Workforce Blueprint

Nyhet

A Framework for Scaling Talent in Industry

Häftad, Engelska, 2026

609 kr

Kommande

A comprehensive resource for human resources professionals in technical industries, this book offers strategies and best practices for expanding and maintaining a diverse workforce, including company branding, community engagement/partnerships, training, and organizational culture considerations.The pandemic and automation have forever changed how and where we work, what work we do, and who will do it. All this uncertainty has impacted talent pipelines in technical industries and highlighted the critical need for talent expansion and inclusion within this global sector. This book addresses the multifaceted challenges and opportunities that technical industries face in creating a diverse workforce—a unique context that has been overlooked in broader discussions of workplace diversity. It looks back on the history of diversity management and forward to best practices for expanding talent, including attracting, recruiting, and retaining all talent, including special populations. It provides a comprehensive understanding of the importance of inclusivity in manufacturing, construction, and engineering, along with tools and techniques for implementing these strategies in any organization. A Talent Expansion Framework is included to serve as a blueprint for improving the depth and breadth of talent through action-oriented approaches by leadership, the community, and employees themselves.Human resources practitioners, business owners, and policymakers in technical industries and beyond will appreciate this book’s focus on practical strategies and its actionable approach to acquiring, developing, and expanding talent.

Produktinformation

Utgivningsdatum2026-08-12
Mått152 x 229 x undefined mm
Vikt453 g
FormatHäftad
SpråkEngelska
Antal sidor154
FörlagTaylor & Francis Ltd
ISBN9781032836362

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Leressa Suber, PhD, PHR, SHRM-CP, has over 20 years of experience working at the intersection of business, education, and workforce within construction, manufacturing, and higher education. As a researcher and HR practitioner, her expertise strengthens leadership, HR performance, and diverse talent pipelines. As Principal at Bonsai Consulting Group, she consults with businesses, executives, and institutions to provide solutions to complex problems in HR Management, Training, Workforce Development, and Program Evaluation. Through coaching, facilitation, and real-world case studies, her work is transforming technical industries. She serves as an Adjunct Faculty member at the University of North Florida and Concordia University. She holds a PhD in Educational Leadership Policy and Human Development from North Carolina State University, a master’s degree in Occupational and Technical Studies – HR Training from Old Dominion University, and a bachelor's degree in Business Education from NC A&T State University.Michelle Bartlett, Assistant Professor at Old Dominion University, teaching in the Community College Leadership and Workforce and Organizational Development doctoral programs. She received her Ph.D. in Higher Education Leadership with a cognate in statistics from Clemson University. In addition to her academic role, Dr. Bartlett consults with higher education, healthcare, government and workforce organizations on executive leadership training and capacity-building. She is editor of the Journal of Apprenticeship and Work-based Learning and currently serves as the Professional Development Trustee for the Association of Career and Technical Education Research. Dr. Bartlett shares her passion for training design as the co-founder of the UNITE Collaborative Intelligence Lab.

Acknowledgements. Introduction. Chapter 1: Framing Technical Industries. Chapter 2: Talent Management and Technology Advancement. Chapter 3: Building on Origins of Talent Opportunity. Chapter 4: Leadership Influence on Recruitment. Chapter 5: Strategic HR Practices for Recruitment. Chapter 6: Community Engagement and Partnership Roles in Recruitment. Chapter 7: Targeting Special Populations for Recruitment. Chapter 8: Tactical HR Practices - Training Programs for Retention. Chapter 9: Operational HR Practices: Considerations for Retention. Chapter 10: Employee Voices Amplify Retention. Chapter 11: Recommendations for the Future of Work