Workforce Development
The team at Miller Resouce Group has prepared a checklist to help you enhance your employment brand and attract the right talent to you organization.
Inside this short, concise book are useful tips that will help you find and KEEP employees. The best part? These ideas don’t cost a lot of money. They don’t take a lot of time – and they work!
Using video in your recruiting and retention strategy is a terrific way to attract today’s top talent. You may be asking, “What’s the big deal? Why do we need to incorporate video?” Here’s a little food for thought.
If you have had more than two jobs in your career, you have probably had several bosses to go along with those positions. Most manager personalities can be broken down into three categories.
A focus on people is critical in business, especially in today’s world where the search is always on to find and keep the best employees.
The industrial automation profession has a significant dilemma as older professionals who have extensive knowledge and experience are retiring while skilled and educated replacement talent is not available to fill the gap.
Keep Your Emerging Leaders from Leaving. “The youth of today love luxury. They have bad manners, they disrespect their elders and they prefer chatter in place of exercise.” Who do you think said this?
‘We are seeing the emergence of a Skills Revolution — where helping people upskill and adapt to a fast-changing world of work will be the defining challenge of our time.’- Jonas Prising, Chairman & CEO, ManpowerGroup
Why is engagement such a big deal in manufacturing and the skilled trades? Because according to a 2013 industry report, for every four trade positions that workers retire from, the industry is producing only one replacement.
Work In The Automation Age: Sustainable Careers Today and Into The Future – Each age in the Industrial Revolution has brought with it a wave of new opportunities and benefits. From steam to electricity to computers—and now to automation—society is transformed by technological advances that increase productivity and prosperity is transformed by technological advances that increase productivity and prosperity and broaden the availability of innovative goods and services. But more than anything, society is transformed by new, rewarding jobs that improve workers’ health and safety and allow them to apply their innate creativity and problem-solving skills.
Steven W. Pflantz, president of ISA 2017 offers insight on how ISA staff members have recognized the need for a video that explains and defines automation in simple, easy-to-understand terms. The video is targeted to those who are not familiar with the automation industry and don’t live in the technical realm.
There are dynamic changes coming in the workforce and many differences between the Boomer and Millennial generations and their expectations. Their views of our industry, its future and how standards and technology can help the Millennials gain the “30 years of experience” they will need to close the so-called skills gap are the subject of this presentation at the MCAA Industry Forum in Atlanta on April 25.
In a recent poll conducted by Edison Research for marketplace.org, 55% of respondents said they believed the decline in U.S. manufacturing jobs was due to “trade deals” rather than “natural changes in the economy.” However, the forces of automation and increased specialization cannot be overlooked in shaping perceptions about this issue.
For the past few years, there has been the increased promotion of STEM (Science, Technology, Engineering, and Math) education to increase the number of students pursuing career paths in scientific and technical disciplines. Proponents of STEM-based curricula often cite the need for a future workforce capable of meeting the demands of a data and technology driven world economy.
Recent US Government reports show the current unemployment rate at 5.3%. In the professional sector one can assume about 2 points lower or 3%—nearly full employment. This, in addition to the retirement of baby boomers—who take with them 40 years of knowledge each—prove that now is the time to strategize about how you are going to attract new talent to your organization.
The American Association of Engineering Societies (AAES) and its Lifelong Learning Working Group (“working group”) announced the release of the Engineering Competency Model (“the model”) in July 2015.
One of the many issues discussed during this election season is that of manufacturing and overseas jobs. In his white paper, Michael Siegel of MCAA member alliantgroup, discusses how tax credits can help keep manufacturing jobs in America.
Endress+Hauser held its first Community Career+Education Forum in 2014. They targeted middle school students who are just at the age when they think about the courses they will take to prepare themselves for a future career. Crystal Hunt of the Endress+Hauser Marketing Communications department has summarized why they undertook this event, including information about how they partnered with other companies in the community, with local vocational and community colleges and universities to attract over 300 middle school students and their parents to get a hands-on experience with our industry and other advanced manufacturing companies. This is a valuable blueprint for use in planning your own local event to position your company and your industry in your community.
Partnering with a local community college, technical school, college or university could fall under the very important but not urgent category. We’re talking about planting seeds now that you can harvest for years to come, perhaps like fruit bearing trees that produce every year. Today, with the shortage of STEM-oriented students and the requirement for STEM-focused employees, these efforts are growing in importance.
