Growing Talent Shortage and Workforce Development in Manufacturing

Massive change is an accurate depiction of the manufacturing profession and its workforce over the past two decades. A decline in lower-skilled jobs has made room for the expansion of a much-needed, higher-skilled manufacturing workforce.

In order to compete and succeed in the marketplace, employers will need to implement fresh approaches to the recruitment and retention of these sought-after manufacturing workers. 

The manufacturing industry has quickly changed into a fast-paced, technologically advanced workplace. Due to these changes, the face of the manufacturing workforce has changed as well. There is no denying that U.S. manufacturing has recently experienced a series of ups and downs related to the rapid decline in lower-skilled manufacturing positions, many of which have moved overseas. As a result of this decline, manufacturing companies have shifted their need for workers from lower skilled employees to those with more complex, technologically advanced knowledge that will keep companies competitive within the industry.

This need for higher skilled workers has coincided with a growing shortage of workers with the advanced skills needed to fill these open positions, forcing manufacturing companies to take new approaches in how they attract and retain workers.

What can companies do?
According to Spherion’s Emerging Workforce Study, manufacturing employees are among the most loyal and hardest working, and tend to have more traditional mindsets at work. The Study also reveals that manufacturing workers have a relatively high dissatisfaction with both training and career development opportunities and growth potential offered by today’s employers. Additionally, companies in manufacturing also have some room for improvement in the benefits department so that the skilled workers who are available can be courted with a more enticing package.

Benefits.
Workers, who have advanced skills in computers and integrating technology that result in higher productivity and cost effectiveness for businesses, will be looking for benefits that can provide work/life balance because they will be working the longer hours. Options such as flexible scheduling and job sharing can differentiate one company from the next, especially in an industry that tends to have more traditional workers and employers. This means that companies may need to be prepared to upgrade their benefits with more emergent options to increase their chances in making hires among younger workers with desired skills, and positioning the company as an employer of choice in a tight industry for candidates.

Training and Career Development.
Manufacturing employers must understand that they have to encourage their supervisors and managers to assist workers in furthering training and development. This emphasis on training and workforce development will not only satisfy current employees and help with retention, but will serve as an aid in recruitment efforts of candidates coming out of school and looking to enter the workforce. In-house training and career development will also help workers who may not already possess the more advanced skills, get up to speed and allow them to move into positions that require more technologically advanced skills.