Career Accelerator 4/23/2013
Keeping high tech positions from being shipped overseas, new trends in integrating wellness at work, and how corporate volunteerism programs can help ...
Apr 23, 2013
Keeping high tech positions from being shipped overseas, new trends in integrating wellness at work, and how corporate volunteerism programs can help ...
Apr 23, 2013
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Happy -- Tuesday -- -- crew accelerator -- thank you for joining us some lines in the committee are right our first guest and I don't want to put your name.
I can is if there -- -- -- -- Parents okay thank you for joining us I know we tried to do this.
Last week on very excited to duty candy -- -- the president of eagle creek software services a company Minnesota.
That is really working to get.
High tech jobs those math science engineering kind of jobs to stay in the United States and not get outsourced so Bravo to you and I imagine that is no easy feat.
So what exactly are you doing tell me tire company in your initiative.
Well our initiative is eagle creek is -- technology services company and we're we're.
Where -- an alternative outsourcing.
-- -- -- -- And our our position.
In the marketplace is is to provide technology services to fortune 2000.
The what we do is -- -- were involved in creating stem jobs as you referred to those as science technology.
Engineering and mathematics jobs that lead to IT careers.
And there is basically in today's marketplace.
And the United States there's a supply and demand issue where there's more demand and that not enough supply.
Companies -- saying that they cannot find -- workers particularly in those industries.
That's correct that's correct that's correct we're seeing that across the country and that's the demand issue.
-- not enough is coming from.
Essentially is that the university systems need to produce more of the stem type requirement -- -- doing the work.
Well I think that that that originates from it goes back to 2001 recession was when there was.
A significant drop off all of computer science degrees and related degrees -- and and that is never rebuilt since that point in time.
Now we're really feeling it so what exactly are you doing.
At eagle creek and the university of south good accent.
If you -- working with the what the status out -- -- with the communities outside South Dakota and in particular the University of South Dakota to.
To build the two two X increase supply channel for -- jobs and in the IT industry we have an undergraduate program.
Work and -- effectively eagle creek and the status -- Chicago -- war once equivalent of one semesters worth.
And that prepares to student wore.
-- what we would consider mainstream technology.
That allows them to and -- with that we'll also do an internship program as well that up and that's all mainstream technology.
That can be used at any fortune company.
In the United States that creates a supply -- we're also working with were working with the university system to.
-- building a master's program.
And that master's program we'll take our experience resources and allow them fees that that development -- management why South Dakota skill.
-- off if all states.
Well ball all fifty states.
Is that South Dakota is an extremely.
Friendly if you will business friendly state.
They're very progressive in their thought process they worked through the issues of the business when we get down to actually -- -- jobs or IT jobs.
You need the support of the -- the communities and there they will work with -- hand in glove to actually fulfilled.
Due to two fulfilled the requirements that you me.
It in multiple ways they're actually the ones who bought the University of South Dakota into our program very progressed very progressive state.
Do you have to go to University of South Dakota or is this is state led -- or or can you transfer of many other university tennis is work.
Sure great question it's the university where it's popped out of -- -- which is the University of South Dakota and the other universities within South Dakota can all participate.
At a distance learning and in the distance -- -- So were open to the entire.
University system in South Dakota we also can bring outside.
If they're if the individuals qualified who -- -- to bring non residents had other institutions into the program as well.
Have you you having -- did this program has started to have that right.
Program is I've just been approved by the border -- of the university of south -- south go to universities has built a crash and we'll kick off.
Okay I'm excited to hear about your first graduating class.
Thank you two -- -- seventy -- to penetrate.
Well actually no our first reading class will be in 2013.
-- 20030 in the fall.
We're expecting that it but what would we start actually at the sophomore level but well actually for this year.
We're expecting to bring new recruits and through the program this fall and we should be opening -- We should be have their first group actually sometime mid fall we should -- first group of -- graduates coming at their probes some examples of the types of jobs that they could be getting what the recruiters are saying just that what they can expect this graduating class.
That they'll get anywhere from my to be in the technology services business and outrage from developers.
Software developers to software engineers.
To business analysts.
In that -- could be database administrators technology jobs generally -- -- forty to 70000 dollar range.
Right I'm not that beat you so much great IDS eight feminists and you live in Minnesota.
Yes I do I live in Twin Cities and OK all -- you generalize the morning news there with Tom and I X.
Yes -- do.
