In October 2007, the first baby boomer applied for Social Security benefits in the United States. Kathleen Casey-Kirschling was born New Year’s Day 1946, at one second past midnight, making her the first baby of a new generation. Her application to receive Social Security benefits signals the beginning of a drain on skilled workers that will result from the retirement of millions of baby boomers worldwide. You are likely already feeling the impact of these retirem
ents as experienced engineers exit the workforce in droves and skilled replacements are difficult to find. In addition, technology advances have impacted every step of the manufacturing process, from design to production to inventory management, delivery and service. Manufacturing jobs are now technology jobs, and employees must have skills required for today’s workplace. These competitive mandates put a high premium on the skills, morale and commitment of workers, and has created a drought of skilled labor. The good news is that you have options for attracting and retaining a skilled labor force. Anyone working in manufacturing knows about this skilled worker shortage, but most of the general public does not — even though the numbers tell the story. The U.S. Department of Labor forecasts that by 2012 the U.S. economy will have the largest workforce in the nation’s history — more than 162 million people. However, it will not be enough to fill the more than 165 million jobs that are projected to be available. Of those surveyed, 81% of respondents to the Manufacturing Institute/National Association of Manufacturers (NAM) 2005 Skills Gap survey said they could not find qualified workers to fill open positions. Another 83% of manufacturers indicated that shortages are affecting their ability to meet customer demands, with more than half reporting difficulty achieving necessary production levels and 43% reporting difficulties increasing productivity
ents as experienced engineers exit the workforce in droves and skilled replacements are difficult to find. In addition, technology advances have impacted every step of the manufacturing process, from design to production to inventory management, delivery and service. Manufacturing jobs are now technology jobs, and employees must have skills required for today’s workplace. These competitive mandates put a high premium on the skills, morale and commitment of workers, and has created a drought of skilled labor. The good news is that you have options for attracting and retaining a skilled labor force. Anyone working in manufacturing knows about this skilled worker shortage, but most of the general public does not — even though the numbers tell the story. The U.S. Department of Labor forecasts that by 2012 the U.S. economy will have the largest workforce in the nation’s history — more than 162 million people. However, it will not be enough to fill the more than 165 million jobs that are projected to be available. Of those surveyed, 81% of respondents to the Manufacturing Institute/National Association of Manufacturers (NAM) 2005 Skills Gap survey said they could not find qualified workers to fill open positions. Another 83% of manufacturers indicated that shortages are affecting their ability to meet customer demands, with more than half reporting difficulty achieving necessary production levels and 43% reporting difficulties increasing productivityFor further details visit as :http://www.plantservices.com/articles/2009/135.html
