(NAPSA)—If you're among Ameri- ca’s nearly 28 million business owners— or would like to be someday—here's some business mathit may proveprofitable to know:Five will get you 20. ‘Thatis to say, investing just 5 percent of your employees’ time in learning new skills can deliver significantly improved employee retention—up to a 20 percent reduction in turnover—anda higher-performing, more future-prooforganization. ‘The Problem According to a 2018 study from Deloitte and the Manufacturing Institute,a lack ofqualified talent threatensto decrease U.S. manufacturing GDP byas much as$454billion by 2028.Andit’s not just high-skill jobs that are at issue. The National Skills Coalition reports mid- dle-skill jobs comprise 53 percent of the US.job market butjust 43 percentof U.S. workers have theskills required in those SF KSEE eredtly Oo on ame rae i Global spent... — —— (@) Aa) Be Be on nurs mere peaeizaa: (0) )= Fomerstone Closing your company’s skills gap can go along way toward improving the bottomli they needto take advantageof changesin the business andtechnology landscape. “Just offering training options isn't jobs. Thebottom line: There simply aren't enough?Miller went on. “You've got to enough properly skilled candidates to fill give peoplethetime andspace to learn the jobs of tomorrow. in the ways that makesense for them.” Fortunately, one company has come Because people have different learning preferences, companies should provide future in which the right skills are in short supply, companies need to take matters into their own hands andinvest learning digital content, and access to continued education reimbursement. An Answer up with ways to help. “To prepare for a in up-skilling their employees”explained Adam Miller, CEO of Cornerstone, a global humancapital managementleader with a core belief that companies thrive whenthey help their employeesto realize their potential. “In an ideal world? he added, “the problem wouldbe solved by a combina- tion ofefforts by governments, universi- ties, companies and employees. However, the problem is so urgent that companies cantt wait for someoneelsetosolveit” Making a financial investment in learning is just the first step for companies that wantto bridgetheskills divide. Forthe investmentto pay off, companies needto make learning an ongoing prac- tice that’s part of their company culture. ‘They need to provide learning programs thatlet all their people develop theskills a variety of learning options, including in-person training sessions, microGetStarted Creating a learning program isn't easy. It’s only as strong as the firm's ability to build excitement around it— employeesneedtoseeit as an opportunity to develop, not a mandatory check box. You have to define the employer’s and the employees goals, discover everyones optimum learning style and determine how to measure success. To help, Cornerstonedeveloped a complete package of program assets. It includes a guide to implementing an expanded commitmentto learning, ways to measure the results of their investment, and marketing and communications examples. Learn More Forfurtherfacts andtips, goto https:// hr.cornerstoneondemand.com/5for20.
