Literature Review
Write an essay on the key challenges in attracting and retaining a workforce in manufacturing industry.
The industrial revolution in the current world is enhanced by the good management system. The current industrial system provides different services and products to the ever-growing population. The role of manufacturing industries is to provide refined products from different naturally available. Importantly, the growth of manufacturing industry has been systematically facilitated by factors such as good infrastructure, availability of markets and availability of labour and resources (Festing & Schäfer 2014). Initially, this growth was first seen in many Europeans countries. The manufacturing industries were later established in every corner of the world to help improve the economic system.
The organization of many industrial systems is developed by good management of employees. Employees help in increasing productivity of the industrial system based on their performances. Importantly, the effort of retaining attracting staff in the manufacturing industry is developed by the management system. There have to be better training models and promotions programs to retain skilled and experienced employees for a longer period. As such, the manufacturing industries have established a better system of training employees to maintain a steady growth (Festing & Schäfer 2014). The expectation with many business owners it is to provide better-recruiting environments. The aim of setting aside this plan is to help the manufacturing process be effective in the long-term objectives. For example, in US many manufacturing industries aim at improving production potential by retaining and attracting more potential staff in the business system. The research study shows that the plan of retaining employees has helped raise production by 5%. As such, the moderation programs of engaging skilled employees in the manufacturing process help in shortening skill gaps. On the other hand, there exist some challenges in attracting and retaining staffs in the manufacturing industry. These challenges are the best to address through continuous training programs of new employees (Al Ariss, Cascio, & Paauwe, 2014). Importantly, training workforce aims at designing quality, effective and satisfactory products based on customers’ needs.
The manufacturing operation in the business system requires some well-trained workforce to increase productivity. As such the business system is developed based on the individual role of communicating (Vance, & Paik, 2014). Many organizations are focussed to attract talented individual that will help the manufacturing industry to expand. The assessment of the workforce based on individual skills and experiences helps many capital markets to have a better plan of training its employees. Therefore, developing different training models can help an organization to have large-scale production of its products. Talented and highly skilled employees are attracted through setting better starting salary with organization performances. Equally, the effort of retaining existing employees ensures consistency in production plan and thus increased marginal profit in the long-term objectives (Al Ariss, Cascio, & Paauwe, 2014). As such, there is the need for retaining existing workforce even with the implementation of recruitment plan in the organization. The effort of retaining employees in the work system is achieved by providing promotion incentives, providing a plan for increasing employees’ salary on a regular basis.
Discussion
The manufacturing industry is faced with various challenges in while implementing a plan of retaining and attracting staff in their operations. These challenges are experienced based on the flexibility of the workplace (Vance, & Paik, 2014). More importantly, the business plan provides some organization objectives and goals which must be achieved even with development plan of training employees. Challenges in the organization are developed by taking a risk on different activities that aims at increasing effectiveness of the workforce. Essentially, there is need to realize professional opportunities to help initiates some different training models in the job system. Challenges in enhancing retentions programs are largely influenced by social, cultural, political, and economic factors in the global business (Chenoweth et al., 2014). A good recommendation of challenges facing employee’s retention can help manufacturing industry maintain a continuous growth.
Key Challenges in Attracting and Retaining a Workforce
Manufacturing industries are faced with different challenges when retaining employees and attracting new talent in the job system Chenoweth et al., 2014). Work environment, especially for the manufacturing companies, required skilful and innovative employees to help integrated operations of production. As such, there is need to recruit more talents in the workplaces and retain existing team based on their professions. These actions are faced by various challenges in the structural organization of the manufacturing industries (Brown et al., 2013). Some of these challenges involve the following factors. Firstly, there is the battle for talent in the large market system due to the revolution of the industrial system. Human resource professional argues that there is lack of professional skills in many production industries. Many industries are faced with the problem of lack of skills in the process of production. As such, there is increased battle to obtained best talent to challenge the process of attracting staff.
Secondly, there is high job turnover in the market system. This challenge makes it hard for production industry to retain their professional employees in the long-term plan. The labour research study indicates that there is a higher rate of quitting jobs especially with the pre-recession plan of many industries (Chenoweth et al., 2014). Without better promotion programs and additional incentives, skilled people in the job system are likely to quit. Thirdly, the manufacturing industries are faced with ever-increasing demands from employees especially with the flexibility of new technology. In the effort of retaining skilled personnel in the production workforce, many employees are setting some unattainable demands. As a result, professional employees can seek alternative occupation when their demands are not considered (Brown et al., 2013). Conducive working environment is developed by professionals but with their demands, it appears hard to sustain them.