Well if I am on the fence sometimes I loved them and I love I love your city and state as well thank you for coming on August.
Thank you very much -- rampant -- that -- on the screen now.
Everybody can see if you want to find out more information and if you wanna make pretty -- first job.
An education that we -- our students to get in math and signs the Smart not to stand up science technology engineering.
-- most that.
-- -- -- -- -- -- -- -- -- -- Welcome back to career accelerator -- time in Lawrence in the next eight thank you for joining us doctor woody is here onset with -- had -- How are you.
And we're talking about corporate warriors and this new trended integrating wellness in the workplace since we work at least eight hours a day five days a week as it is -- the men have been thinking about always.
Let's waking hours working and guess what health does matter work in the coming -- bottom line issue in except for the last decade companies are spending more time.
Really thinking about it and recent data from the Healthways well being assessment found that.
The number one statistical impact.
On performance at work.
His physical health and some other words physical out actually impacts bottom line you count dumping iron right.
According to folks -- -- -- insurance fifty to 70% of health claims.
Our lifestyle related.
Oh that's interesting so in other words so it's actually benefited business' bottom line at their employees -- -- adapter and all across the board makes sense so.
All of our health issues maybe self inflicted and those self inflicted health issues you're gonna cause trouble at bottom line negative impact performance and -- so.
Like you know you don't a lot of time to get luncheon McDonald's is close by -- big matches the other day for what he's right and -- -- overweight increase all sorts of health problems.
Smoking all kinds different leagues right -- -- -- self inflicted that are personal lifestyle choices right.
-- -- is that companies have some control over this because they have control over the environment and they can also provide.
Incentives for it will be healthier -- make better choices and it only helps them.
I get a chance to speak to the folks inside incentives and -- insurance and what they've done.
To help get the word out -- it put together what's called the slightly corporate warriors challenge -- -- so innocents what they're trying to do is tap into that.
Corporate warrior spirit bad idea that you know we do like to compete in companies like to compete with each other -- So they're launching it -- -- for over the getting a much of companies to come out get out of the office out of the field.
In Boston athletic -- -- athletic tech firms they wanna encourage everybody to get out there and -- doesn't mean I want to get involved in.
Sports African -- -- of the folks we really need to get out there and encourage them that think this is okay.
An apple but it and they tried to spread the word about different types of programs that companies can do internally.
To really help bolster health -- work.
And how many companies her.
Interest in this signing up -- What's so far at least when I looked at their laissez -- had twenty yourself and I mean -- my income is like -- vodka.
And you it's called safe hands of people who make -- ASEAN heads up so there's a lot of -- good writing comes they're getting involved but what they're trying to do when I spoke to you.
-- -- of the present their benefits practice we talked about a couple different types of simple programs that anybody even small business could implement.
Where it's so.
-- it's excellent first first it would be points -- ransom just like.
You frequent flier miles or simple credit card points -- seven points that incentivizing get awarded to folks for.
You're getting -- dental cleaning or making sure they go to that.
The -- annual yearly.
Physical health screening men that or that they involve themselves or get engaged in doing certain types of events like a five K or something like that.
-- you get points for doing all these things that are and then help or even -- And you cashing in those first -- to travel gift or whatever it is it you want it's -- Amsterdam.
It could be extra day -- all kinds different -- so that's the most basic simple version.
I assume it's way too early to ascertain whether this has saved the company money -- and health care plan well -- it.
The facts it's harder to track that specifically but again we go back and we know that lifestyle choices.
Have an impact on health claims and we know you can save on this health claims you can save on your insurance if you're incentivizing people to be healthy.
And again we know from the Healthways survey that.
Folks in facts.
Their physical fitness their level of health does impact performance and bottom line so we know these things we need to take action on the not just know that those facts.
English -- -- the snack room the green it.
-- -- and hang in -- and companies that provide food for their workers.
They can make choices on what types of food to provide kids.
Let's face it if you're -- night time turn to kitchen and nineteenth Bloomberg News for example they have this amazing snack while at everything -- hoping so too but a lot of bad things for you get a good -- -- you know -- -- that's stuff but if they make those.
You need to make prisons in Iraq to make it easy and -- -- asset advisors and that's what they talk about these currents finding ways to provide incentives.
To make healthier choice and make it easier to make that healthcare tour.
So I got points programs group programs meant to -- talk about individual premium -- in his.
-- -- incentives is really interest -- so that's where the trend is really Kelly and what they're seeing is are working with insurance providers say you know what.
