Discuss the Opportunities and Challenges of Having Access to a Broader Workforce.

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Question:
a) Discuss the opportunities and challenges of having access to a broader workforce.

Answer:

The Workforce is the total number of a country's population employed in the armed forces and civilian jobs, plus those unemployed people who are actually seeking paying work. In other words, workforce also refers to Total number of employee (usually excluding the management) on an employer's payroll. It may also mean all those that are available for work. Workers may be unionized, whereby the union conducts negotiations regarding pay and conditions of employment. In the event of industrial unrest, unions provide a coordinating role in organizing ballots of the workforce, and strike action. As the world becomes globalize, the workforce in industries/companies become diversifies. The broader workforce make up from employees that come from different age groups, race, beliefs, gender etc.

Opportunities
Provide training on core competencies
Devise training is needed to address the needs of different levels of workers, including training directed at entry-level and less skilled staff, workers with degrees not directly relevant to afterschool, and workers pursuing credentials. We cannot afford to ignore the workers who stay only a short time or work part-time, because they make up too large a portion of our workforce. They need some minimum level of knowledge in the core competencies required to work in afterschool programs. Moreover, providing training and supporting pursuit of a credential is an excellent way to foster an attachment to the field.

Expand Quality training and professional development opportunities Quality training and professional development opportunities are needed to be expanded for all workers, including encouraging programs to give workers paid time off to attend training. Another need is for approaches such as distance learning to increase access to training in rural areas. We also should establish a core group of high quality, recognized, and approved trainers and promote ways to share the knowledge of experienced afterschool staff, for example, through mentoring younger staff.

Provide afterschool/youth work content in higher education curricula We need to work with institutions of higher education to provide more course work relevant to youth work and afterschool that could be accessed by workers and students pursuing credentials or a degree. We also need to work with these institutions to address the needs of the adult learners in our workforce who would be candidates for these courses.

Advocate for funding for training and professional development Policymakers at all levels need to provide more funding specifically for training and professional development for afterschool staff through supports such as scholarships and loan forgiveness. In advocating for such funding, the afterschool field needs to highlight the connection between positive outcomes for children and youth in afterschool—a goal endorsed by policymakers—and the qualifications of the staff that provide afterschool services.

Provide human resources staff with the training and resources they need to recruit and hire Although the focus of this project and resulting report is on the current afterschool workforce, it’s difficult not to consider the need for effective recruiting and hiring techniques in afterschool programs. A program’s workforce begins with, and its success reflects, the recruiting and hiring of employees who are adequately matched to a program’s core competencies and needs.

Challenges
Developing specific strategies for reaching the target populations There are people 18- 59 years old in the population who are all needed in the workplace and who need the education/training to take advantage of the opportunity it provides. The challenge is to develop marketing campaigns and services that focus on each of these groups, their specific education/training needs, and their need for user friendly access,...
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