The Only Manufacturing Skills Shortage That Matters

Research shows that over a million manufacturing jobs sit unfilled right now. That number is expected to increase to over 3 million by the end of this decade. A skills shortage is to blame, say most. “We need CNC operators, robot operators, and mechatronics skills” say all too many manufacturing companies. This is not just an American challenge, but one worldwide. Advances in technology that reduce the impact of high labor costs are the double-edged sword created largely by offshoring in prior decades.

How does a manufacturing company leader solve that problem?

By emphasizing the only capability that truly matters: The willingness and ability to learn.

Click here to read Becky Morgan’s complete article published on the IndustryWeek website. 

5 Reasons Why Managers Need to Think Hard About the Skills Gap

Technology is changing everything faster than any of us could have imagined. Our jobs are just the tip of the iceberg.

How are we, the workers, supposed to stay on top of things?  How should managers think about keeping their employees skilled at what matters when “what matters” is constantly changing?

At Fortune’s Brainstorm Tech conference in Aspen, technology industry executives—Koru CEO Kristen Hamilton, MediaLink CEO Michael Kassan, General Assembly CEO Jake Schwartz, JetBlue Technology Ventures president Bonny Simi, and former Yahoo CEO Marissa Mayer—gathered to discuss just that.

Click here to read Andrew Nusca’s article posted on the Fortune website.

What is the Arkansas Tech Career Center?

While students gear up for another year of school, there are things they have to think about such as what electives and courses they need and want to take. One option for area students is to take one of several programs offered through the Arkansas Tech Career Center (ATCC) and earn concurrent credit.

The ATCC, which was first established in 1972 at Area Vo-Tech, is specifically for sophomores, juniors and seniors who want to earn concurrent credits while in high school. Over the past few decades, ATCC was remodeled and programs were added to make it one of the largest secondary career and technical centers in the state.

Click here to read Patricia Spears’ coverage on ATCC published on the CourierNew.Com website.

Ralston Public Schools Continues to Focus on Career Choices for Students

Ralston Public Schools is helping its students get an early start in their career choices.

RPS recently earned a grant from the Nebraska Department of Education called reVision, which will be used to update and grow Career and Technical Education offerings through the district.

Through this multi-year reflection, engagement and growth, RPS has added CTE programs; gained input from industry professionals on each program of study; and defined specific three-course programs of study or academies where students can really gain knowledge during high school in health sciences, programming, education or skilled trades.

Tiffanie Welte, director of secondary education with RPS, said the new program will give students more options and a different outlook when it comes to choosing a career path.

“To some degree it’s a re-branding,” Welte said. “We want to make this exciting and more enticing to students. The emphasis will be on high school students, but we will use the blueprint across all grades.

Click here to read Eric Taylor’s compelte article published on the Ralston Recorder website.

Effort underway to boost tech education participation

Recognizing the need for more technical education, state business and education organizations have developed strategies to increase student interest and participation.

The Maine State Chamber of Commerce and Educate Maine on June 21 presented a joint plan at the Westbrook Regional Vocational Center. The plan includes 11 action steps to involve more Maine students in technical programs.

Todd Fields, the director of WRVC, said he’s pleased with the plan because it will prepare more students for in-demand jobs.

“I think it’s wonderful, especially in southern Maine where a lot of jobs right now are unfilled,” he said. “This is a viable way for students to get into those jobs and to get into college.”

Click here to read Kate Gardner’s complete article published on the Keep Me Current website. 

Three Ways Job Seekers Can Take Advantage of the Global Skills Gap

Employers around the world bemoan the dreading skills gap, lamenting that they can’t find workers with the appropriate training to fill sorely needed roles. Meanwhile, millions of would-be workers are unemployed or underemployed. So where is the disconnect? And more importantly, how can it be fixed?

 It’s a complex, seemingly intractable issue – but Mona Mourshed, Senior Partner at McKinsey & Company, is dedicated to solving it at both the education and job placement levels.

Mourshed leads both McKinsey’s global Education Practice, which supports schools and vocational institutions to improve students’ skills, and the company’s Generation initiative places disconnected young adults in jobs through innovative training programs. She explains how Generation is working to create a replicable model to narrow the skills gap through focused training of young people – and how job seekers of any age can position themselves to fill the gap, too.

Click here to read Julianne Pepitone’s entire article published on the Glassdoor website.

How 3 Companies are Closing the Skills Gap for Youth in the U.S.

At International Youth Foundation (IYF), we know that too many young people have inadequate access to opportunities to learn, grow, and hone their skills. This month, the Business Roundtable released Work in Progress: How CEOs Are Helping Close America’s Skills Gap, a report outlining the difficulty U.S. companies face in finding workers with the right competencies and how 63 companies are undertaking projects to make sure workers of all ages can get and keep the jobs of today and tomorrow.

The report identifies three types of skills gaps that companies in the U.S. face: lack of fundamental employability skills like communication and working in teams; lack of a specialized skill for the trade industry; and lack of applicants who have skills related to science, technology, engineering, and math (STEM).

Click here to read Kristin Gaddy’s complete article published on the International Youth Foundation website.

Aggregate lays plans to encourage more women workers amid escalating skills gap

With the skills deficit continuing to grow, Aggregate Industries believes that breaking down gender barriers is vital to safeguarding the future of the construction industry – and has laid some firm foundations to encourage more women into its own workforce.

Currently, as is typical with most traditionally male-dominated trade sectors, Aggregate Industries’ workforce population is made up of 84% males.

However, as part of a wider diversity and inclusion strategy, Aggregate Industries is committed to achieving a 20% balance by 2020 and a 30% gender balance by 2030 – a move, which it says, is incremental if the industry is to see its full potential.

Jo Hankinson, HR business partner at Aggregate Industries: “Although in the initial stages, we are investing heavily in our diversity and inclusion programme as a business over the next few years in order to ensure we have a more balanced workforce – with a particular focus on attracting more women.

Click here to read more about how Aggregate Industries promotes women workers published on the Builders’ Merchants News website.

Widening Skill Gap a Big Concern

Skill gap is becoming a major concern and is more prevalent in the IT industry, compared to the non-IT industries. The lack of personnel with appropriate skills is making HR departments uneasy, causing them to rethink their strategies, according to a new report released by CompTIA called “Assessing the IT Skills Gap”. While 46% of the respondents said that skill gap had become more problematic in the past two years, 54% were struggling to identify and assess skill gaps in their organizations.

The report also unveils that there is more to the problem than just a difference between the desired outcome and the work delivered. The survey, which covered 600 executives, found that skill gaps include challenges such as labor supply gap, employee pipeline gap, location gap, pay gap, and also generational gap.

Click here to read the rest of Pratibha Nanduri’s article published on teh HR Technologist website.

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