better talent, and improve existing talent through training and development. Unfortunately, most days, HR managers are stuck doing…

In early 2006, The U.S. Department of Labor (DOL), Employment and Training Administration (ETA) began an initiative called Workforce Innovation in Regional Economic Development (WIRED) to help regions create competitive conditions, integrate economic and workforce development activities, and demonstrate that talent development can successfully…

Describes a computerized regional information system developed jointly by 18 counties in Tennessee, North Carolina, and Virginia for use in the planning of vocational education programs. (JG)

The Pennsylvania State Department of Education developed an automated system in 1970 to facilitate meeting report requirements to the United States Office of Education. This system provides for computer processing of such information as labor market needs in planning vocational programs, standards for these programs, graduate followup, demographic…

Purpose: To describe an approach to course redesign that may provide others in the field with a "template" to follow or modify when course redesign is necessary. Design/methodology/approach: Action research implies making a change and then observing and responding to the consequences of that change. Making the change in this course involved:…

Exploring existing methodologies to determine whether they can be adapted or adopted to support strategic goal setting, this paper focuses on information gathering techniques as they relate to the human resource development professional's input into strategic planning processes. The information gathering techniques are all qualitative methods and…

The study was directed toward developing a manual for establishing societal benefits and costs of vocational and manpower programs in Wisconsin. After first outlining the background of benefit-cost analysis, problems in establishing cost functions in education are presented along with some important cost concepts and uses of cost information in…

The Manpower Information Clearinghouse (MIC) was established in 1972 as a service of Career Information System to provide consultation and interpretation of labor market data to program planners. Clients include planners of educational programs and social services agencies, with priority given to local agencies within Lane County, Oregon. This…

This sixth version of "A Manual for Manpower Accounting in Higher Education" is the product of a six-year joint effort by NCES and NCHEMS. Data on manpower resources within an institution reflects the nature, amount, and use of the asset or resource that its personnel represent. Conventional personnel data, by contrast, typically consist only of…

The system being tested for the U.S. Navy civilian workforce to integrate equal employment opportunity (EEO) goals into an accountability and tracking system for effective management action is described in this report. The system is described as one that moved from a top down modeling oriented system previously used to a bottom up information…

This monograph, one of a series prepared for the Employment and Training Administration, attempts to provide a new approach to on-the-job training (OJT) and to offer the Comprehensive Employment and Training Act (CETA) prime sponsors a basis for new programmatic directions. The monograph is divided into seven chapters. Subject areas included are…

The California Manpower Management Information System (CMMIS) Project reported here was done to provide a means of coordinating manpower supply and demand information with pertinent demographic information which will enable state, regional, and local agencies to fulfill various legislative mandates and legal responsibilities. This report covers…