Deloitte study: 2.4 million jobs in the manufacturing industry can not be filled by 2028 https://www.automation.com/files/pluginfiles/item_99690/field_376/del_reg.jpg
fourteenth November 2018 - As the growth of the US economy continues and manufacturers create more and more jobs in a thriving sector, industry is becoming more and more involved in the industry. An existing workforce crisis could, according to a new skills shortage study from 2018, which was published by Deloitte and The Manufacturing Institute - the Social Impact Arm of the National Association of Manufacturers (NAM). The manufacturing skills gap is expected to increase from the current 488,000 vacancies to 2.4 million remaining manufacturing locations that will be unoccupied between this year and 2028 (compared to 2 million jobs between 2015 and 2025 in our previous generation) Study). In turn, manufacturing industry GDP could be $ 454 billion in 2028 and over $ 2.5 trillion over the next decade.
"Manufacturers in the United States have some of the highest growth rates we've seen in decades. However, industry does not seem to be able to keep up with the resulting increase in employment growth, "said Paul Wellener, vice chairman of Deloitte LLP, and the US industry leader in industrial products and construction. "With almost 2 million job vacancies for 2028, plus 2.69 million job vacancies for retired workers, the number of vacancies could be greater than ever and could not only pose a major challenge for manufacturers, but also the vitality of the industry and the company endanger our economy. "
" While manufacturing today is booming and optimistic, the employment crisis in the industry seems to throw a dark cloud over the future. According to NAM's latest "Manufacturers & # 39; Outlook Survey, 73 percent of manufacturers cite this crisis as their top concern. The Manufacturing Institute's new study with Deloitte only highlights the urgency to take on and solve this challenge, "said Carolyn Lee, director of the Manufacturing Institute," There are several factors driving this crisis, from misconceptions about how modern manufacturing jobs are Five out of ten open positions for skilled workers in US manufacturing The industry is today unoccupied by the skills shortage crisis Positions "require specific training or skills and often take months, including positions for skilled production workers, supply chain talent, digital talent, engineers, researchers, scientists, software engineers and operations managers positions are neglected, with the negative perception of the manufacturing industry (45 percent) coming first, followed by the remarkable shift in desired skills due to the introduction of advanced technologies (36 percent) and baby boomer decommissioning (36 percent).
Over the next three years, the inability to fill open positions is expected to have the greatest impact on manufacturing companies that maintain or increase production levels to meet growing customer demand (51 percent). , This is likely to be a challenge for almost half of the manufacturers, who are responding to new market opportunities and to those that show increasing growth in terms of revenue (47 percent each).
To mitigate the impact of skills shortages and reduce most of the gap The companies surveyed focus on a number of specific areas, including the introduction of more comprehensive HR management practices for recruiting and retaining talent (37 percent), as well as the development of skills Knowledge transfer programs for transferring skills between retired and new workers (32 percent), the study notes. Others turned to outsourcing certain functions (24 percent).
Other approaches taken by manufacturers to solve the employment challenge include:
Acceptance of Learning and Development Programs - In addition to building knowledge transfer programs, 39 percent of respondents said they did would implement new learning and development programs, both internally and externally, to mitigate the skills shortage.
Increase flexibility in the hiring process - More than three-quarters (77 percent) of manufacturers are willing to prioritize skills and potential in candidates over strict compliance with sometimes arbitrary factors such as years of experience, and 65 percent are willing to fill a job and train a job instead of demanding a certain qualification
Developing Retired, Experienced Manpower - The Expected 2.69 Million Workers It is expected that the withdrawal will come from Manufacturing will have a significant impact in the coming decade, but it can be a competitive advantage for those who know. Developing knowledge-sharing programs and creating short-term job opportunities for retirees are a way to potentially preserve the value of the most experienced employees.
Using Automation Technologies and Utilizing Technology - Thanks to technological change Overall, the industry is rapidly turning into jobs - including starter jobs - that are highly skilled and irreplaceable human skills such as creativity, critical thinking, design and innovation require. However, when it comes to more production-oriented positions, automation is becoming increasingly important in the face of skill gap challenges. Currently, one in four manufacturers (26 percent) invests in productivity enhancing technologies, and nearly 60 percent said they want to focus more on automation over the next three years - often as part of an overall strategy to improve the industry's serious and ongoing struggles in the search for talent.
Pay Increase and Contract Signing - The majority of businesses (83 percent) are willing to pay more money for attracting and retaining skilled talent, and 8 percent have offered signing bonuses.
To learn more about the study or to view the full report, please visit here.
About the Study
This series is part of the fourth qualification gap of Deloitte and the Manufacturing Institute to understand the depths of today's talent shortage in manufacturing, and how jobs are due Technology, automation and change change What steps could manufacturers take to address today's deficiencies and prepare future employees for success. As part of this research, we seek with executives, educators, and policymakers to explore how the manufacturing industry can prepare for a future that is expected to require significantly different skills to stay competitive.Did you like this article?
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