ERN Model

What is an Employer Resource Network (ERN)? The goal of an ERN is to bring together small to mid-size employers in a common sector to create a joint venture to link and leverage talent development resources most effectively.

Challenge: Retaining an engaged and skilled workforce.

Solution: Companies in a geographic area aggregate their needs around training and employee assistance to provide an opportunity toward continuous improvement.

By combining the needs of employees, from eight to ten companies with average skills and wages across the investor companies, the ERN leverages resources in a manner that each business may not have the capacity to do on their own. Additionally, with a combined workforce of 2,000+ employees, it can do so with a positive return on investment averaging 175-200%* or more.

Who provides leadership and direction for an Employer Resource Network?

• Each ERN is controlled locally by the investor companies. The Board of each ERN site is comprised of an HR representative or other designee from each investor company.
• Each ERN board reviews monthly performance and makes decisions based on the specific needs of their companies and can shift focus due to changing economies or markets.
• The sustainability of the venture is based on value and return on investment.

How does an ERN work? By acknowledging the effect of a stable work / life balance, employees are better positioned to succeed at work and grow within each company.

• The retention specialists from an ERN work with employees on-site at their place of employment or near-site conveniently before or after their work shift.
• The ERN introduces tools similar to lean principles and process improvement efforts to drive continuous workforce improvement. To improve performance, root cause analysis is used to address employee retention issues and links skill development and advancement pathways in collaboration with the exsisting community resources offered by parnters including local technical colleges and the workforce development system.
• Additional areas of co-investment include wellness programs and asset building programs that assist employees to succeed in all areas of life and that show a demonstrated impact on the quality of your workforce and communities. *based on The SOURCE and Kent Health Field Collaborative in West Michigan