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The SSRC Library allows visitors to access materials related to self-sufficiency programs, practice and research. Visitors can view common search terms, conduct a keyword search or create a custom search using any combination of the filters at the left side of this page. To conduct a keyword search, type a term or combination of terms into the search box below, select whether you want to search the exact phrase or the words in any order, and click on the blue button to the right of the search box to view relevant results.

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The SSRC Library includes resources which may be available only via journal subscription. The SSRC may be able to provide users without subscription access to a particular journal with a single use copy of the full text.  Please email the SSRC with your request.

The SSRC Library collection is constantly growing and new research is added regularly. We welcome our users to submit a library item to help us grow our collection in response to your needs.


  • Individual Author: Benedict, Amanda; Esen, Evren; Williams, Steve
    Reference Type: Report
    Year: 2008

    The workplace of today is changing, and workers’ skill sets must keep pace with employers’ expectations. A comprehensive understanding of skills needs and the resources that are available to workers to develop competencies can help guide HR professionals in implementing skills training and professional development programs that provide a short-term solution to ensure an adequately skilled workforce today as well as a long-term vision to address anticipated skills needs. In order to find out what skills, activities, and content areas are important to organizations, SHRM and WSJ.com/Careers surveyed 407 HR professionals as well as 334 employees. Results show that overall, workplace skills were more frequently reported as much more important today for experienced workers than for new entrants to the workforce. Employers placed the greatest weight on employee adaptability and critical thinking skills. HR professionals and employees both reported that adaptability/flexibility and critical thinking/problem-solving skills were of greatest importance now compared with two years ago. The...

    The workplace of today is changing, and workers’ skill sets must keep pace with employers’ expectations. A comprehensive understanding of skills needs and the resources that are available to workers to develop competencies can help guide HR professionals in implementing skills training and professional development programs that provide a short-term solution to ensure an adequately skilled workforce today as well as a long-term vision to address anticipated skills needs. In order to find out what skills, activities, and content areas are important to organizations, SHRM and WSJ.com/Careers surveyed 407 HR professionals as well as 334 employees. Results show that overall, workplace skills were more frequently reported as much more important today for experienced workers than for new entrants to the workforce. Employers placed the greatest weight on employee adaptability and critical thinking skills. HR professionals and employees both reported that adaptability/flexibility and critical thinking/problem-solving skills were of greatest importance now compared with two years ago. The survey results showed that about one-half or less of employees at various career phases have participated in skills training, according to HR professionals. (author abstract)

  • Individual Author: Ahlstrand, Amanda L.; Bassie, Laurie J.; McMurrer, Daniel P.
    Reference Type: Book Chapter/Book
    Year: 2003

    This study reports on employers' practices and decision-making procedures with regards to workplace education and training for low-wage workers. Focusing on these employees is important, say the authors, because they are the ones most likely to experience declining wages or job loss as a result of rapid and fundamental changes in the economy. In addition, there is reason to believe that workplace education programs may be more successful in raising earnings among low-wage workers than are government-provided programs. For whatever reason, these are the workers who are the least likely to receive training, and at the same time, they are the ones who could benefit from it the most.

    Ahlstrand, Bassi, and McMurrer's study addresses five key research questions, including: 1) how much training is provided to lower-wage workers; 2) who tends to provide this training; 3) what are the barriers and enablers to effective training; 4) what roles do supply and demand play in determining how much training is provided; and 5) what role might external incentives play in whether or not...

    This study reports on employers' practices and decision-making procedures with regards to workplace education and training for low-wage workers. Focusing on these employees is important, say the authors, because they are the ones most likely to experience declining wages or job loss as a result of rapid and fundamental changes in the economy. In addition, there is reason to believe that workplace education programs may be more successful in raising earnings among low-wage workers than are government-provided programs. For whatever reason, these are the workers who are the least likely to receive training, and at the same time, they are the ones who could benefit from it the most.

    Ahlstrand, Bassi, and McMurrer's study addresses five key research questions, including: 1) how much training is provided to lower-wage workers; 2) who tends to provide this training; 3) what are the barriers and enablers to effective training; 4) what roles do supply and demand play in determining how much training is provided; and 5) what role might external incentives play in whether or not training is offered? (author abstract)

    Contents

    1. Introduction and Previous Research - Methods
    2. Phase 1: Analysis of ASTD Data
    3. Phase 2: Results of the Telephone Surveys
    4. Boeing Employees' Credit Union
    5. CVS Corporation
    6. Lacks Enterprises, Inc.
    7. LYNX-The Central Florida Regional Transportation Authority
    8. Two Medical Centers
    9. Wyoming Student Loan Corporation
    10. Case Studies
    11. Summary and Policy Implications
  • Individual Author: Marrone, Carmella
    Reference Type: Thesis
    Year: 2012

    Women and Work is an innovative and holistic approach to workforce development that relies on the power of community to deliver the technical and social skills needed for today's competitive job-market. This study explores the impact of the Women and Work Program on survivors of intimate partner violence, their ability to obtain and retain sustainable employment, and their ability to work towards establishing violence-free lives. (author abstract)

    Women and Work is an innovative and holistic approach to workforce development that relies on the power of community to deliver the technical and social skills needed for today's competitive job-market. This study explores the impact of the Women and Work Program on survivors of intimate partner violence, their ability to obtain and retain sustainable employment, and their ability to work towards establishing violence-free lives. (author abstract)

  • Individual Author: Cohen, Elissa; Mikelson, Kelly S.; Durham, Christin; Eyster, Lauren
    Reference Type: Report
    Year: 2017

    The Trade Adjustment Assistance Community College and Career Training (TAACCCT) grant program is a $2 billion federal workforce investment aimed at helping community colleges across the nation increase their capacity to provide education and training programs for in-demand jobs. This brief is one of four briefs from the national evaluation of the TAACCCT grants produced by The Urban Institute under contract to the US Department of Labor. The four briefs discuss 1) TAACCCT grant goals, design, and evaluation; 2) TAACCCT grantee characteristics; 3) TAACCCT grant approaches, industries, and partnerships; and 4) early results from the TAACCCT grants. (Author abstract)

    The Trade Adjustment Assistance Community College and Career Training (TAACCCT) grant program is a $2 billion federal workforce investment aimed at helping community colleges across the nation increase their capacity to provide education and training programs for in-demand jobs. This brief is one of four briefs from the national evaluation of the TAACCCT grants produced by The Urban Institute under contract to the US Department of Labor. The four briefs discuss 1) TAACCCT grant goals, design, and evaluation; 2) TAACCCT grantee characteristics; 3) TAACCCT grant approaches, industries, and partnerships; and 4) early results from the TAACCCT grants. (Author abstract)

  • Individual Author: Loprest, Pamela
    Reference Type: Conference Paper
    Year: 2015

    This presentation from the 2015 NAWRS workshop describes initial findings from a training program in high-demand healthcare professions targeted to TANF recipients and other low-income individuals. The study describes employment, academic, training, and employment support outcome characteristics for enrollees in training programs across 32 sites.

    This presentation from the 2015 NAWRS workshop describes initial findings from a training program in high-demand healthcare professions targeted to TANF recipients and other low-income individuals. The study describes employment, academic, training, and employment support outcome characteristics for enrollees in training programs across 32 sites.

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