Latest news with #workforcedevelopment
Entrepreneur
3 days ago
- Business
- Entrepreneur
CLR Facility Services Secures USD 15 Mn Investment from BII
The funding will be directed toward CLR's nationwide expansion, workforce development, and vocational training initiatives aimed at empowering underserved communities across India. You're reading Entrepreneur India, an international franchise of Entrepreneur Media. British International Investment (BII), the UK's development finance institution and impact investor, has invested USD 15 million (approximately INR125 crore) in CLR Facility Services, a Pune-based integrated facility management firm. The funding will be directed toward CLR's nationwide expansion, workforce development, and vocational training initiatives aimed at empowering underserved communities across India. Founded in 2002 by Gaurav Pathak and Gautam Pathak, CLR Facility Services provides a broad range of facility management solutions, including cleaning, engineering and mechanical maintenance, and production support. Operating across nine Indian states, the company currently serves over 160 corporate clients and employs more than 20,000 blue-collar workers. With the fresh capital infusion, CLR aims to more than double its workforce to 50,000 over the next five to seven years, with a particular focus on hiring women and individuals from underserved communities. Part of the investment will also fund the establishment of vocational training centres in tier II cities to enhance skill development for unskilled and semi-skilled workers. "Partnering with BII marks a pivotal moment in our journey toward inclusive and sustainable growth. This investment will empower us to create more opportunities for our workforce, drive innovation in facility management, and extend our impact across new markets," said Gaurav Pathak and Gautam Pathak, Promoters and Directors of CLR Facility Services. Beyond workforce expansion, CLR plans to strengthen its environmental and social risk management systems and improve health and safety protocols for its employees. Currently, women constitute approximately 25% of CLR's workforce, and the company is actively investing in structured training programs focused on upskilling and promoting inclusion. BII's Managing Director and Head of India, Shilpa Kumar, commented, "In India, over 80% of the workforce, excluding agricultural workers, is in the blue and grey collar sectors that drive the country's economic growth. As the UK's DFI, we focus on supporting inclusive growth by enabling better job and training opportunities for underserved groups. We are delighted to support CLR's vision, which aligns with the Government of India's initiatives in driving inclusive employment." The investment aligns with BII's broader strategy to foster productive, sustainable, and inclusive economies. With USD 10.8 billion in total net assets, BII is a founding member of the 2X Challenge, an initiative that has mobilised over USD 33.6 billion for women's economic empowerment, and has committed to directing at least 30% of new investments to climate finance between 2022 and 2026.
Arab News
14-06-2025
- Business
- Arab News
Saudi Arabia reshapes workforce with surge in talent mobility solutions
RIYADH: As Saudi Arabia pushes forward with its Vision 2030 transformation agenda, talent mobility services are emerging as a pivotal force in reshaping the Kingdom's employment landscape — streamlining transitions, boosting retention, and aligning workforce development with national diversification goals. From artificial intelligence-powered human resource platforms to targeted upskilling programs and strategic internal marketplaces, both private firms and public initiatives are facilitating dynamic career transitions. These interventions are not only transforming the experience of work in Saudi Arabia but also supporting businesses in building a more agile, tech-enabled, and future-ready workforce. A shift toward internal agility As the labor market evolves, the focus has moved from external recruitment to creating an internally sustainable talent ecosystem. According to Francesco Cotrone, partner at Arthur D. Little, providers are enabling this transformation by deploying tools such as internal job marketplaces, AI-driven role matching systems, and strategic workforce planning platforms. 'These technologies not only give employees visibility into internal opportunities but also match them to roles based on both current capabilities and future potential,' he said. The result is a shift away from static, linear career paths toward more flexible, opportunity-rich trajectories. This is particularly critical in fast-growing sectors such as logistics, tourism, and ICT, where the ability to reskill and redeploy talent quickly has become a competitive differentiator. Cotrone cited Taqat, a leading domestic talent mobility service provider, as a prime example. The company's employee transition program assesses individual skills and delivers customized training to support career moves across industries. 