The Bi-Weekly Workforce Newsletter of the Council of Industry
December 16, 2021
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Manufacturing Workforce News
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Spotlight on Apprenticeship:
Industrial Manufacturing Technician Trade
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The Council of Industry sponsors 6 manufacturing trades through The Manufacturers Intermediary Apprenticeship Program (MIAP.) These are New York State Department of Labor approved trades ranging in length from 16 months to 4 years.
These apprenticeships consists of two pieces: On-the-Job Training (OJT) and Related Instruction (RI).
- OJT allows an apprentice to learn firsthand from a skilled craftsperson who will demonstrate and share their experience in the field.
- In RI, apprentices will learn the theory - and knowledge - based components of the craft. They must complete 144 hours of classroom or online training each year.
The Industrial Manufacturing Technician IMT introduces people to work on the factory floor. It provides training in safety, equipment set-up and maintenance, quality systems and more. It is ideal for entry level workers and provides a solid foundation for further training in other trades such as CNC Machinist, Toolmaker, Maintenance Mechanic or Electro Magnetic Technician.
Some work processes (skills learned on the job) for IMT include: Production Equipment Operation, Quality Production and Quality Assurance, Production Equipment Set-Up, Routine Equipment Maintenance, and more.
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Upskill Your Workforce
The MIAP Apprentice Program
Email
to Learn more.
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For information on advertising in this and other CI publications
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News for HR and Workforce Professionals
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Manufacturing Doesn’t Need More Workers, It Needs the Right Ones
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It has always been true—to survive, a business must adapt. Adapting is no small feat. Only 52 U.S.companies remained on the Fortune 500 list from 1955 until 2019. And, one could argue that manufacturing is facing one of its largest disruptions—digital transformation—in modern history.
“My prediction is that half of all American manufacturers will close their doors in the next 10-to-15 years,” says Jeremy Frank, CEO of KCF Technologies. Avoiding that fate is his life’s mission. He’s calling for a public policy that ensures the vibrancy of the sector and points to one plan that isn’t hitting the mark. The American Jobs Plan Initiative aims to creates job, but not the right ones. Frank says, “Simply creating more jobs is short-sighted and does nothing to address the manufacturing skills gap—specifically, the need for workers who can manage Industry 4.0 technology.”
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Where Have All the Workers Gone?The Answer is Not So Simple
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If you feel like a segment of the population just disappeared overnight, you’re not alone. Even economists can’t account for all the empty positions currently contributing to gridlock throughout the economy. Three months after extended federal unemployment benefits expired in September—and six months after many states nixed them on their own—economists cautioned that the answer to where everyone went is much more complex. And when they will come back is anyone’s guess.
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The Digital Revolution Needs Workers. Where’s the Plan for That?
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There is a fundamental problem that is largely ignored. There seems to be an urgent need to convert the workforce to using digital tools when manufacturing can’t get entry level people; high skilled people are retiring, and there could be 2.1 million manufacturing jobs unfilled by 2030. And, in fact, in my own surveys, I have found that nobody, including the government, the people projecting the unfilled jobs or the manufacturing associations really knows what kinds of jobs and skills are needed to solve the unfilled jobs problem.
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As the Year Winds Down, HR Leaders Reflect on the Lasting Impact of the Past 12 Months
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At the beginning of 2021, many HR leaders likely were looking forward to the pandemic winding down and the new world of work starting to get underway. However, as the year comes to a close and employers everywhere are on edge with news of a new COVID-19 variant, the start of a new normal continues to remain elusive. So, what lessons have HR leaders taken from this year of uncertainty? We spoke with three CHROs, who shared what 2021 has taught them about managing the people function int he current climate—and how they plan to take those learnings forward into next year.
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How Employers Are Reacting to the Hold on Biden’s Vaccine Mandate
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A survey from consulting firm Willis Towers Watson finds that 57% of all respondents either require or plan to require COVID-19 vaccinations for their employees. The survey of 543 U.S. employers, conductedNov. 12-18, found that 18% of employers currently require vaccinations and another 7% are going to no matter what the ruling is. Another 32% say they are waiting to see if the Occupational Safety and HealthAdministration Emergency Temporary Standard (ETS) takes effect and will put a mandate in place if so. Interestingly,significantly more employers say they think vaccine mandates could help recruit and retain employees (48%) rather than worry it will contribute to employees leaving their organizations (31%).
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iCIMS November Workforce Report - Manufacturing Hiring Activity Lags Behind Overall Market
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The start of Q4 has shown that talent shortages are taking a toll. We're seeing hiring activity beginning to dip for the first time in eight months. For the overall workforce, iCIMS data shows job opening activity up 80%, job applications activity up 3%,and hires up 66% from the start of the year. They see varied job openings and hiring activity across the retail, manufacturing, finance, and healthcare sectors and technology positions. Job applications activity, however, is at or below January 2021 levels for all. Despite continued demand for labor, hiring activity in the manufacturing industry is up only 43% since the start of the year. This may be due to low application activity, with applicants per opening down 23%from pre-pandemic (October 2019).
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Upcoming Programs, Training and Events
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Positive Discipline & Motivation Course
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When: Tuesday, January 11, and Wednesday, January 12, 2021
08:30am - 12:30pm
Where: Zoom Webinar
Instructor: Rebecca Mazin, Recruit Right
Cost: $240 for a single member, $225 each for two or more from the same company, $375 for non members
This class combines two topics for an interesting perspective on leadership and impact in the workplace; employee motivation and discipline. The foundation for effective supervisory relationships is understanding what motivates employees. Using a framework for coaching, the GROW Model, coaching conversations will be more consistently on target. Coaching is an essential tool but when applied correctly and results don’t change, or when serious rule infractions occur, managers and supervisors need to go to the next step of disciplinary action. Participants leave the session with core skills and techniques to enhance leadership effectiveness.
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The Manufacturing Matters Podcast
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Manufacturing Matters Podcast: Steve Casa, Workplace Learning Coordinator at Ulster BOCES
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Steve has worn many hats through the years. He began his career in finance but quickly realized he was more interested in helping young people to grow and learn so he turned to a career in education.
Harold talks with Steve about his career path, what he’s learned working for the National Career Academy Coalition, what it takes for educators to develop individuals who are curious, independent life-long learners, and what we can take away from the remote learning that has taken place since the pandemic began.
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