Adaptability of the US Engineering and Technical Workforce Proceedings of a Workshop (2018) / Chapter Skim
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5 How Can Analytics Be Used to Make Decisions About Adaptability?
5 How Can Analytics Be Used to Make Decisions About Adaptability?
Pages 34-44
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From page 34... ...
(Tracy Kantrowitz) • any jobs require a core set of adaptability skills including cre M ative problem solving, working across teams, and comfort with multidisciplinary environments as employees learn new tech nologies and procedures.
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From page 35... ...
For example, labor market data can help organizations and individuals understand their environments to better facilitate adaptation, and measures of individual and organizational adaptability can guide decisions and future actions. A DATA AND INNOVATION HUB The object of RealTime Talent, explained Executive Director Sandee Joppa, is to enable more informed, market-oriented decisions throughout the Minnesota workforce and education ecosystem by engaging a broad group of stakeholders.
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From page 36... ...
The matching algorithms are blinded to remove bias that might be introduced, for example, by where job seekers went to college, where they worked last, and what their last names are. The state is also seeking to eliminate disparities in employment by raising the labor force participation and employment rates of all racial and ethnic groups to match or exceed those of native-born whites, increase domestic migration to a net positive of 5,000 people per year, and maintain international immigration rather than letting it slow.
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From page 37... ...
, accessed 10/18/2017. ASSESSING ADAPTIVE PERFORMANCE IN THE WORKPLACE The changing work environment is increasingly demanding an adaptive workforce, observed Tracy Kantrowitz, director of talent solutions at PDRI.
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From page 38... ...
In addition, many employees are encountering new and intensified attributes of the modern work environment. They need to handle work stress as companies strive to do more with less.
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From page 39... ...
Assessment of noncognitive traits is useful in identifying individuals who are more likely to perform well in jobs that require interpersonal adaptability, cultural adaptability, and handling work stress. And assessment of physical adaptability might look at a person's capacity to handle emergencies and physical tasks.
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From page 40... ...
An iterative process of practice, feedback, and practice is necessary. MEASURING ADAPTABILITY Susan Straus, senior behavioral scientist at RAND, described a RAND evaluation of a course that the US Army developed to train adaptive leaders (Straus et al.
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From page 41... ...
• A WALP guides effectively facilitated after-action reviews and group discussions. • The feedback I received from AWALP guides enhanced my learning.
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From page 42... ...
Raters evaluated the degree to which the exercises required different dimensions of adaptive performance and how effectively the teams performed the behaviors. Finally, the evaluation collected data on individual differences that are likely to predict adaptability, such as openness to experience, learning goal orientations, and motivation for training.
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From page 43... ...
The students' work supervisors could be better held accountable to provide feedback on posttraining behavioral change. Longer-term impacts could be assessed through measures of the retention of course knowledge and attitudes, 360-degree feedback, measures of the performance of graduates' teams, and -- what Straus called her "holy grail" -- randomized controlled trials.
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From page 44... ...
Straus added that many of these tools are essentially generic, so they can apply to any educational context, not just a particular course for army officers. But, Straus cautioned, this work is in its early stages and best practices or best instruments still do not exist.
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