东南地区多元化交通人才队伍发展框架

S. Click, M. Mohebbi, Ruth Steiner, Virginia P. Sisopiku, Mohammed Hadi, Dimitra Michalaka, Muhammed Sherif, James B. Martin, Jeremy Griffith
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引用次数: 0

摘要

受人口结构变化、劳动力市场波动以及对跨学科技能日益增长的需求的影响,本项目探讨了运输劳动力所面临的当代挑战。通过对美国东南部的案例研究,本项目有五个主要目标:a) 综合劳动力发展实践的现状;b) 确定运输劳动力面临的主要挑战;c) 在此背景下定义 "劳动力发展 "一词;d) 探讨大学交通中心(UTC)在应对这些挑战中的潜在作用;e) 为加强运输劳动力发展提供可行建议。研究使用了文献综述、利益相关者会议、交通专业人士调查以及对部分专家的个人访谈所得出的结论。研究结果经过整合,得出了结论性结果,而不是对每个数据集进行独立解释。研究显示,劳动力发展取决于利益相关者、招聘策略、教育方面和多元化举措。最紧迫的挑战涉及不断变化的劳动力市场趋势、人口结构变化以及跨学科技能的必要性。劳动力发展被概念化为招聘、保留、教育和培训当前和未来运输劳动力的战略措施,以应对已确定的挑战和需求。UTC 在促进招聘、激发对运输职业的兴趣以及为持续教育和培训创造资源方面的潜在贡献得到了确认。主要建议涉及跨学科教育倡议、专业培训和资源开发,以评估和加强现有的培训战略。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Framework for the Development of a Diverse Transportation Workforce in the Southeast Region
This project addresses the contemporary challenges faced by the transportation workforce, influenced by demographic shifts, labor market fluctuations, and the growing demand for interdisciplinary skills. Using a case study of the southeastern United States, five main objectives guided the project: a) synthesizing the current state of workforce development practices, b) identifying key challenges in the transportation workforce, c) defining the term “workforce development” within this context, d) exploring potential roles of University Transportation Centers (UTCs) in tackling these challenges, and e) offering actionable recommendations for enhancing transportation workforce development. The research used findings from a literature review, stakeholder meetings, a survey of transportation professionals, and personal interviews with selected experts. The findings were integrated to derive conclusive results instead of independently interpreting each dataset. The study revealed that workforce development hinges on stakeholders, recruitment strategies, educational aspects, and diversity initiatives. The most pressing challenges involved changing labor market trends, demographic shifts, and the necessity for interdisciplinary skills. Workforce development was conceptualized as strategic measures for recruiting, retaining, educating, and training the present and future transportation labor force to meet identified challenges and needs. The UTCs’ potential contributions were identified in facilitating recruitment, inspiring interest in transportation careers, and creating resources for continuous education and training. Key recommendations involve interdisciplinary educational initiatives, specialized training, and resource development to assess and enhance existing training strategies.
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