2018 Manufacturing Skills Gap Study
predicts a shortfall in skills in manufacturing based on interviewing manufacturing executives, and projected demographic changes, like retiring boomers. Higher pay is the obvious solution to a shortfall in workers, and training to get them skills:
Many manufacturers find themselves forced to take more aggressive measures to fill open jobs in the short term. The 2018 study identified a 15 percent increase in the number of companies offering higher pay to skilled workers compared with 2015. Today, 83 percent of executives offer higher pay to attract and/or retain skilled workers. But, on the flip side, while this gets skilled workers in the door, it does not guarantee they will stay. In fact, the study shows that 66 percent of executives see skilled workers leave to accept outside positions that offer higher pay. In addition to higher pay and signing bonuses, some manufacturers have also relaxed certain hiring requirements and moved production to domestic job shops to keep pace with the rising orders many are seeing. Unfortunately, none of these approaches will likely solve the industry’s skills shortage in the longer term.
As the industry considers a more deliberate path forward, Deloitte and the Manufacturing Institute have identified a number of strategic approaches that manufacturers could take to influence a more positive employment future. These considerations include:
* Taking advantage of the emerging workforce ecosystem
* Turning toward automation to supplement human jobs that are going unfilled
* Tapping into the resources from the retiring generation of baby boomers
* Developing in-house training that engages a multigeneration workforce
* Creating public–private partnerships
* Bolstering apprenticeship programs
Each of those are expanded in the full report. A good read for anyone interested in the manufacturing sector.