How We Can Help You
The biotechnology industry is one of discovery and change. It requires a trained workforce, and in order to be competitive it needs to constantly upgrade the skills of its employees. A major goal of LSBI is to partner with local industry to identify and meet training needs. MCBI believes that partnerships are essential in order to develop effective educational offerings.
LSBI performed a workforce analysis survey that you may wish to review. Although this survey was directed toward the development of a specific biotechnology park, the information within the survey regarding programs in this area that lead toward biotechnology degrees and industry trends may be of interest to you.
Internships
Partners often work with LSBI to provide internships for students, which allows direct contact with individuals who will be working in the biotech field. Faculty internships offer an opportunity for companies to demonstrate exactly how they operate and what their needs are to individuals who will be training future employees. Becoming a partner is one of the best ways to ensure that there will be a steady supply of employees, and that these employees will be well trained for their positions. Well-trained employees reduce the time, effort, and money that companies need to invest in new employees.
Corporate and Continuing Education
Just as it helps for companies to hire skilled employees, employees must maintain skills in the rapidly changing environment of biotechnology. LSBI is able to respond quickly to the changing needs of area biotechnology workforce. Because of its internal structure, affiliation with Continuing Education and Corporate Training, and established partnerships, LSBI is able to provide customized training in an efficient and timely manner.
If you are interested in working with LSBI, please contact:
Locating Trained Workers
LSC-Montgomery offers one of the most productive degree programs for the biotechnology workforce in the state. Please feel free to contact us about biotechnician positions you need filled. We will post them on our website as well as let you know of any graduates we feel will suit your requirements.
Workforce Analysis
LSBI and the LSC-Montgomery Division of Corporate and Continuing Education uses two instruments to help assess workforce needs: P-Cal Analysis and Work Keys.
Work-Keys is a national system that:
· Helps business to fulfill the need for workplace skills in hiring and training.
· Assesses workplace skills
· Improves the match between employee and job
· Enables education and business to work together to strengthen workplace skills
· Connects knowing with doing and learn with earning
In consultation with employers, educators and experts in employment and training American College Testing (ACT) has identified key generic employability skills – those skills related to effective job performance. WorkKeys analyzes the skills required for a specific job, assesses an employee’s ability in these areas, and identified training geared to the specific needs of that employee. This is done in three phases:
· Phase 1: Job Profiling – WorkKeys profiler meets with the current job holders to identify the skill requirements for that specific job in your organization.
· Phase 2: Skill Assessment – Testing is administered to your employees or applicants in the skill areas identified.
· Phase 3: Training – Through profiling and assessment, skill “matches” and skill “gaps” are identified, allowing you and the trainers to target specific instructional programs for employees.
P-Cal Analysis
The P-Cal process is a proven method for identifying, measuring, and validating what students and workers need to know for employment in their field. Such an analysis of training needs is an investment in the future workforce. LSBI is fortunate to have a grant from the Texas Workforce to perform this service in our area. Should you be interested in participating and adding your input to the workforce needs of your industry, please contact us.
The P-Cal process does not require more than 2-3 hours of participants and yields almost as much data as a traditional job analysis. The process determines the nature of the training required for a particular job. It consists of a very thorough but efficient analysis of the knowledge, skills, and attributes a person needs to be successful in a particular entry-level job or specific academic program. The data from the analysis are compiled and, from this, a list of behavioral statements describing what a successful student will be able to do as a result of completing the training. Each of the behaviors (performance criteria) is rated for four characteristics: importance, proficiency, frequency, and difficulty to learn. With these data, curricula can be developed with the proper emphasis and time devoted to the skills and knowledge required for particular positions.