GRCA Commerce Quarterly Summer 2019 - 15

GreaterReading.org

Q: Can you describe a typical student for this program?
A: The student profile cuts across all demographics. People that
are kinesthetic learners and mechanically inclined should do
incredibly well.
Q: Are employers looking at this as a retention tool for their
CURRENT employees, and are employees or job seekers that
have this training considerably more preferred?
A: There are two paths to building skill inside an organization.
One is hiring from the outside and support providers who do such
training. The other is to follow the Google and Amazon model of
building internal mechanisms and pathways to grow the needed
skills. This can be accomplished by partnering with an outside
provider. This can also create more customization opportunities.

A Holistic Approach to Employee Benefits
Power Kunkle delivers localized, high-touch services:
Dedicated Client Relations Manager * Administration Support Services
ACA Compliance Support * Benefits Compliance Review

Q: What is the local and national benchmark for entry-level jobs
in this field? AND what is the growth potential with experience?

Human Resource Solutions:
Talent Recruitment * HR Compliance Audit * Employee Handbook Review
Compensation Analysis * Training * General Human Resource Support

A: We have local employers that are ready to take graduates today. The
U.S. Bureau of Labor Statistics reports that Mechanical Engineering
Techs' hourly median wage is at $22-$28/hour in the greater Reading
market. These include a breadth of employers representing a number
of different industries beyond manufacturing including those in
the service and healthcare fields.

Wellness & Health Promotion:
Surveys and Assessments * Biometric Screenings * Education
Program Development & Incentive Tracking * Wellness Policy Review
Worker's Compensation & Safety Integration

Q: What is your English Language Foundations program and
how could that support employers as they consider upskilling
current talent for the Mechatronics Program or other promotions within?
A: The English Language Foundations (ELF) program is a language
remediation opportunity to prepare English-as-a-second-language
learners for the classroom. Students spend anywhere from 3 to
9 months developing higher level skills in reading, writing, and
speaking English using live classroom instruction and an interactive
post-secondary product of Rosetta Stone. Its purpose is to ensure
a level of English language readiness for the demands of the career
classroom. While it is not designed as a stand-alone program it might
be a consideration for employers looking at internal candidates for
a Mechatronic position where language may currently be a barrier.
Q: How does this program fit into the workforce marketplace?
A: The growing trend across the nation for talent attraction and
retention has shifted to a major focus on career development +
advancement. Our workforce has options in today's job market,
so they are equipped to move on (or never even commit) to an
employer that doesn't illustrate the value of employee development.
And YES! - employee development matters across all sectors and
job descriptions, not just professional service roles. People want
to feel valued, motivated, and invigorated with opportunities for
life-long learning, training, and up-skilling/cross-training.

www.PKBenefits.com * 1-866-685-1790 * contactus@pkbenefits.com

The Art of Attraction and Retention
Generally speaking, the way you attract an employee today will
be the way you lose that employee tomorrow. If your company is
focused on wages and benefits, you might miss a big piece of the
puzzle. Consider up-skilling your current workforce today, while
also onboarding entry-level talent. Your current workforce will
serve as better mentors when they're also feeling valued and being
called upon as experts in their field.
We're already seeing the shortage of skilled workers, and that
will only continue to tighten as seasoned employees at many of our
employers move on to retirement. The way we see it, you have a
couple of options as a local employer:
1. Continue searching and competing for an existing pool of
talent that grows smaller each year. "Cannibalize" employees
that work down the street, only to have them taken from you
when they get a better offer.
2. Train for the future of your company! Re-allocate internal
resources, and get help finding some external resources to address
this challenge with attainable results, allowing you to look at
the bigger picture. Using partners like BTI to accomplish these
goals will encourage retention, a better prepared workforce, and
more engaged employees.
15
http://www.GreaterReading.org http://www.PKBenefits.com
GRCA Commerce Quarterly Summer 2019

Table of Contents for the Digital Edition of GRCA Commerce Quarterly Summer 2019