If you in fact participate.
In healthy activities like we set health screenings.
Go into the gym and also can demonstrate outcomes from those so -- -- demonstrate now so in other words reduce cholesterol.
Or -- loss of weight.
Or anything we you know I'm improving my times -- my weight -- or any things you can shore outcomes from your health activities.
The reduced the premiums you have to pay parents for your insurance that comes out of your check.
But I think the national question here is that it's just leave -- alone epic primary where develop my cholesterol is and how much anyway you know I get and I get the big picture get it don't you think that's a -- -- Big Brother know it.
Don't and here's why because.
We spend so much time at work many environment that you're in or around June.
Impacts how you back to you've been hit in and we can do little things to tweak it -- oriented towards something that's more healthy and the last.
Bad for you correct I think we have a responsibility to do that -- at the end of the day you need a lot of individuals have their own choice and -- am all for that make your own choices.
But provide them opportunities.
To make an option to -- this what's.
Created from it absolutely -- security thank you so much for -- -- -- on the screen.
And we -- so -- she article on this -- -- moments at work thank you so let's.
We are gonna go to break and we're going to be back with volunteering.
At at the place where you work as well so I guess today's jobs jobs Tuesday is all about you know.
Bettering yourself in the workplace because his stuff thanks so much out of classes all the hours in the day since I -- -- a couple of things.
All right welcome back everybody to volunteer at work average you.
Corporate volunteer -- and company sponsored events.
I don't do too many of them that's something on that list that I need to you couldn't.
Be better at New Year's resolution and then on we endeavor homes insanity -- -- joining us now both of them aren't seeing on -- the director.
Other corporate responsibility that's what this volunteering actually as and you actually have been very very.
Prolific and benefiting from from being participants programs and Chris Young is close the ICD international corporate volunteers improvement right.
Well that's one of our programs -- have an idea we have a bunch of different programs all of our corporate volunteering as part of our corporate responsibility efforts -- are aligned with our business but.
I think one of the most interesting ones is the corporate responsibility fellows program.
And that is a program that we team with an organization called endeavor and how much is not for profit based here in the United States but we actually send.
Ernst and young professionals for seven weeks.
21 four emerging Latin American.
Markets -- Brazil Chile Mexico and Argentina.
And each of the corporate responsibility fellows spends seven weeks donating his or her business skills.
To a fast -- entrepreneur at no cost.
To the entrepreneur there on a project that endeavor our relationship partner has.
Decided the it.
Entrepreneur needs and our people have the skills to donate.
And I -- you went to one of those Latin American companies sending a slightly different country I was the first to rule as a pilot and so it at the time it was three months for me in El Salvador -- working for -- -- Italian which was a small nursery landscaping company with.
Incredible time you weren't interested -- plans.
I didn't grow up on the farm up and go into -- this -- the ornamental plants -- so it was quite interesting and they needed someone to help them.
Be more efficient be more effective with the goal of basically being able to and employ more people.
So I was able I was able to -- my in my eyes the skills and I headed Ernst and young to really help them is seen.
Directly what happened and I even went back a couple of years out saw that the changes that we had worked on -- do you remember buying homes it's fantastic he's every time is that something that you want to -- -- -- kind of urged by the program to get it.
None of all.
It was something it was announced as this pilot program I use it as a senior manager at the time.
Minimal time in my career thinking do I have what it takes to make -- his partner.
Does the firm want me as a partner.
And that experience changed at all I went there I raise my hand and said yes and me I'd like to do this I think I can contribute.
Basically being Tebow one scene that you really can make a difference and -- being able to come back tell more about it and apply the skills I learned there in my job and actually just about two years after that I made partner and to just receive return back from four years and -- Europe -- -- more permanent assignment.
So really -- the -- and it can change my career entirely.
-- -- Seems like sandy is doing some young sponsoring and paint for yes it's expensive so I imagine you could define the return and -- -- -- and actually it's it's amazing we see this as a leadership development program.
-- and what we see is that our people are benefiting in four waves then benefit us the company which as you point out is why we pay for it so my first volley you know this is a global mobility experience and if you think about it.
Global mindset is a key attribute for any business executive to have today.
And when you think about the fact that we are sending people to emerging markets.
Which is where we see so much growth potential for our clients that's -- really powerful benefit for us as well as for the participants like sandy.
There are other benefits too when you live and work in a different culture you are.
