Just when you thought you had millennials figured out, along comes Generation Z. But how exactly do they differ from millennials -- if at all? What does this next generation of tech-savvy, socially aware and entrepreneurial workers want? How can you attract, hire and retain them?
It’s an economic dilemma that can be traced back to the types of knowledge and experiences students get in the classroom. Local initiatives and special academies are giving students more exposure to STEM, but community leaders during a panel Tuesday at Toyota Motor North America’s headquarters in Plano said more can be done. “When we look at the global landscape and we look at the competition that’s out there, STEM is critical to our future success and our prosperity,” said Andres Alcantar, chairman of the Texas Workforce Commission.
Few generations have been analyzed, scrutinized and critiqued as much as the millennial generation. One characteristic of this generation that makes up 35 percent of the U.S. workforce is that they have high standards for the places they work -- but these standards may be misunderstood.
IBM is pushing congressional leaders to update workforce legislation aimed at helping workers get technical skills necessary from the growing number of technology-related vocational jobs. In a letter, the legacy tech giant, leading a coalition of 400 organizations, urged the chairman of the Senate Health Committee, Sen. Lamar Alexander (R-Tenn.), as well as its top Democrat, Sen. Patty Murray (D-Wash.), to reauthorize the Perkins Career and Technical Education Act.
According to research from the Society for Human Resource Management, citing Bureau of Labor Statistics (BLS) data, the percentage of boomers retiring has doubled over the past eight years and will continue to increase until the last of the boomers reach 65 around 2030. This is particularly challenging for manufacturers. Not only are more than a quarter of manufacturing workers over the age of 55, but the BLS also notes that manufacturers have the highest tenure compared to other sectors.
As companies scramble to adapt to the modern workforce, they’re doing whatever they can to attract top tech talent. For some that may mean getting a head start in filling next year’s most in-demand roles, which range from data-focused to security-related positions, according to Robert Half Technology’s 2018 IT salary report. The survey also reveals the average salaries for each role based off experience.
U.S. graduate education in science, technology, engineering and math is, in many ways, the “gold standard” for the world. But it can and must better prepare graduates for a changing science landscape and multiple careers. It should also be more transparent in terms of where graduates end up working.
The Federal Aviation Administration is endangering public safety by getting rid of key merit-based hiring criteria for air traffic controllers (such as rewarding high scores on the Air Traffic Selection and Training exam (AT-SAT), and graduation from FAA-accredited CTI Schools).
Like many DOE laboratories, ORISE provides a diverse set of capabilities for strengthening our nation’s competitiveness in science. However, one of the things that makes ORISE so unique is that it is the only DOE entity with a core mission of preparing the future federal STEM workforce through the effective administration of STEM workforce development programs.
Exports of U.S. technology industry products and services grew by nearly $10 billion in 2017, to an estimated $322 billion, according to a new analysis released today by CompTIA, the world's leading technology association.