Virtual Discussion

Checkpoints that Matter: Improving Retention and Alternative Talent Pipelines

Upcoming
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Session Focus:  Uncovering 'Checkpoints that Matter' when building Alternative Talent Pipelines. This session explores innovative strategies for developing alternative talent pipelines, a crucial approach to improving employee retention and reducing turnover in today's dynamic workforce landscape. We'll delve into how experiential learning opportunities can bridge the gap in real-world experiences, enhancing the readiness and adaptability of new hires.
Strategies for Workplace Readiness: Checkpoints that Matter builds talent pipelines for in-demand jobs with essential skills and certifications, emphasizing critical experiences and ensuring immediate, effective employment.
EMPLOYEE EXPERIENCE Moments That Matter WHAT ARE CHECKPOINTS THAT MATTER FOR CAREER DEVELOPMENT PROGRAMS   KEY HIGHLIGHTS
  1. Experiential Learning as a Game-Changer: Unpacking the power of real-world learning experiences in equipping candidates with the skills necessary for immediate effectiveness in their roles.
  2. Strategies for Workplace Readiness: A dive into the "Checkpoints that Matter" methodology, which focuses on building robust talent pipelines for in-demand jobs. We'll discuss how integrating essential skills, certifications, hands-on labs, and critical experiences can lead to a qualified workforce that is genuinely ready to work from day one.
  3. Impact on Retention: How these alternative pipeline strategies not only fill positions with competent individuals but also play a pivotal role in enhancing employee retention. Organizations can foster a more committed and satisfied workforce by investing in employees' growth and ensuring their initial success.
ELE produces this Learning Circle: Reskilling Talent Development. ELE's Idea Exchange: Collaborate online with your peers.
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Richard Busby
Director, Project Management OfficeIMSA
IMSA

About Richard Busby

I love enabling people to perform work that need to get done, finding meaning and high satisfaction. I do this through mentoring, coaching, and practical support systems. I have extensive experience in corporate L&D, Learning Architecture, and Academic management. I am the founder of Broadskilling.com

Lisa Schumacher
Director, Education Strategies & Workforce PolicyMcDonald's Corporation
McDonald's Corporation

About Lisa Schumacher

Responsible for leading the development and execution of education solutions to enhance workforce capability, the employee talent pipeline and McDonald’s employment image. In her prior roles, Lisa was WorkforceChicago Director at CAEL and Academy Director at University of Chicago Medical Center.

About Dirk Tussing

PASSIONATE COLLABORATOR with an extensive business and charity network that makes things happen.

Tami Martin
Director, Workforce DevelopmentFroedtert Health
Froedtert Health

About Tami Martin

A champion for a growth mindset, believer in Kaizen, and servant leader implementing programs that align with business strategy. Senior HR Leader skilled at partnering with department heads to develop strategy, facilitate organizational change, and improve employee productivity. Results-oriented with a proven record of adding value through developing and implementing programs and strategies that enhance employee success and support organizational objectives. A people consultant versed in talent acquisition, succession planning, talent development, talent management, negotiation, and relationship management. An experienced people, program, and project manager with demonstrated business agility spanning the financial, retail, real estate, education, and non-profit sectors.

About Larry Mohl

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