6.10 | Standards Michigan

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National Apprenticeship Act

“Apprentice: Man and Boy Making Shoes” 1914 / Emile Adan

To address America’s skills gap and to rapidly increase the availability of high-quality apprenticeship programs in sectors where apprenticeship opportunities are not widespread, the U.S. Department of Labor (DOL or the Department) is issuing this final rule under the authority of the National Apprenticeship Act (NAA). This final rule establishes a process for the DOL’s Office of Apprenticeship (OA) Administrator (Administrator), or any person designated by the Administrator, to recognize qualified third-party entities, known as Standards Recognition Entities (SREs), which will, in turn, evaluate and recognize Industry-Recognized Apprenticeship Programs (IRAPs). This final rule describes what entities may become recognized SREs; outlines the responsibilities and requirements for SREs, as well as the standards of the high-quality Industry-Recognized Apprenticeship Programs the SREs will recognize; and sets forth how the Administrator will oversee SREs.

Apprenticeship Programs, Labor Standards for Registration, Amendment of Regulations

 

Western Nebraska Community College

S. 3144 / Youth Workforce Readiness Act of 2019

Photo by Architect of the Capitol | Left: The teacher and children in a “little red schoolhouse” represent an important part of American education in the 1800s.
Right: Students attend a land grant college, symbolic of the national commitment to higher learning.

A bill to establish a competitive grant program to support out-of-school-time youth workforce readiness programs, providing employability skills development, career exploration, employment readiness training, mentoring, work-based learning, and workforce opportunities for eligible youth.

4.8.20

Human Resources

“Office in a Small City” (1953) / Edward Hopper

 

 

 

 

Today at 11 AM Eastern time we host our monthly walk through of the status of public commenting opportunities on privately developed consensus documents governing human resource management of the education industry in the United States specifically; but also more generally in global markets where the education industry is classified as a Producer and a User of human resources.

Use the login credentials at the upper right of our home page.

Standing Agenda / Human Resources

Meeting Minutes


 

LEARN MORE:

Lee Webster

Using ANSI Human Resource Standards to Create Business Advantage in the Workplace

 

 

Identifying, Quantifying, and Proving Loss of Productivity

CLICK ON IMAGE

As the largest non-residential building construction market in the United States, we keep pace with the full span of American Society of Civil Engineers (ASCE) consensus products; some of which are incorporated by reference into public safety statutes; others provide guidance for successful construction project delivery.   The landing page for its standards setting enterprise is linked below:

STANDARDS ACCEPTING PUBLIC COMMENTS

Note that access to exposure drafts requires setting up a (free) account.

One of its committees has released an exposure draft of a best practice title described below:

ASCE/CI 71-202x, Identifying, Quantifying, and Proving Loss of Productivity.  Managing labor productivity is a crucial component of project success. Because labor costs are typically the most variable and a major component of overall project cost, tracking and measuring labor productivity is helpful in preventing, mitigating, and recovering cost overruns. The numerous published treatises and studies on loss of productivity in the construction industry highlight its importance. Despite that importance, there are inconsistencies in the methodologies used to identify, quantify, and determine causation and liability for labor productivity losses.

Comments are due June 15th.

You may obtain an electronic copy from James Neckel, (703) 295-6176, jneckel@asce.org.  You may send comments to James (with optional copy to psa@ansi.org).

We keep many ASCE best practice titles on our standing agendas for various disciplines.   We place this particular product on the agenda of our Human Resource teleconference.   See our CALENDAR for the next online meeting; open to everyone.

 

Issue: [20-155]

Category: Architectural, Civil Engineering, Structural Engineering

Colleagues: Mike Anthony, Jack Janveja, Jerry Schulte, Patti Spence

Archive / ASCE


LEARN MORE:

 

 

 

Electrical Inspector Professional Qualifications

Compact Muon Solenoid / European Organization for Nuclear Research

NFPA 1078 Standard for Electrical Inspector Professional Qualifications identifies the minimum job performance requirements for electrical inspectors.   Qualifications for electrical inspectors are heavily regulated by state public safety agencies.   Many, if not most electrical inspectors are former electricians.   This means that part of their career has been spent working as an  Labor/Installer/Maintenance stakeholder, and another part of their career has been spend as an Enforcement stakeholder.  (See NFPA Classification of Committee Members).   This can be a sensitive condition in large research universities that have a resident full-time enforcement staff ; the subject of a separate post.

Free access to the current 2020 edition is linked below:

NFPA 1078 2020 Free Access

The 2023 revision is now open for public input.  It is always enlightening to follow the transcripts of the previous revision cycles to see what ideas have been in play.

First Draft Meeting Agenda

Second Draft Meeting Agenda

Comments due June 30th.

We have found that passions are elevated among stakeholders whenever compliance and conformance revenue is involved — i.e. in any consensus product that covers labor (i.e. billable hours).

We include this standard on the standing agenda of our monthly Human Resource and Electrical & Telecommunication teleconferences.   See our CALENDAR for the next online meeting in which everyone is welcomed.

 

 

 

Human Resource Management

Famous People Discussing the Divine Comedy with Dante | CLICK ON IMAGE

 

“We recruit for attitude and train for skill,” 

Atul Gawande

 

 

The American National Standards Institute  is the Global Secretariat for ISO Technical Committee 260 (ISO/TC 260) organized to provide high level policy templates for standardization solutions that will improve management of the workforce in any nation; in any sector or industry.   These human resource management standards offer broad, evidence-based guidance to individuals with people management responsibilities, whether formally or informally assigned, in organizations for the benefit of both internal and external stakeholders.

