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    A Sustainability Problem in Manufacturing.

    If you work in an industrial capacity, especially if you work in manufacturing, there are a few things that you should worry about. Sustainability is a huge worry in any type of manufacturing these days, though IoT is helping a lot. Sustainability can be a difficult task for any manufacturing company due to operating challenges. However, it is still something that should try to be achieved. Different aspects of the business can affect sustainability such as energy efficiency, the role of the equipment, and even saving water. It doesn’t matter how well you are planning from an equipment standpoint, everything can be undone by bad operations and conversely, good operations and bad planning can also cause all your efforts to go awry.

    Whether you are a facilities manager or a backroom employee, there are plenty of instances of operations messing with the sustainability goals. There are times when this is unavoidable, for instance if production has to be ramped-up because of a spike or demand. Unfortunately, in a situation like that, it is unavoidable. You can be doing everything right and still have your sustainability efforts take a hit.

    Normally, the issue will have something to do with people taking shortcuts or changing things that they shouldn’t be changing. While these may seem obligatory on the surface, they can influence the underlined part of the process. For instance, they might affect your water bill or the electric bill. That can cause you an issue. It would be nice if there was an easy answer, but sustainability is an ongoing fight and in a lot of cases, it is a knock-out blow that puts them down for the count.

    You should never just throw up your hands because of sustainability as a challenge. You must ask yourself the hard questions; What caused the problem? When did it start? Who could have prevented this? Why did this happen? What can I do to fix it? Once you have answered these questions, you need to try to fix the issue. Sustainability can’t just be something that is ingrained in the culture of a company. If you are not consciously trying to improve, you will get left behind and that is not what anyone wants. Most people can also do amazing things if they have the proper training and techniques.

    James Kemper is the president of W. H. Meanor & Associates, an executive placement & training company specializing in engineering & manufacturing careers. Register to receive regular blog posts and industry specific articles at: http://eepurl.com/dtKsDL or visit at www.whmeanor.com

     

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  • What the low unemployment rate and high growth means to your talent strategy?:

    With unemployment rates lower than they have been in years, there are some real down sides for employers. Notably the pool of available talent is smaller than it has been in nearly a decade.

    According to the Bureau of Labor Statistics, “In January, the unemployment rate was 4.1 percent for the fourth consecutive month. The number of unemployed persons, at 6.7 million, changed little over the month.”

    By way of comparison, in 2014, more than 1.5 million jobs were created, the largest gain to be seen in the past 8 years. With so many new jobs and far fewer people scrambling to take the small menial jobs, there are plenty of people looking for a step up. Fast forward 3 years and in 2017 the number of jobs created was even higher, and with far fewer people being displaced than have been in the past 5 years.

    What that boils down to is that far fewer people are losing their jobs. Too, far fewer people are seeking new jobs. Many are happy and staying in their jobs and since tney are not being displaced, that means recruiting talent is a whole lot harder than ever before.

    How can we attract and engage the people that we’d like to add to our pool of talent? It’s going to take a bit more than just adding that extra 20 cents an hour at this point. It is, as the recruiters say, a candidates market and they are taking advantage of it to ask for the things that they want.

    Employers now have to take a hard look at adding things like relocation package for the employee who has a special skill set that could be useful anywhere. Getting them on board will be rough enough on a regular day but if you are talking about having them relocate in order to get them into the new job, then funding that move may be necessary in this market place.

    Paying on a scale that is commensurate with their skills and experience is going to be an absolute necessity. If you don’t they will find someone who will and that leaves your company behind the 8 ball.

    Pay is not the only the factor as on boarding has to be on point too.  It will be imperative to not only make the role well compensated but a situation and an environment in which people want to work.

    In addition, find engagement tactics that will compel your talent and keep them on board as well as engaged until you are able to negotiate a good package deal for them all. The advantage of having your preferred recruiter involved is that they can do the heavy lifting and get the dirty work done so that you can keep clean, so to speak.

    Hiring the right people is imperative in this day and age. Get creative &  make it happen more easily by adding some perks to the package.

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