TechVision21 helps large science, engineering, and technical organizations assess their science and engineering workforce needs and their workforce development initiatives, and then optimize their strategies and programs to recruit, retain and develop a world class science and engineering workforce.
TechVision21 uses a proprietary methodology to characterize the current STEM workforce and future needs, examine labor market trends and STEM degree production that could affect the supply of STEM professionals, and identify technological trends that could affect the STEM skill base.
This assessment serves as a knowledge base from which companies can determine whether their portfolio of STEM programs are adequate to meet their projected needs.
TechVision21’s Methodology Includes:
- Analysis of current and future science, engineering, and technical workforce needs.
- An assessment of an organization’s human capital strategies and plans, and determination of whether these strategies and plans meet stated needs.
- Analysis of existing key education, recruitment, retention, and workforce development programs, and the degree to which these programs are used and are effective.
- Review of managers’ perceptions of how well these programs overall address current and future recruiting and retention goals.
- Benchmarking existing education, recruitment, retention, and workforce development programs against best-in-class design principles.
- Identifying current pipeline programs that demonstrate the greatest return on investment.
- Analysis of efforts to increase workforce diversity.
- Analysis of effects of workplace culture and environment on the recruitment and retention of science, engineering, and technical personnel.
- Recommendations to optimize the organization’s science and engineering human capital strategy and portfolio of implementing programs.
TechVision21 has used this methodology to assess the science and engineering education, recruitment, retention, and workforce development initiatives of the Office of Naval Research, the Naval Research Laboratory, Navy warfare centers, and the U.S. Army’s network of more than 20 research laboratories and engineering centers.
TechVision21 recommended eliminating programs that did not contribute directly to workforce development and recruitment goals, and consolidating a confusing array of duplicative programs under a few best-in-class program models. TechVision21 identified other areas in which improvement was needed, such as job candidate identification, program management, sharing of information throughout the enterprise, marketing of job openings and training opportunities, and creation of “one-stop-shop” web sites to provide information to external and internal audiences.
TechVision21 also recommended strategies for improvement that were cost-effective, easy to implement, and compatible with each organization’s culture.