The manufacturing industry is facing a talent crisis: there aren’t enough skilled workers to fill open positions. Manufacturers need to begin transforming their cultures, business practices, and people practices to compete for and retain top talent in Gen Z.
The knowledge base of the manufacturing industry is preparing to retire over the next several years, with projections showing that by 2030, 77% of these highly skilled employees will have left the workforce. Meanwhile, 61 million members of Generation Z are entering the workforce. Manufacturers only need to capture a small percentage of this emerging demographic to ensure they have an able, skilled, and engaged future workforce.
While it’s typically the responsibility of HR to develop strategies for recruitment and retention, as well as initiatives focused on company culture, the impact that the workforce has on driving value within the organization should be enough to get HR, operations, finance, and the C-suite at the same table to tackle the manufacturing talent crisis.
Download this white paper to learn how you can focus policies and practices on the five motivations of Generation Z, in tandem with programs that meet the motivations of multi-generational employees. This will not only bring Gen Z through the door, but also ensure effective management of the changing demographics of the workforce, preserving knowledge and laying the groundwork for a successful future.