A descriptive study of learning partnerships between organizations and higher education institutions to support workforce development and retention: Organizational perspectives

With the frenetic pace of change in today's information economy and the demand for technical skills required to remain competitive in a technology-rich marketplace, it has become increasingly important for organizations to be actively involved in workforce education and learning in order to develop and retain a high performing workforce. This involvement in workforce education and learning is viewed by some organizations as a means for improving organizational performance and accomplishing organizational goals. As part of their efforts to provide workforce learning opportunities, some organizations have established workforce learning partnerships (WLPs) with higher education institutions (HEIs). The purpose of this descriptive study was to add to the understanding of WLPs, with emphasis on United States (U.S.) organizations. A quantitative approach that involved survey research was used to conduct this study. A sample of 628 individuals, primarily human resource professionals familiar with their organizations workforce learning efforts involving learning partnerships, provided responses as representatives of their organizations to a WLPs survey. The survey research results provided data or describing aspects of WLPs, such as workforce learning partnership benefits and challenges, from an organizational perspective. Findings from the study revealed that exposure to leading-edge practices/methods/technology was as an important benefit associated with WLPs for organizations. Cost and lack of management interest in WLPs were identified as major challenges that may prevent WLPs from being established. Despite the challenges encountered in establishing WLPs, findings in the literature (Corporate University Xchange, 2000; Hasseltine, 2000; Settles, 1996) and some findings from this study suggested that WLPs can yield benefits for both organizations and higher education institutions, as evidenced by examples of on-going WLPs. Further, findings from the study suggested that organizations and higher education institutions can confront workforce learning partnership challenges and build effective partnerships through better communication efforts and by exercising flexibility.