'As it works to connect skilled workers with employers in high-demand sectors such as technology and healthcare, Taqat facilitates seamless transitions, enhances career opportunities, and addresses critical skill shortages in the evolving job market,' he added. Navigating compliance and change Saudi Arabia's workforce is also being shaped by demographic and regulatory dynamics. Abeer Al-Husseini, partner at Fragomen, noted that by the end of 2024, the Kingdom's foreign workforce had grown to over 13.6 million, marking a 13.3 percent year-on-year increase and a 33.4 percent jump since 2019. 'In this environment, mobility providers are essential in helping businesses navigate regulatory frameworks such as Saudization policies under the Nitaqat program, sector-specific quotas, and compliance obligations set by the Ministry of Human Resources and Social Development,' Al-Husseini said. These services often manage interactions with multiple government platforms — such as Qiwa and GOSI — while enabling fast, compliant transitions across functions and sectors. This reduces administrative friction and helps ensure continuity amid shifting business conditions. She emphasized that talent mobility providers not only facilitate expatriate integration but are also playing a vital role in embedding Saudi nationals into the private sector. By supporting strategic workforce planning and Saudization targets, these providers align with national human capital development priorities. From recruitment to retention Modern mobility is no longer just about hiring — it's about mapping skills, identifying gaps, and supporting long-term workforce evolution. Faisal Al-Sarraj, KSA deputy country leader and consulting clients and markets leader at PwC Middle East, underscored the value of internal talent marketplaces — digital tools that align employee skills and interests with internal opportunities. 'As Saudi Arabia continues to advance under Vision 2030, organizations need to be proactive in building teams with the needed market skills. Talent mobility helps with this by upskilling and cross-training existing employees,' Al-Sarraj told Arab News. He acknowledged that while external hiring remains necessary for certain critical roles, internal mobility is gaining ground as a strategy for boosting retention and responsiveness. Mobility providers are essential in helping businesses navigate regulatory frameworks, sector-specific quotas, and compliance obligations. Abeer Al-Husseini, partner at Fragomen 'Providers also help organizations shift from reactive hiring to proactive workforce planning. By using advanced tools, they help companies forecast what skills will be needed in the future and develop strategies to reskill employees. Providers like Mercer, Adecco, Bayt, and Naseej are doing an excellent job in this space,' he said. Serge Eid, a member of Bain & Co.'s Public Sector practice, noted that providers are extending their services beyond hiring logistics to include skilling initiatives and regional talent deployment — key factors for scaling in emerging sectors. 'This support has become increasingly critical as businesses look to scale quickly, pivot into new sectors, or access regional talent pools,' Eid said. 'They also support Vision 2030's broader push for a more dynamic and globally integrated labor market.' AI and reskilling for career growth Mobility providers are increasingly focusing on reskilling and internal progression through AI-driven tools that align employee growth with business and national objectives. Cotrone highlighted the growing need for new roles such as AI specialists and data analysts, which are being addressed through targeted training programs. Importantly, these services enhance retention by making career development tangible. Francesco Cotronei, partner at Arthur D. Little 'Importantly, these services enhance retention by making career development tangible. Companies that offer clear growth pathways, mentoring, and internal mobility opportunities are not only accelerating role fulfillment. They're also building employee loyalty, engagement, and hence, retention,' he said. Al-Husseini added that talent mobility providers help businesses reimagine career paths as technology and regulations evolve. PwC's Al-Sarraj cited platforms such as Pymetrics, Fuel50, and Cornerstone OnDemand that offer employees AI-powered tools to map career journeys and personalize upskilling efforts. He referenced a recent collaboration between Education for Employment Saudi Arabia and Agility, which launched a program using AI tools to help young job seekers tailor their applications and navigate the job market. These efforts not only fill capability gaps but also signal long-term investment in people. Serge Eid, member of Bain & Co.'s public sector practice 'This is a perfect example of how talent mobility can help not just in employee transitions but also in creating a workforce that's future-ready,' Al-Sarraj noted. Eid added that such investments in internal mobility signal long-term commitment to employee growth, improving loyalty and performance. 'These efforts not only fill capability gaps but also signal long-term investment in people, which in turn drives loyalty, higher engagement, and better performance,' he said. Strategic drivers for 2025 and beyond Looking ahead, talent mobility is poised to become a central driver of workforce strategy in Saudi Arabia. Cotrone expects key trends to include personalized, experience-rich career paths and an increasing demand for data analytics literacy. 