Thinking different you get every day.
Well you develop an inclusive mindset that you then come back to work and you are better at working with people who may not think and work exactly like you do from which is another critical business skills for people to have.
And then you know stand he'll tell you about it but when you are on your own team -- one.
That can -- and already developing career into high gear I.
About somebody's just two days in the city on vacation much of -- -- can imagine what you -- professionally for quite some time.
I'm a recent survey done last year estimated at 22 major US companies planned to spend.
Two cents nearly 2200.
Employees volunteers abroad.
Yeah -- number.
It well it is and it's up from fewer than ten just a few ten companies just -- -- years -- so it's more than doubled.
And you know honestly the reason is because.
And this is a dirty little secret but these programs.
Are turning out to be less expensive and have a bigger impact than the more traditional executive education a lot of companies that are given.
Stay -- Atlanta well as hands on experience that apparently you know I'm just did sign up because they -- ladies for coming on Deborah Holmes and sandy.
Prize -- with Ernst and young's corporate responsibility.
And you are which I don't.
It's pretty fancy I imagine it's.
Partner to partner well congratulations thank you so much and -- -- straight out to.
Gary -- joining us from our Chicago bureau because governor Rick Perry -- A Texas is in your city and state today -- it.
He's certainly is and it's all part of this bold ad campaign he has going.
Where he is telling business leaders in Illinois to leave the state before it's too late.
-- -- -- comparing the business climate he says it's not unlike a burning building that's on the verge of collapse.
Now all of this is part of an 80000 dollar ad campaign that Rick Perry has going on in Illinois.
It it's it's encouraging.
Businesses to move from Illinois to Texas -- he's touting his State's low taxes predictable regulations.
And a growing economy they have there here's a clip from his radio commercial that's been playing here in Chicago the last week.
This is Texas governor Rick here and I have a word of advice for employers frustrated by Illinois shortsighted approach to business.
Need to get out while there still time to escape route straight to Texas.
So this campaign it coincides with Perry's visit today to the BI -- international convention in Chicago.
It's -- biotechnology industry were a lot of the top people that field -- but -- he's he's meeting with them to encourage them to it to.
Come to Texas he wants to be able let's help those strong things that they have there in the state.
Now political leaders though and Illinois they certainly are excited about the Texas governor coming to try to steal these businesses.
So here's what -- Illinois governor Pat Quinn had to say about Perry's trip.
He's a big talker.
And I think people saw that -- presidential campaign we don't need any advice from Governor Perry.
His state frankly is water challenged.
In any company that -- going to Texas better check out their water.
Very respond -- -- by saying this isn't about him but it's about the encouraging competition between the states.
For jobs and economic growth -- but he said.
Our job creation.
It's been substantial.
Mean the idea.
That it's someone.
In a state that.
-- still does not have as many jobs is they had ten years ago would even criticize it low paying jobs will be on me.
Not just a couple months ago Texas governor -- a similar pushing California -- ad campaigns in visits to.
Talk to those business owners and leaders about expanding or relocating their businesses to the lone star state but.
Not everyone is sold on Perry's plan of economic.
Growth and development through its competition amongst the states.
Here's what Greg Lee -- a researcher with the nonpartisan group jobs good jobs first set.
We think chasing -- from other states -- fool's -- -- you're distorting the market sure you're getting way too much money to a handful of companies.
It -- you know -- pay attention to your strengths and weaknesses.
Now Governor -- we spoke to him yesterday evening we -- -- how successful have these ad campaigns been in California and Illinois.
He's at right now it's still a little bit too early to tell that they're in Texas certainly over the last ten years the state the growth -- jobs and businesses doing very well aren't.
-- they have it -- gas industry and that Illinois for one has a lot of problems we can start with major pension problem right.
Corruption in government runs rampant.
And you know a couple years ago -- doing a lot of things to keep some of their big business there after groups like -- CME group.
Which runs that the mercantile exchange there in -- -- about.
And even Sears Holdings that they gave them -- Tax incentives to stay so it's Perry knows where the problems are in California as well as an -- -- -- weren't gonna -- next.
That we asked him that and he said you know time will tell.
I hate at it there I always say that reality -- -- -- You have to attack well we'll stay may so much -- -- up good to see you have agreed today certainly you as well -- you everybody for watching us hunkered accelerator Tuesday at a -- subject -- information -- -- -- here tomorrow small business Wednesday by everybody.
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