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Facing the Workforce Challenge

December 20, 2013 / , ,


While finding “good help” seems to be an age-old management challenge, it has become a critical issue for today’s manufacturing industry. It’s no secret that a large percentage of skilled manufacturing workers are facing retirement in the coming years, while only a small percentage of younger workers have an interest in filling those roles. What may be surprising, however, is that most manufacturers are doing nothing about it.

According to ThomasNet.com’s Industry Market Barometer, the manufacturing industry continues to be heavily populated by Baby Boomers, the post-World War II generation that is at or near retirement age, while workers ranging from 18-32 remain completely untapped. According to the recent survey of more than 1,200 manufacturing companies, three-quarters of respondents report that 25 percent or less of their workforce are in the Generation Y age group. And while 29 percent of respondents say they will increase employment of Generation Y workers in the next two years, 49 percent expect the numbers to stay the same. In fact, ThomasNet believes the manufacturing industry is up against a “biological clock” that is rapidly winding down when it comes to recruiting and training the next generation of workers.

An article from ModernMetals.com echoes the same sentiment, stating that “a dearth of workers will cause the manufacturing industry to hit a wall in the future.” This, the article says, is the main reason why industrial metal-cutting companies need to consider strategies that will help them cultivate future talent—and fast.

Of course, one way to address this workforce issue is for managers to actively hire a new generation of workers. However, the real challenge will be finding ways to ramp up their skills and knowledge base so that both quality and productivity are comparable to that of seasoned workers. As described in the white paper, The Top 5 Operating Challenge For Metal Service Centers, there are two key tactics managers can use to encourage a high-quality workforce, regardless of experience level:

There is no doubt that today’s industrial metal-cutting companies need to make hiring a new generation of workers a top priority. Indeed, the workforce issue can no longer be ignored. However, hiring “good help” isn’t going to be enough. To be successful, today’s operations managers need to make sure they are also training and maintaining that help.