Connecticut must ensure that its workforce remains competitive and that it continues to be a place where individuals and organizations thrive economically in a time of rapid and constant technological change. With an eye on the future, its leaders have recognized that they must fully leverage its higher education ecosystem in collaboration with…

Domestic and international competition for STEM talent is driving institutions across the research and innovation landscape to consider new policies and partnerships for building and managing STEM knowledge and skills. New levels of investment in human capital to increase U.S. innovation capacity and competitiveness will require coordination and…

Grounded in the theories of inclusive talent management (TM) and social-exchange, this conceptual paper draws on the education working conditions and broader TM scholarship to promote Talent Centered Education Leadership, an education human resource management (HRM) approach that emphasizes an "employee centered" philosophy to enhance…

Our recently completed research project investigated strategies being used by Wisconsin rural school districts to address educator shortages, including a diverse set of "grow your own" (GYO) initiatives such as Educators Rising that involve partnerships with educator preparation programs (EPPs) and other local partners to identify,…

At a time with an increasing focus on return on investment, employers must adopt business strategies that are scalable; driven by their own data; and inclusive of students and workers of all ages, experiences, and backgrounds. Talent Pipeline Management® (TPM) is a workforce strategy that focuses on the development and delivery of talent from…

As the economy struggles to recover from the pandemic and the ensuing volatility and labor shortages, leaders in the field of young adult talent development are seeing a need to develop approaches that equally address both the talent needs of employers and the education and training aspirations of young adults. This brief explores how personalized…

The unprecedented growth in the use of AI and its related technologies will put a tremendous stress on US institutions to produce the required number of technologically prepared workers to fill critically important job openings. In the US, low-income and URM students participate less vigorously in STEM-related fields; the problem is even more…

Purpose: This study aims to examine the effect of strategic human resource management (SHRM) practices on two learning outcomes, learning orientation and learning competence, which past research has seldom examined in the UAE context. SHRM practices consisted of four factors, namely, talent acquisition, learning and development, performance…

This paper presents a rationale for using professional and continuing education (PaCE) units at post-secondary institutions throughout California to design and implement talent-pipelines, research and development collaborations, and other knowledge ecosystems where emerging and returning professionals can acquire the knowledge, skills, and…

NSF's new Strategic Plan for Fiscal Years 2022-2026 was released on March 28, 2022. To achieve NSF's vision of "A nation that leads the world in science and engineering research and innovation, to the benefit of all, without barriers to participation," the Plan lays out four strategic goals. The first, "Empower STEM talent to fully…

Higher Education Institutions (HEIs) are undergoing financial, structural and cultural transformation. With the marketization of higher education, 'war for talent' is also gaining momentum. As bars are raised on evaluating academics' performance, the human resources and academic leadership need to rethink their approach to talent identification,…

For many of today's Fortune 500 companies, finding the best strategies to invest in talent is a constant challenge, especially when it comes to entry- and mid-level positions. The country's changing demographics, paired with a shifting labor market, means that companies must develop new ways of planning for, supporting, and investing in talent to…

According to data, there are few Southern communities where a child born in poverty has more than a 6 percent chance of moving to the upper income quintile as an adult. In Network communities, 31 to 39 percent are expected to remain in the lowest bracket. Improvements to the talent development system and its surrounding ecosystem are crucial to…

A growing number of employers identify difficulty hiring highly qualified workers as their top competitive challenge. Roughly 75 million of Americans could meet these employer needs but currently lack the skills or supports to do so. This is America's untapped workforce--the many people who do not have the work or wages they need to get by, but…

The driving force of California's growing innovation economy is talent. However, there is also a growing mismatch between the type of talent in demand and the type of talent in supply. This paper describes why one of California's best options for closing this talent gap is to expand and modernize the State's apprenticeship system. [Additional…