Workforce Development

Helping manufacturers in the Carolinas prosper and grow:

  • Strategy to succeed with Workforce Development in post-Covid economy
  • Approach to create a sustainable talent pipeline for high skilled workforce
  • Actions to reduce direct workforce fluctuation
  • How to utilize your local technical colleges to help with your training

Indirect Workforce Challenges: Overview

The Covid-19 pandemic has disrupted the professional workforce ecosystem

Post Covid Indirect Workforce (professionals):

  • Fully remote roles in most organizations (infrequent in-person meetings)
  • Hybrid roles in nearly all larger organizations (2-3 days per week working from home)
  • Increased work-from-home opportunities for all professional associates
  • Are you prepared to handle the impacts from the new normal ?
    • Loss of unstructured, spontaneous innovation linked to on-site work (mixed teams)
    • How to integrate new professional associates into your business and culture
    • Blurring of private time and work time
    • Loss of organizational identity and bonding

We are witnessing the most significant change to professional work life in generations

  • Organizations must actively re-invent themselves to remain attractive
  • A new approach is needed to build organizational identity and bonding
  • Legacy approach to career development must be revisited

Indirect Workforce:

Areas of Engagement

The Covid-19 pandemic has disrupted the professional workforce ecosystem

Key drivers requiring leadership’s focus:

  • Real time innovation of “office work” will continue
    •  MS-Teams, virtual workshops, outsourcing of non-core functions
  •  War for talent now hinging on employer’s flexibility and agility to offer remote work options
  • Cross-functional innovation with an increasing degree of remote work
  • Creating an organizational bond (loyalty) especially as new members join your team
    • much more difficult to develop deep, lasting relationships with remote working
  • Additional challenges to consider
    • talented professionals exiting the workforce earlier
    • reluctance to relocate for career development
    • functional areas inside larger organizations become more isolated due to remote work (silo mindset)
    • new expectations regarding work-life balance

Things to Consider:

  • Have you started to re-develop your strategy to retain and further develop your core professional talent ?
  • Do you have a new approach to build team identity and sense of belonging ?
  • How will you manage professional on-boarding in one year? In five years?

Direct Workforce Challenges:

Overview

The Covid-19 pandemic has profoundly changed the direct (hourly) workforce

Post Covid Direct Workforce:

  • Overall workforce has become smaller. Increased numbers dropping out of hourly workforce
  • Thousands of jobs can not be filled driving cascading, sporadic supply chain and logistic disruptions
  • Direct workforce fluctuation at all-time high levels
  • Supply of high skilled technicians is far below market needs
  • Inflation at highest level in 30 years
  • What is your strategy to succeed with your hourly workforce
    • Hiring bonuses…? Wage rate increases…? On-boarding approach…?

Direct workforce challenges today are more acute than with professional workforce.

  • Supply of motivated, competent workers is far below demand
  • High fluctuation pushes organization into never-ending on-boarding (training) mode
  • Inflation causing enormous pressure on wage rates for both new hires and existing workforce

Direct Workforce:

Areas of Engagement

Key drivers requiring leadership’s focus

Post Covid Direct Workforce:

  • Attracting the best candidates into your interview and hiring processes
  • Process to select candidates with highest chance of success in your organization.   Awareness of
  • The success factors for hourly associates in your organization….  Who knows them?
  • What aspects of the hourly workforce development process can be / should be outsourced?
  • How to create a bond with new associates during the first 5 days?   30 days?  90 days?
  • Is our on-boarding experience (OB-X) creating the basis for longer term employment ?

Things to Consider:

  • You can temporarily “buy” your way out of the hourly workforce challenges but is this sustainable?
  • You own your OB-X. Does it create the basis for longer term employment…?
  • Are you actively developing and communicating your total value proposition as an employer…?
  • Are you leveraging local and state resources to develop your workforce ?

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