If you are joining us mid-stream, we have previously talked about the Organizational DNA Model and the why behind it, and now we want to turn our attention to looking at who the important stakeholders are in such a model and those you must engage with.
We look to the Conscious Capitalist Model (you can read more about that here) when thinking about a stakeholder framework for workforce development. The following is what we envision a stakeholder map for an Organizational DNA Model
Organizational DNA Strategy
Become an employer of choice through providing a comprehensive framework of educational and learning offerings that enables all employees to advance in their careers through the attainment of skills, credentials (certifications and degrees), and experiences that form a framework for lifelong employability.
Investing in workforce development reduces the cost of turn-over and creates a more engaged workforce that delivers enhanced customer experience and innovation that drives superior financial results.
Potential Employees and Employees
Having a workforce development strategy builds a framework of employability that enables our employees to advance in their careers and contribute more meaningfully to their families, their communities, and the organization.
Your investment in workforce development creates a more engaged employee committed to the quality of the products and services we provide, building a brand loyalty and increase the share of customer spend and heart.
Sharing with our ecosystem partners (vendors, academic institutions, workforce development agencies) our model for workforce development allows us to help our partners build engaged pipelines of talent we need in our workforce and systemically ensure the quality of the products and services we provide.
Our investments in workforce development represent an investment in the communities which we serve. By advancing our employees in both their skills and knowledge and their wages, we are creating increased economic value for the communities in which our employees live and work.
Our workforce development strategy impacts the environment by increasing the economic mobility potential of our workers – and creating the opportunity for them to make more environmentally friendly purchasing choices and better their lives and lives of their family. What about giving them the opportunity to own a home, etc?
While the framework above outlines the macro view of the stakeholders in this kind of approach for workforce development, your internal stakeholder can include human resources, learning and development, talent acquisition, talent management, diversity and inclusion, labor unions (if you have bargained populations), and senior executives.
The key is recognizing that embedding workforce development into your organizational DNA is not the job of any one group or department, but rather a systemic approach to driving talent in the organization. As the saying goes…better together!