Part II: Creating a future where all Americans benefit from the digital economy

Several thoughts: First of all thanks to Brad for providing the visibility and insight and thanks to Jon for sharing how the lack of skilled labor in the trades is impacting his profession. Secondly as a practitioner on the field of "Learning Facilitation and Knowledge Management" for over 30 years I along with many of my colleagues learned that in this arena, regardless of the technology advances, there is never any singular application or proverbial "size (format) that fits all". When we were implementing some of the early e-Learning / Knowledge Management systems in the late 90s many on-line courses were unfortunately presented to students as horrible hour-long page-turners with minimal interaction. We've progressed since then and now try to present just the right amount of information required by the individual in the right format to meet only their specific and immediate needs. We certainly have leveraged technological advances in learning technology over the years and will continue to do so as only limited by the creativity of the individual and / or team building the learning program and the funding allocated thereto. For years the military has utilized simulators rather than real aircraft during initial training to prepare pilots for their eventual first flight; at the same time the financial resources required to develop realistic simulations that replicate any variety of products, mental and / or physical tasks, or environments may not be readily available in commercial industry. For instance, do we really want a mechanic to work on our $100K vehicle who has only studied how to perform maintenance and repair procedures on-line or in a simulation? In the semiconductor industry do we want a field service technician to perform an Accel Column replacement in a Varian E1000 Ion Implanter (sort of a miniature particle accelerator used in chip manufacturing) if they have never done so in other than a simulated environment? In the Commercial Utility industry, can every company afford to train their Control Room personnel on simulators? In the Navy we walked in flaming buildings to learn fire-fighting and learned damage control while immersed halfway in water that was pouring into the sealed steel compartment in which we were confined. To speak to Jon’s skilled trade field (Plumbing & HVAC) specifically, we constantly hear that contractors “can’t afford to send someone away for training”. In many cases this is due to the fact that the value proposition for doing so has not been properly presented to them; it may take Apprentice Plumber months of tagging along on jobs and studying along with training at the company in order to thoroughly learn about Cross Connection and Backflow Valves. At the same time given a week of concentrated training in the over $3million state-of-the-art facility our company built where they learn both theory and experience practical realistic hands-on procedures while flowing water (pressurized up to 200PSI) though valves, along with learning to install and re-build the same valves, they can become productive as soon as they return to their employer. This experience is supplemented by access to a Knowledge Management system to provide on-going performance support, interaction with peer groups and experts, and review of procedure videos and webinars for on-going learning and as a knowledge refresher for infrequently performed tasks. Obviously the answer will continue to be a blended-learning solution as dictated by the outcome of the Needs Assessment and Task Analysis during the Instructional Design process along with the funding that is made available. Ready access to Knowledge Management and Learning Management Systems that facilitate knowledge transfer is a key and critical component; simple LMS is not adequate. Companies must engage and hire individuals that fully understand and can implement a Knowledge Management / Transfer System / Program to fully succeed in supporting both their internal and external Learning Customers. Lastly I would like to put in a plug for the Skilled Labor Trades. I am not, nor would I ever disparage those who chose the path of continuing their pursuit of knowledge and self-enrichment through our post-secondary educational institutions; we are a nation with some of the finest colleges and universities in the world. At the same time, when was the last time that any of us saw a commercial promoting sending our children to a trade school after high school rather than college? The emphasis on sending children to college along with the associated lending industry is overwhelming and it must seem to students and parents that any child who does not attend college will forever be financially and socially stigmatized. Given the cost associated with any type of renovation or skilled labor work, along with first-hand knowledge of many Plumbers and others in the Skilled Trades who earn well into the six-figure range, it seems that we as a society might well be prudent to start thinking about leveling the playing field and re-thinking our perceptions while our college grads are living at home and working as coffee baristas while Jon can’t hire workers fast enough. Please accept my apologies for the lengthy and passionate discourse. With all humility, Peter

One of the reasons our nation became great and powerful was because of tangible products we produced on the backs of skilled tradesmen and women, farmers, ranchers, and educators. We have moved away from this proven trademark and allowed other countries’ products to flood America. We need to bring balance back to our economy and workers so we are reliant on the products we build, maintain, and can expand globally. I am all for “free-trade”, but not at the expense and failure of our great nation of opportunity, liberty and freedom.

This is a great measured if adopted and executed well by companies. I think this doesn't need to be limited to just skilled trade jobs. I see that the employee responsibility is to commit to take time and become experts at whatever they are being trained for. Would employers be truly interested in spending time and money in getting their employees trained up? There is always an urgency to deliver and leaves very little room for improving skillsets.

Very important message about the future of employment.

Bettering African lives.