Scroll to unlock this premium content if video does not play.
As we approach 2030, manufacturing faces a pivotal moment. With the last Baby Boomers approaching retirement, a decade of post-COVID workforce transformation and reshoring bringing production back to America, companies must act decisively on talent development.
Industry veterans acknowledge increased awareness around talent issues but identify gaps in implementation. While some manufacturers have embraced apprenticeships and mentoring programs, many remain caught between immediate production demands and long-term workforce development.
During this MMT Chat, I speak with Human Asset Management Founder (and MMT EAB member) Marion Wells, about the following challenges:
- Knowledge transfer before experienced workers retire
- Creating part-time roles for retirees to mentor new talent
- Evolving HR into "Chief People Officer" positions
- Developing training programs amid production pressures
- Managing diversification into new markets requiring specialized skills
- Navigating government contract requirements and certifications
The prescription is clear: companies must create intentional talent development plans now. This requires dedicated personnel, stronger connections with schools and reimagining organizational structures.
For More MMT Chats, Click Here.
Related Content
-
Think Safety: Eliminate Hazards Throughout the Shop
The tooling community is taking advantage of new products for safer mold shops and molding facilities.
-
Tooling 4.0: Connecting Industry 4.0 Technology to Your Molds and Molding Process
A packaging supplier applies Industry 4.0 technology to its injection molds so that components talk to each another to understand the dynamics of what is happening inside the mold.
-
Top 10 Topics to Cover During an ISO 9001 Manufacturing Audit
Take a look at this practical hands-on approach to conducting a quality audit.
