Author: Tronserve admin
Sunday 19th September 2021 10:48 PM
5 Ways Training Can Solve the Skills Gap
The skills gap is an elusive contradiction that drives experts right into starkly counteractive corners. They either consider it exists or regard it to be a myth. However, the numbers speak for themselves.
• Out of 3.5 million new jobs, 2 million will go unfilled by 2025.
• More than 2.6 million baby boomers are expected to retire in the next 10 years.
• It takes 93 days to fill a role, a figure anticipated to grow.
• The skills gap costs US companies $160 billion every year.
THE JOBS ARE THERE, BUT WHERE ARE THE PEOPLE TO FILL AND HOLD THESE POSITIONS?
Other than wasting time slinging the fault for the skills gap from the public to the private sector and back again, it is alot more worthy in order to get assertive and take a step about it. After all, change doesn’t show up from inertia.
Is the future of work in manufacturing in danger? Inspite of the alarming statistics, all hope just isn't lost. With a good training, resolving the widening skills gap is accomplishable, efficient, and above all, the way of the future.
While there are a few who knock the skills gap phenomena for being little else than a zombie idea that declines to be extinguished by evidence, the actual issue is that hiring the perfect employee is not possible. On the other hand, companies must be striving to create the perfect candidate through training. Let’s check out at the five major ways training can eliminate the skills gap.
NO. 1 - BY DISMANTLING MISCONCEPTIONS
Young people aren’t the ones behind the false impression that manufacturing is a dirty and low-paying job. Their parents are liable for propagating the tall tale. In accordance with a study performed by SME, 25 percent of parents thought manufacturing as a low-paying career, while more than 20 percent see it as an “outdated and/or dirty work environment.”
While this representation may have held some truth in the past, it is not entirely accurate in today’s 21st century world. In between the Internet of Things (IoT) and the none stop developments in robotics, artificial intelligence, cloud computing, and 3D printing—the manufacturing industry is at the forefront of innovation and the opportunities are promising.
Standing at $21.93, the 2019 average per hour salary of an employee in manufacturing is nowhere near being low-paying by any means! Let’s also take into account the various benefits commonly enjoyed by manufacturing workers, such as insurance, paid leave, and a pension plan.
The development of training programs geared towards educating the younger generation and parents alike on the benefits of a career in manufacturing is, therefore, the way forward.
NO. 2 - BY BEING RECURRENT, ENGAGING, & MOBILE
Modern-day manufacturing employers have to be working cleverer, not heavier. There’s no sense spending hundreds of hours and resources creating paperwork instructions that are neglected by operators on the shop floor.
It is now both crucial and necessary to convert the knowledge of skilled operators into digital format. But just capturing this tribal knowledge is not sufficient. It is just as important to capitalize on the fact that the days of sitting quietly in a classroom hearing to a professor talk away for several hours on end are coming to an end.
Software taps right into the inherent fact that each one learns with their eyes by offering the opportunity to create visual work instructions that are simple to use and understand.
NO. 3 - BY FOCUSING ON APPRENTICESHIPS
Today’s learners are tomorrow’s manufacturers. In conjunction with dismantling stereotypes, it is also essential to target providing students with the right information from the start. This way, future thought leaders can make the most well-informed career decisions.
Much like manufacturing jobs are no longer dirty and unpaying, the same goes for the accepted learning style.
Providing apprenticeships is a great way to capture talent that might otherwise be lost. It could possibly be especially beneficial if geared towards students most likely to drop out. Other than failing these students, re-orienting the strategy can instead have for effect to fill empty positions and further decrease the country’s unemployment rate.
NO. 4 - BY EXPANDING SOFT SKILLS
The manufacturing industry is typically linked to hard skills. As critical as these are to get the job done, the focus is now gradually being shifted onto soft skills.
What are soft skills exactly? Think of interpersonal skills that play a role towards a more harmonious workplace and you have yourself soft skills. In contrast to hard or technical skills, which can be quantified and measured, soft skills focus instead on communication, adaptability, teamwork, and punctuality. With more businesses inserting the priority on these, the question then arises: can soft skills be taught?
In a nutshell, they can’t. But, they can most surely be learned and refined. While you check out the necessary soft skills in the interview process, it can be just as beneficial to offer guidance alternatively. Since soft skills are not teachable, you ought to rather guide your employees to want to learn these skills through workplace team building exercises, communication skills activities, etc.
NO. 5 - BY FOCUSING ON RESKILLING
Another popular misunderstanding is that you can’t teach a dog new tricks. This is false. The challenge is that with the development of new technologies and the obsoleteness of traditional ways of performing tasks, the amount of competent workers to fill new positions simply isn’t high enough to meet the demand.
Manufacturing companies are better served spending useful resources helping and working with their existing workforce instead. Teaching existing employees new skills can be desirable because it promotes morale and productivity by inspiring people to want to learn more.
More importantly, retraining doesn’t require being lengthy or expensive. With the use of work instructions, retraining is so simple as showing employees how to use the software one time. Those same instructions are then reusable with new hires as well, as a consequence reducing training time by up to 99 percent.
At the end of the day, the clear answer to the skills gap is already inside your company.
This article is originally posted on manufacturing.net