Fourthly, there is on wage growth in the modernize productions industry. Importantly, many production industries require some professional staff to help solve many problems. New opportunities in the production need better implementation with the performance of professional employees. As such, the on wage growth in the previous years is challenging effort of attracting a talented individual with salary descriptions (Brown et al., 2013). Many people are much informed by new technology. Therefore, they will need salary descriptions that will match with their skills. Lastly, there exist regulations that require manufacturing industry to follow the law. Different procedures are provided to compensate employees even with low income in the industrial system. As such, the effort of retaining professional staffs with the legislative law becomes hectic. The law requires that the management system of the manufacturing industry offer exclusive benefits to all employees on a regular basis (Chenoweth et al., 2014). With this requirement, the effort of attracting more skilled employees and retaining existing one is challenged by legislative law.
Millennial employees in the job system challenge the management of the manufacturing industries. In most cases, different brands of products are generated professional workforce. The effectiveness of the workforce in the manufacturing industry is perceived when there is better plan of retaining employees and recruiting news one on a long-term basis. The entrepreneur ventures are largely enhanced in different social media platforms, to sum up, different perceptions of uncertainty with a new team (Baumann et al., 2014). The new technology is designing some better platforms for addressing challenges with attracting and retaining a workforce in the job system. Technical expertise in the organization system develops profession grounds where an effective team can be formed. As such, there is need to define the organizational strategies with systematic assessment of different methods of manufacturing products. The problems of retaining employees require a greater proficiency of digital network to keep track with the new information required by employees.
Resolutions Strategies of Challenges
The manufacturing process in many industries can increase with better resolutions on challenges facing the organization. Retention process of old employees requires some better engagement of production factors with the workforce (Brown et al., 2013). Skilled people in the business system should involve opinion of the employee in the long or short term planning of business system. The important thing in retaining productive team is to fully engage different skills of each employee for innovation purpose. In other words, there is need to develop some strategies that aim at creating productive employment of employees. With this plan, there will be some resourceful production even with troubled economic times of production. The short-term approaches to managing business designs some better resolutions of a business downsizing due to the unsuccessful management of the workforce (Brown et al., 2013). A recovered economy demands a better production plan in market systems. In this case, there is need to attract more skills to increase the productivity of many industries.
The resolution plan of manufacturing industries requires the better structure of workforce system that enhances the positive working environment. Battle of talented staff in an organization can be reduced by providing conducive environment for employees (Baumann et al., 2014). Equally, this plan can be effective when there is a better definition of individual responsibility, especially with the low job turnover. The key aspect in the manufacturing industry requires the management body to have informed policy with the advancement of technology. As such, working environments can help the organization attract talented individual and retain the existing workforce. There is need to reward, recognize and reinforce effort with every employee to motivate morale of every employee. In many cases, retention programs are successful when employees are appreciated in different ways (Baumann et al., 2014). Manufacturing plan on extensive programs encourages the engagement with an employee by providing incentives such as gift certificates, public recognition, movie ticket, and time off. With these custom designed initiatives, the retention plan will succeed in the long-term basis.
Workforce retention strategies should be implemented through involving and engaging employees in the planning and execution of production projects. Different employees feel appreciated when they are consulted on development objectives. With such activities, there will be no cases of quitting in structural formation of workforce system. Importantly, the production plan of the industry should involve suggestions and ideas with different committed employees. Equally important, challenges of attracting potential individual in the manufacturing process can be solved through the internal development of every employee. In most cases, the individual development involves some better training programs for the employees. Training models should be developed based increasing ideas on new technology (Baumann et al., 2014). In most cases, this plan helps in reducing challenges of career development and discovering potential with many employees. Therefore, the manufacturing industry can succeed in retaining workforce system in the long-term objectives of production.
Equally important, the manufacturing industries need to design a research study to evaluate primary problems experienced by different staffs. Importantly, giving out a questionnaire can increase the coverage and effectiveness of research procedure (Koh, & Riedel, 2014). The research procedures should discover following aspects with different employees. The management needs to consult employees on how they feel working in the manufacturing industry. The questionnaire should ask the reason that attracted new employee in the organization. The manufacturing industry should evaluate the rate of retentions in the different department through a questionnaire. After assessing these aspects of the organization, the management team can develop better programs of retaining employees and attracting new staff (Sherehiy, & Karwowski, 2014). These programs can be developed based on organizational performances and economic conditions. Therefore, the manufacturing industry can create a retention plan for career development based on the influence of productivity and profitability.