'Talent mobility providers will increasingly act as strategic partners, helping organizations create adaptive, future-proof talent ecosystems,' he said. He added: 'Talent mobility will be recognized not just as a business advantage but as a profound national imperative. As organizations invest in intelligent, internally driven workforce systems, they will unlock new pathways for growth and ensure that Saudi talent remains competitive, empowered, and at the heart of the Kingdom's cross-sectoral transformation journey.' Al-Husseini projected that companies would require rapid, compliant deployment solutions as sectors like healthcare, tourism, and tech expand. At the same time, local workforce development will become a priority, with providers playing a key role in integrating Saudi talent through internal mobility frameworks and reskilling for leadership roles. She also pointed to the rise of hybrid and remote work, particularly in sustainability-related 'green jobs,' requiring providers to support flexible, compliant mobility strategies. PwC's Al-Sarraj emphasized the growing role of predictive workforce planning, enabled by real-time data analytics. 'The alignment between workforce mobility and national upskilling initiatives will also be a major trend,' he said. He highlighted initiatives like Wa3d, which aims to provide 3 million training opportunities, and the Skills Accelerator, targeting 300,000 placements in emerging fields. 'Talent mobility providers will connect these initiatives to real job opportunities, ensuring that individuals gain the right skills and can apply them directly in the workforce,' he said. He also cited the Ministry of Human Resources and Social Development's Skills Taxonomy — a tool to align labor capabilities with evolving job demands. Cross-sector mobility, especially in digital health and green energy, is expected to play a vital role. 'Talent mobility providers will drive transitions, helping build a skilled, adaptable workforce essential to realizing Saudi Arabia's Vision 2030 and sustaining long-term growth,' he added. From Bain & Co.'s standpoint, Eid believes mobility will evolve into a strategic lever rather than just an operational function. 'AI-led workforce planning, demand forecasting, and personalized career pathways will increasingly inform mobility decisions,' he said. 'Organizations that view mobility as part of a broader talent strategy will likely be better positioned to navigate future workforce shifts and build resilience in a rapidly changing environment.'
CTV News
13-06-2025
- Business
- CTV News
New Brunswick negotiates immigration allocation increase
New Brunswick negotiated an increased immigration allocation with the federal government, said a Friday news release. The province will now receive 4,250 permanent resident nominations. This is an increase of 1,500 from a February announcement. 'Newcomers are critically important to addressing New Brunswick's workforce demands, and we have continued to make that clear with our federal counterparts,' said Jean-Claude D'Amours, acting minister of Post-Secondary Education, Training and Labour, and minister responsible for immigration. 'We appreciate the federal government's willingness to listen to our needs and their flexibility on this issue.' New Brunswick will focus nominations on priority sectors including health, education and construction, said the release. The province agreed to accept 400 asylum claimants in the next two years as part of negotiations. 'With new federal funding through the Interim Housing Assistance Program, we're also taking a more co-ordinated and sustainable approach to provide temporary housing and help asylum claimants settle and start building their lives in communities across Canada,' said federal Immigration, Refugees and Citizenship Minister Lena Metlege Diab. During the two-year period, the federal government will spend $14.1 million through the Interim Housing Assistance Program. They will help asylum claimants with temporary housing as they transition to the workforce, said the release. The increase was welcomed by the Agricultural Alliance of New Brunswick, the New Brunswick Multicultural Council and employers, including Irving, that are having trouble filling labour shortages. 'With 51 per cent of small business owners in New Brunswick reporting shortages in qualified labour as their most important issue across the first quarter of the year, every opportunity needs to be seized to match skilled workers to jobs,' said Louis-Philippe Gauthier, vice-president, Atlantic Canada, of the Canadian Federation of Independent Business. Representatives from the province will meet with asylum claimants who are interested in settling in New Brunswick during the coming weeks. The ones who move will be connected to support services. D'Amours said the government will work with employers to address labour force problems. For more New Brunswick news, visit our dedicated provincial page.
