Nonprofit Workforce Development Trends and Challenges (Part One)

The beginning of the new decade has seen vast changes in the workforce, from remote opportunities to changing workplace dynamics. An employer could not be blamed for expressing concern regarding the quickly changing landscape of workforce development. Less technologically inclined managers may see the emergence of the digital landscape within the workplace as an ominous looming threat- or at least an area worthy of further research and attention. Although change is often intimidating, it can also be a good thing. By taking certain measures to understand upcoming trends in workforce development, the rest of the 2020s can turn out to be a very positive decade for the operations within your organization. 

While workforce development programs will always strive to connect job seekers with employers, good programs should provide a support network for those who have already been hired. Training, data management, and support services are all key roles of workforce development programs that stand to expand in the coming years.

As nonprofits continue to do the vital work that keeps much of the world functioning efficiently, individual employees can make a huge difference with their daily work. For this reason, it’s important to pay attention to changes that may keep your organization running efficiently while supporting those on the ground. Below are three trends that we foresee becoming more prominent: 

1. Independent Workforce Development Entities 

Workforce systems are continually expanding their scope to provide more extensive support to employers and workers alike. While the Workforce Board has always provided benefits for individual workers, independent backbone organizations working beyond the scope of the Federal Workforce Innovation Opportunity Act (WIOA) seem to be a growing trend to keep your eye on. 

One key area in which backbone organizations can better serve communities and nonprofits is through groups that specifically support underrepresented communities in the workforce. Taking advantage of such an organization can be a sure way to organize your workforce in an equitable manner. The increased awareness of the need for Diversity, Equity, and Inclusion (DEI) initiatives means that changes in workforce practices that reflect this value will be quite useful as backbone organizations improve in this regard.

Not only will the trend of independent workforce development entities require more cross-organizational coordination, but it also creates a more pressing need for workforce-focused funding initiatives. Funding larger workforce initiatives will require funding from government grants as well as corporate and private donations. The most important thing to remember when seeking such funding is that hard data and clear evidence of a need will serve you well. By showing the success numbers for different initiatives and programs, investors will understand that their money is being put to good use. Be sure to track your progress with any new policy by collecting relevant data that will help your internal operations, as well as funders, understand the ways in which you are supporting your organization’s goals. Using shared measurement systems that align with your common agenda is a good place to start.  

2. Data Overload Solutions

As organizations recognize the importance of storing and understanding data points about their workforce development programs, the need for efficient data management becomes more evident. To avoid data overload, analysis burnout, or overall confusion about what the numbers on the screen mean, it’s important to carefully consider your strategy as it pertains to getting the most out of the information you have collected. 

The most useful strategy for solving the problem of data overload is to carefully consider each point of data intake, and ask whether or not it is really relevant for your organization’s overall goals. Remember that labor data can often be behind by a year or more and that not all of your research will actually help you solve any problems. Try to keep your data focused on regional issues that are relevant to your specific industry. Keep your records up-to-date with consistent research, focus groups, and surveys. 

In avoiding data overload, it can also be useful to remember that many hands make light work. The ability to share and collaborate across your organization and beyond will make for novel insights and better workflow. In order to properly collaborate, all data must be easy to share across different networks. Try to ensure that the software you use allows for quick data sharing as well as compression into more accessible formats. 

2. Digital Training Networks

The COVID19 global pandemic has reconstructed the way that many people work. For many of us, that means remote work. The overall implications of this change have been discussed at length, however, there is more to consider than workplace dynamics. Though many organizations have already been embracing digital training programs, it seems that the surge in remote work will continue to grow the trend. 

Digital training networks may be able to provide more than traditional training ever could. For example, data analytics may allow both employers and employees to understand what skill sets are in demand, and what may help them in the future. For this reason, more in-depth training networks could allow a more supportive training environment that fosters growth and mobility for those in the workforce. 

The malleable nature of digital networks should also allow for more flexibility and more accurate training results. For example, employers can use tools for data analysis to see which strategies work compared to others. Individual workers should also be able to augment their training regiment to fit their specific needs and skills. 

This article is part one of a two-part series on workforce development trends. Part two is available here.