Developing Your Future Smart Workforce

How CEOs are solving the shortage of young, skilled workers threatening manufacturing gains.

Rodon has about 200 workers in its vast factory in Hatfield, Pennsylvania, which is equipped with highly specialized equipment that runs 24 hours a day. The company has two specialists on staff who help develop the software that controls the company’s advanced robots. “We’ve tried to address the pipeline of talent through apprenticeship programs, summer internships and partnerships with local trade schools and community colleges to help them understand what our needs are,” Araten says.

One particularly innovative action his company has taken is to help create a consortium of 100 manufacturers in Montgomery and Bucks counties called the Bucks-Mont Manufacturing Consortium. It is a nonprofit organization led by Rodon’s head of human relations. HR representatives from other companies volunteer their efforts, as well.

“CEOs looking to expand and improve their manufacturing must pay keen attention to where workers will come from.”

The consortium works with the state government and with federally funded workforce-development boards to tap whatever government funds are available to pay for training at community colleges and other institutions. In this geographic area, at least, community colleges seem to be cooperating in the push to train new workers.

Araten’s workforce has grown from 140 to 200 people in recent years and he anticipates that number will increase to 250 people over the next four years—assuming the company achieves its growth targets. “I think we’re going to be in good shape,” he says. “We will make sure we’re first in line at community colleges and trade schools.”

But more fundamentally, he says he perceives a shift in how average Americans are beginning to calculate their life choices. “Look at North Dakota,” he says. “People [there] never considered that they would work in energy, but now people are clamoring for those jobs.”

Parents and their children also are beginning to recognize that four years of university education could leave them with six-figure debt levels and that manufacturing jobs pay 30 to 40 percent more than retail jobs, he says. “People go where the opportunities are,” Araten concludes. “Manufacturing is becoming a more viable option than it has been in a long time.”

Bottom Line: Manufacturing jobs are no longer old-fashioned positions on the assembly line. CEOs looking to expand and improve their manufacturing must pay keen attention to where workers will come from.


MORE LIKE THIS

  • Get the CEO Briefing

    Sign up today to get weekly access to the latest issues affecting CEOs in every industry
  • upcoming events

    Roundtable

    Strategic Planning Workshop

    1:00 - 5:00 pm

    Over 70% of Executives Surveyed Agree: Many Strategic Planning Efforts Lack Systematic Approach Tips for Enhancing Your Strategic Planning Process

    Executives expressed frustration with their current strategic planning process. Issues include:

    1. Lack of systematic approach (70%)
    2. Laundry lists without prioritization (68%)
    3. Decisions based on personalities rather than facts and information (65%)

     

    Steve Rutan and Denise Harrison have put together an afternoon workshop that will provide the tools you need to address these concerns.  They have worked with hundreds of executives to develop a systematic approach that will enable your team to make better decisions during strategic planning.  Steve and Denise will walk you through exercises for prioritizing your lists and steps that will reset and reinvigorate your process.  This will be a hands-on workshop that will enable you to think about your business as you use the tools that are being presented.  If you are ready for a Strategic Planning tune-up, select this workshop in your registration form.  The additional fee of $695 will be added to your total.

    To sign up, select this option in your registration form. Additional fee of $695 will be added to your total.

    New York, NY: ​​​Chief Executive's Corporate Citizenship Awards 2017

    Women in Leadership Seminar and Peer Discussion

    2:00 - 5:00 pm

    Female leaders face the same issues all leaders do, but they often face additional challenges too. In this peer session, we will facilitate a discussion of best practices and how to overcome common barriers to help women leaders be more effective within and outside their organizations. 

    Limited space available.

    To sign up, select this option in your registration form. Additional fee of $495 will be added to your total.

    Golf Outing

    10:30 - 5:00 pm
    General’s Retreat at Hermitage Golf Course
    Sponsored by UBS

    General’s Retreat, built in 1986 with architect Gary Roger Baird, has been voted the “Best Golf Course in Nashville” and is a “must play” when visiting the Nashville, Tennessee area. With the beautiful setting along the Cumberland River, golfers of all capabilities will thoroughly enjoy the golf, scenery and hospitality.

    The golf outing fee includes transportation to and from the hotel, greens/cart fees, use of practice facilities, and boxed lunch. The bus will leave the hotel at 10:30 am for a noon shotgun start and return to the hotel after the cocktail reception following the completion of the round.

    To sign up, select this option in your registration form. Additional fee of $295 will be added to your total.