Machinery Lubrication magazine published by Noria Corporation
Issue link: https://www.e-digitaleditions.com/i/1206285
For dates, complete course description, or to enroll visit noria.com/train or call 833-273-6518 5 For dates, complete course descriptions or to enroll, visit noria.com/train or call 833-273-6518 likely to engage with a mentor or a coach if their company provided the opportunity. Given this realization and the national discussions about supporting trade schools and manufacturing training programs at community colleges, many employers are partnering with educational programs for outreach efforts. Nearly 78 percent of organizations work directly with two- or four-year universities to find new talent. Notably, around 43 percent of organizations (one in five) said they have worked with adult education or retraining organizations to develop current employees' skills or to ensure potential candidates from high schools have the necessary skills. Working directly with technical colleges and adult education organizations is not only a great way for manufacturers to guarantee the appropriate skills and training are being taught, but it also allows for opportunities like apprenticeship programs where students can learn precise skills through on-the-job training. Lastly, it's important to consider employee retention as another ingredient contributing to the strengthening perfect storm. While 74 percent of employees say they'd be happy to remain at their current job over the next two years, that number is trending downward from just a year ago. Better pay and benefits lead the way as the top reason why workers would want to leave (71 percent), followed by more attractive job responsibilities (50 percent) and more potential to advance their career (45 percent). When asked about factors that would cause them to leave their current organization voluntarily, 80 percent of millennials said dissatisfaction with the corporate culture would be the leading factor. About half of baby boomers reported the same thing. This could be due to a shift in leadership styles. "Millennials are demanding improved workplace cultures and are voting with their feet," says Cheryl Thompson, founder of the Center for Automotive Diversity, Inclusion and Advancement (CADIA). "They are not accepting poor leadership behavior that previous generations did." Thompson also notes that more millennials are becoming managers and are leading in a more collaborative and inclusive way. Despite their weariness of the corporate culture, millennials have a much more positive outlook than baby boomers on the use of technology to make their jobs easier. Technology, such as condition monitoring and asset management, are improving their teams' efficiency and simplifying daily tasks. With this outlook comes an eagerness to continuously learn new skills to remain valuable in the industry. Although the perfect storm is rearing its ugly head, replacing the aging workforce is possible through education and training. The manufacturing industry is experiencing a rapid onset of technology with advancements in artificial intelligence (AI), robotics and the internet of things (IoT). This technology is changing the entire industry, including job skills and current roles. As these changes take hold, many are afraid some positions will be eliminated. However, more jobs are actually being created in manufacturing, according to Deloitte's skills gap survey. Of the millions of jobs potentially going unfulfilled over the next decade, those positions dealing with digital talent, operational management and skilled production are poised to be nearly three times as difficult to fill in the next few years. In fact, a lack of personnel with the ability to interact with integrated technology was the biggest concern among maintenance mangers when it comes to performing predictive maintenance tasks, based on a Reliable Plant survey. The good news is we know how to weather the storm. Even better news? Current and potential workers are willing and even eager to develop and continually advance their skillset in the manufacturing industry. It's important to ask yourself where you stand in terms of attracting and training the up- and-coming workforce. According to manufacturing employees, the biggest trends they see in their plants revolve around expanding digital and soft skills, leveraging the digital toolbox, and keeping humans in the loop while working alongside technology. If you feel your staff is lacking in any of these areas or other skillsets, Noria offers evaluation and consultation, including planning and standardization services. From oil analysis and machinery lubrication programs to specialized training for new and skilled workers, Noria can provide onsite training for any level or technical experience you may have. If you're looking to ensure your workforce is equipped with proper onboarding and verification of best practices, tasks and procedures, Noria Workforce Solutions (NWS) is an ideal solution that offers a combination of onsite and offsite support for your entire team. The skills gap is poised to reach nearly 2.4 million unfilled manufacturing jobs over the next decade. Consistently investing in training by developing a positive relationship between workforce development and highly skilled employees is key to preparing for this gap. The perfect storm is on the horizon. How will you weather it? As of 2018, finding skilled workers to fill available positions was rated as the No. 1 issue among employers." Plant Services