The effectiveness of Challenges’ Resolutions
The manufacturing industry is able to design some better programs to help retain skilled and attract manufacturing talents. The organization of the manufacturing system is facilitated by the growth of technology. The management has trained the different individual to handle different operations of production with innovation in technology. The training models aim at developing an effective workforce to reduce gaps created especially when retirement begins (Garnero, Kampelmann, & Rycx, 2014). In this case, there is need to realize a competitive advantage for the retention programs of employees. Solutions provided in the implementation have enhanced productivity and more profit margins. The central objective of the manufacturing industry is to design conducive working environment that could help attract and retain existing workforce. The business plan of the organization generates strategies for recruiting new staff to enrich the existing workforce. At the same time, the management of the manufacturing industry is developing different training models where existing employees are developed to provide quality goods and services.
Manufacturing skill gap is addressed in the long-term implementation of retention programs. Recent growth in many manufacturing industries is as a result of designing sophisticated operations and skills (Sherehiy, & Karwowski, 2014). In many cases, employees are encouraged to dedicate their skills, times and energy in to design continuous production system. Skilled productions workers have help in the development of resources and equipment of increasing productivity in the organization. As such, customize production increase safety of employees especially in the long-term planning. The research study indicates that effectiveness of the employees is enhanced through providing alternative solutions for the retirement benefits. In most cases, the interview might not be effective in recruiting new talent but the timely development of personal skills can be developed in a long-term plan. Therefore, many manufacturing industries pay attention to different training models (Garnero, Kampelmann, & Rycx, 2014). This help in realizing potential ability with every employee.
Attraction and retention programs are facilitated by different methods of encouraging workforce. These actions help in designing authentic recruitments of new talents even with increased competition in the market system (Sherehiy, & Karwowski, 2014). Manufacturing directives design some better procedures for defining the job as realistic expectations of product safety. The effectiveness of the resolutions methods is assessed based on accurate and clear job descriptions in the manufacturing procedures. This aspect helps in quantifying the management of the organization based on cultural development. The next aspects of assessing the effectiveness of the retention and attraction programs involve successful representation of recruited team in the workforce. Importantly, the management of manufacturing industry is able to allocate task based on individual experience. The competitive advantage in the production system is enhanced by training candidates that appear to have potential skills that other (Ball, 2014). The retention programs are facilitated by the development of individual talents. As such, the effectiveness of resolutions is successful in the long term production despite problems experienced in the manufacturing industries.
Conclusion
Briefly, the development of the retention of employees programs in the manufacturing industry helps in increasing gross products in a financial year. Training models help in achieving skilled and experienced workforce in the long-term planning of business system. The effort of attracting new talents in the manufacturing industry is developed by creating conducive working environments. Much skilled staff is attracted by well-paying and productive business system. Therefore, workforce planning should help optimize engagement of every staff in the business system. Different challenges facing retention programs are addressed by providing incentives benefits to the existing workforce. This helps in reducing cases of quitting. In a similar way, incentives benefits attract skilled and experienced personnel. Such people feel that their profession should be rewarded accordingly. With these programs, there will be more industrial productivity and large profit margins.
References
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.
Ball, M. (2014). Rebuilding Construction (Routledge Revivals): Economic Change in the British Construction Industry. Routledge.
Baumann, T., Harfst, S., Swanger, A., Saganski, G., & Alwerfalli, D. (2014). Developing competency-based, industry-driven manufacturing education in the USA: Bringing together industry, government and education sectors. Procedia-Social and Behavioral Sciences, 119, 30-39.
Brown, P., Fraser, K., Wong, C. A., Muise, M., & Cummings, G. (2013). Factors influencing intentions to stay and retention of nurse managers: a systematic review. Journal of Nursing Management, 21(3), 459-472.
Chenoweth, L., Merlyn, T., Jeon, Y. H., Tait, F., & Duffield, C. (2014). Attracting and retaining qualified nurses in aged and dementia care: Outcomes from an Australian study. Journal of Nursing Management, 22(2), 234-247.
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271.
Garnero, A., Kampelmann, S., & Rycx, F. (2014). The heterogeneous effects of workforce diversity on productivity, wages, and profits. Industrial Relations: A Journal of Economy and Society, 53(3), 430-477.
Koh, H. J., & Riedel, N. (2014). Assessing the localization pattern of German manufacturing and service industries: a distance-based approach. Regional Studies, 48(5), 823-843.
Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44(3), 466-473.
Vance, C. M., & Paik, Y. (2014). Managing a global workforce: challenges and opportunities in international human resource management. Routledge.
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