Yahoo
07-06-2025
- Business
- Yahoo
Flint Hills Job Corps at risk for closure, students scrambling
MANHATTAN (KSNT) – The Flint Hills Job Corps center has served Kansas for decades, providing education and job training for disadvantaged youth. The U.S. Department of labor announced last week, it's suspending operations at all job corps centers nationwide on June 30. About 180 students live in the Flint Hills, and many have nowhere else to go. If the center shuts down, it could leave a major gap in workforce development across the state. 'Those students are trying to do exactly what some of our politicians say they want people to do,' Manhattan City Commissioner, Peter Oppelt said. 'That is get job training and be a part of the workforce and be independent.' Advocates say it's more than just about jobs; it's about giving young people purpose and opportunity. Employees say closing would be a huge loss. 'This organization is so important to these young adults,' Residential Advisor, Sarah Thomas, said. 'When you look at the numbers of our graduation rate, it doesn't take into consideration all of the lessons they learn here that don't apply to a trade or a high school.' Oppelt has been rallying to support the students. He says it's not just about this one center. Skeleton workforce left behind at closed Kansas food production plant It's about preserving access to these kinds of resources around rural America. 'Job corps has a specific mission, and nobody was going to cover that,' Oppelt said. 'So, I really just kind of knew that as a city commissioner, I would be able to have those contacts with people and have that conversation.' A federal judge has temporarily suspended the order from the U.S. Department of Labor. A hearing has been set in federal court on June 17, which will determine the fate of the program. For more local news, click here. Keep up with the latest breaking news in northeast Kansas by downloading our mobile app and by signing up for our news email alerts. Sign up for our Storm Track Weather app by clicking here. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
CBS News
04-06-2025
- Politics
- CBS News
Detroit crime reduction groups losing federal grant money
As community organizations across the country are seeing significant cuts to their federal funding, one Detroit group is bracing for impact and the potential loss of resources. In April, the U.S. Department of Justice's Office for Justice Programs cut about $500 million in funds nationwide, with Michigan agencies statewide losing nearly $6.8 million. "That's a significant cut for us. We use those fundings for our staff, the individuals who go out into the community and put their lives on the line on a daily basis," said Ciera Renee, Director of Programs for FORCE Detroit. One nonprofit affected, FORCE Detroit, is a local organization that supports at-risk youth and offers workforce development and other forms of support to people and communities impacted by violence. "A big hit that we've taken is just in the uncertainty that our staff have now, as far as, like, what does that mean for them tomorrow? Is their job going to be available for them tomorrow?" said Renee. It's work that relies on resources, like securing food, shelter and mental health support, which leads to significant strides in crime reduction. In response to the move, FORCE Detroit will head to Lansing on June 12 as part of Community Violence Intervention Day to lobby state lawmakers for support. "We've got some data that shows that we have actually reduced crime; we've saved the city $33.1 million just by reducing those crimes," said Renee. Maurice Hardwick knows the power of that work firsthand. Known as "Pastor Mo," he says FORCE Detroit and other groups like it play a key role in not only stopping what he calls the "birth" of violence in a neighborhood but also leaving the tools to keep it from growing. "You have to have people to go in the community that come from it, that understand it, that's not scared, number one, and have the respect to get in there to deal with that. If you remove that, you're saying, 'Go ahead and have a free-for-all,'" said Hardwick, creator of the Live in Peace Movement. Organizers say these funding cuts could lead to lasting and potentially irreparable damage to the community. "Lives are at risk. When funding goes away for community violence intervention, people could die," said Renee.