These standards, based on inputs from human resource experts globally, are designed to provide guidance on key HR functions in support of its workforce and its management, and sustainable organizational performance.   TC/260  is focused on the following tasks:

• Ensuring wide market relevance of its HRM standards.
• Facilitating international business.
• Providing guidance on professional standards of practice.
• Facilitating measurement, comparability and consistency of HR practice with the aim of transparent benchmarking.
• Improving internal processes.
• Enabling organizations to better achieve optimal organizational outcomes with improved management of human capital

The complete business plan is linked below:

STRATEGIC BUSINESS PLAN ISO/TC 260: Human Resource Management 2018/19 (3rd edition)

 

The original University of Michigan user-interest advocacy enterprise was participating member in this project* but that engagement was interrupted suddenly in October 2016 (See ABOUT).  We have since picked up where we left off with the same people collaborating with Standards Michigan.  ANSI remains the global Secretariat.   A meeting has been proposed for September 2020 contingent upon pandemic preparedness status.

We maintain this project on the standing agenda of both our Global and our Human Resource standards teleconferences.  See our CALENDAR for the next online meeting.

“Playing Children, Enghave Square” | Peter Hansen (1907)

 

Issues: [14-99] and [15-52]

Category: Administration & Management

Colleagues: Mike Anthony, Christine Fischer, Lee S. Webster, Richard Robben

ANSI Contacts: Michelle Deane (mdeane@ansi.org)

US TAG Contacts: Lorelei Carobolante, Jim Lewis

 

*We left off just as the ISO/TS 30411:2018Human resource management-Quality of hire metric (QoH) standard was rolling out.   The QoH was, and still is a performance metric for talent acquisition teams, critical for determining the effectiveness of the recruitment process and has a consequential impact on an organization’s performance.  The QoH structure is intended to be scalable to the needs of any organization regardless of size, industry or sector and is relevant to people with an interest in workforce planning, organizational design and development, talent management succession planning, recruitment, and human capital reporting.  Read more about ISO/TS 30411:2018 on ISO’s news site, and access it on the ANSI Web Store.


LEARN MORE:

Materiality of Human Capital Metrics | Lee S. Webster

ISO Focus January 2015 Anthony-Robben – Education Enterprise pp 33-37

ISO Guidelines Help Measure Employees’ Impact on Company Performance

 

Readings / Materiality of Human Capital Metrics

Famous People Painting – Discussing the Divine Comedy with Dante

 

Materiality of Human Capital Metrics

Lee S. Webster | University of Texas Medical Branch

 

Since the advent of scientific management in the late 19th century, investors have remained unpersuaded if not dismissive of human capital measures when determining the cumulative financial value of publicly traded companies. This reluctance stems from a perceived arbitrariness and empirical uncertainty that has attached to the measurement of workforce contributions to organizational value. Past critics of the use of human capital metrics frequently claim these measures are unproven, unserious, and immaterial disclosures that fail to meet the standard of relevant information for investors to consider. Contemporary management and investment experts challenge that reasoning and offer a more expansive and inclusive perspective of what investors need to know to make informed decisions. The publication of ISO 30414:2018 Human resource management* recommends that stakeholders revisit the relevance of human capital measurement in both American and international board rooms, investment banks, regulatory agencies, and security markets.  These stakeholders now have the means to explore whether human capital measures can provide faithfully and rigorously derived material information for investors.

 

Human resource management — Guidelines for internal and external human capital reporting

CLICK HERE for access to complete article

5.6.20

Workcred

“The Night before the Exam” (1935) / Leonid Osipovic Pasternak

Once a month — on the day we host our monthly Human Resource teleconference — we sweep through commenting opportunities on consensus products developed for incorporation by reference into federal, state and local safety and sustainability legislation.

We find relatively few commenting opportunities presented by accredited standards developers in the human resource space.   We find far more significant high level policy statements; first among them developed by a unit of the American National Standards Institute, linked below:

WORKCRED: Connecting credential, competencies, careers, customers

The proper business of the education industry overall — and the $300 billion facility segment we follow (and often lead) — is preparing the workforce everywhere to contribute to national economic priorities.   There is a strong cultural component — i.e. branding — the topic of another post.   Some have referred to this component as sustaining a cohort or guild that creates an emotional bond that hastens learning and a continual desire to self-educate to remain part of the cohort.

At the moment, the WORKCRED program at this point in its development, appears to provides guidance to conformance and compliance organizations among its members.   The user-interest in the education facility industry, at least dependent on a skilled workforce as any economic sector, and welcomed to participate.  We identify the initiative here and will keep a weather-eye out for commenting opportunities on draft consensus products emerging from it.  The link below should provide a more detailed overview of the program until a “commentable consensus product” suitable for incorporation by reference into legislation is released.

WORKCRED Report | July 2018

Organizations with their own credentialing enterprises for skilled trades, ICT, software engineering, etc. — are encouraged to communicate directly with the WORKCRED staff (CLICK HERE).

4.8.20

5.6.20

ASCE/CI 71-202x, Identifying, Quantifying, and Proving Loss of Productivity / June 15

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