An education model that helps companies build skills—and nurture talent

Businesses need tech-forward, agile employees who can pivot quickly and evolve. Equip them with an entrepreneur’s mindset, a technical skill set, and an innovator’s toolkit.

Develop and retain talent 

We’ll work with you to understand your organization’s unique needs, then co-design learning programs that fill skills gaps in technology and innovation. Together, we can create customized webinars, workshops, courses, and even degree programs, online or onsite. All our programs are grounded in experiential learning so that your employees can apply what they learn directly to their job—a process we call “learning in the flow of work.” 

Create a talent pipeline 

Our experiential learning model makes it easy to audition and recruit skilled professionals. You can hire graduate students into six-month, full-time professional co-op positions. Or through our Experiential Network program, you can assign six-week virtual projects. It’s a win-win: You get valuable project deliverables and a chance to audition talent. Students get resume-building experiences.

Your company can also engage a talented doctoral student in a research project for up to eight months—or support a top employee eager to achieve a research doctorate at Northeastern while still working full or part time.

Case Study

Specialized degrees to fill skills gaps

Northeastern is pioneering creative ways to support the talent needs of employers struggling to find or efficiently train qualified employees. General Electric and Northeastern collaborated to co-design an accelerated bachelor’s degree in advanced manufacturing, a field that uses innovative technologies to improve products and processes.

At GE Aviation facilities in Lynn, Massachusetts, and Hooksett, New Hampshire, employees are taught both online and on-site. Northeastern faculty, along with GE experts and coaches who have retired from the company, provide instruction and hands-on support, helping workers master and apply new skills. Students can also earn a fully online certificate that they can later “stack” into a bachelor’s degree.

Case Study

Customized, co-designed learning

When Bangor Savings Bank accelerated plans to grow a culture of data literacy across its workforce, the Roux collaborated with bank leaders to tailor two courses for employees in data analytics: an introductory course covering foundational skills, and an advanced course in data communication and visualization.  

Thirty employees—from management trainees to senior leaders across divisions—have participated so far. These courses combine virtual learning with real-world projects that draw on company data. For example, the bank has deployed a company-wide dashboard that tracks progress toward fiscal-year goals in real time.

Case Study

Experiential, on-the-job learning

Northeastern understands that employees learn best by integrating new information with experience. Timely, personalized feedback is also crucial. The university has joined with education technology startup Practera, Inc., to develop and pilot, with selected employer partners, an online tool that supports this ideal mode of learning during day-to-day work.

The tool, called LearnFlow, offers a rich library of learning modules that—through real-time prompts—help employees develop or refine skills relevant to challenging tasks as they arise. LearnFlow also includes just-in-time skills assessments and mentoring from a company supervisor or instructor. While illuminating individuals’ strengths and weaknesses, it also fosters a supportive culture of lifelong workplace learning.

If you can dream it, we can help you build it.

To create the optimal learning program for your team, contact us. Together, we’ll identify your skills gaps. Then we’ll plan a workshop, webinar, or program to provide your workforce with the latest in technological knowledge and capabilities.