How to Address the Skilled Labour Shortage

The following solutions for the labour shortage are being implemented by manufacturing companies:

• Apprenticeships –
  • To fill the skills gap, companies are partnering with schools to offer apprenticeships. For example, in North America, Boeing created an annual pre-college robotics competition with a goal to provide more opportunities for students interested in advanced STEM education. This initiative is expected to engage more than 5,000 students from high school and college levels each year into engineering degrees and careers. In the UK, Rolls Royce partnered with various universities to offer undergraduate-level training programmes in engineering and business management which became available in September 2020; this will also help ensure that Rolls Royce has access to talent as they continue their growth plans over the next decade. Apprentices learn trade skills from more experienced members of the team while learning to be accountable, responsible, and bring a fresh perspective to current operations.
  • Perhaps it’s time to rethink the Apprenticeship Levy. The London Progression Collaboration released a report during the recent National Apprenticeship Week in 2022 that there has been a 72% drop in entry-level apprenticeships since 2014. This could call for an opportunity to broaden the Apprenticeship Levy by including entry level apprenticeships as well as degree apprenticeships or possibly renaming it to the Skills Levy to open it up to more types of training and upskilling.
• Upskilling – Companies can also upskill existing employees or hire talented individuals who lack experience but have relevant skillsets through self-paced learning courses. Training and upskilling your existing workforce can create a well-rounded, multi-skilled workforce capable of increasing overall efficiency and product quality. Upskilling and retraining options will be needed for those facing redundancy due to jobs that are no longer required. In doing so employers will not only gain new skills they will also gain stronger trust and devotion from employees.
• Automation – Although robotic automation has been shown to be beneficial for handling a wide range of applications across multiple industries many companies lack the skills or experience needed to operate the automation equipment. However, companies must then offer training and support to new users allowing companies to not only increase automation but also address the issues caused by a shortage of skilled labour or available labour. Half of our followers said they have considered using automated technologies to fill vacant roles or assist existing workers. Technology is certainly not the sole answer as we will always need a human element not only ensuring everything is working in order, but also to check in on the well-being of their staff. In our recent polls we found 25% of respondents would consider using automation to support staff.
• Hiring – It is important for companies to remember university leavers through to young people with only school-level education will not be primed and ready to go straight out of school. This means employers must realize they have to invest in vocational training for early-career employment and on the job training required for their future workforce and diversifying their talent pool.
• Banish the stigma – A stereotype of manufacturing is seen as old, grubby and for those lacking a higher education. However, this is not the case, and organisations like Jefferson, MTD, The manufacturer, MakeUK, Made in Britain etc. all highlight industry’s improvements through innovation and new processes. This is just a small sample of what these organizations offer. On a business level, manufacturers need to do more to get with the times and offer a new approach at promoting manufacturing and their craft/trade. Metal Spinning was unheard of until we physically got onto social media and other forms of media to promote what it is.
• Companies working with schools and universities – There is a lack of focus on areas of industries that require skilled labour and offer plenty of opportunities for young people. With an overwhelming 95% of followers voting that schools do not prepare students for the workforce there was debate on how to change this and who is responsible. This is not a one-person solution either, companies need to work with colleges and universities looking to develop young people for the working world. This could look like companies offering work experience or sponsored degree level apprenticeships before students enter the workforce full-is an example of supporting industry manufacturing as well as the possibility of those then joining the company afterwards. Another option would be to offer open days for young people to get hands on and learn about manufacturing processes.
  • There are also role models like Nigel T Packer, who works through Big Ideas Wales by speaking to students about the different avenues available to them after school. Nigel keeps in mind that university may not be the best option for every individual. He helps to create an environment that challenges students to think about every step that goes into making items used all around the world. From sourcing materials to selling to the consumer he broadens students’ perspectives of what employment is available and often overlooked.