The most important asset any organization has is its team, a team is a group of people that come together to achieve a common goal. We need our team to run machines, inspect parts, provide customer service, build quotes and programs, place orders, etc. More importantly, we need a well-trained team. Every single person that Peerless Precision employs requires some form of training; whether it be for our specific systems and procedures, or providing an entry-level individual with the skills they need to successfully enter the workforce and start their career.
In advanced manufacturing, we not only have an aging workforce but also a skills gap. We have been trying to solve the skills gap issue for a long time. More often than not, the preference is to find someone with experience that would require less training. Pulling from the same workforce pool will not solve any of the workforces issues our industry faces. While hiring an entry-level employee will cost more training dollars and will take longer to get them up-to-speed, we cannot let that deter us from hiring the right person. From personal experience, sometimes it just takes the right leader to see a spark in someone to know that they have great potential. With the labor market as tight as it is (or was before COVID-19), nine out of every 10 employees that Peerless Precision hires are entry-level. They are either coming in on a Co-Op from a local technical high school, as an intern from a local college, or from training programs that are facilitated by our Regional Employment Boards. An entry-level employee is more receptive and “moldable” to become the team member that is needed.
A team member that is provided not only with the tools to learn to do their job and develop their skills, but also a path to growth within our companies is more likely to stay as a result of that upfront and continuing investment. As an employer, when we invest time and money into training our team members, we are investing in both our workforce and our company.
Offering and investing in a training path for our workforce increases productivity and quality, provides growth paths/upskill opportunities, improves retention and engagement; and also empowers our team members. When our team members are empowered, we see increased problem solving, critical thinking, continuous improvement efforts, etc.
So if you don’t have a training process today, put one in place, the skills gap is a real problem and on the job training is a solution that can help your business grow!