Workforce Development for Manufacturers

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Workforce Development for Manufacturers

The manufacturing sector continues to face a critical shortage of talent with companies struggling to develop a skilled workforce to meet their needs. According to the National Association of Manufacturers (NAM), the manufacturing skills gap in the U.S. could result in 2.1 million unfilled jobs by 2030, according to a study titled, Creating Pathways for Tomorrow's Workforce Today. The cost of those missing jobs could potentially total $1 trillion in 2030 alone.

Attracting and retaining a quality workforce continues to be the top business challenges in NAM’s Quarterly Outlook Survey.

The FloridaMakes Network is engaged in a wide variety of activities to help manufacturers develop a skilled talent pipeline and workforce practices to create an effective organizational culture to become an employer of choice.

FloridaMakes Workforce Development Programs


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FloridaMakes Manufacturing Apprentice of the Year

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Build a Better Workplace by Fostering a Culture of Recognition
A key retention strategy is to recognize employees for their work and dedication. Florida Manufacturing Apprentice of the Year Awards provides the means for manufacturers with a registered apprenticeship program to elevate recognition of their apprentices. Nominate your manufacturing apprentices today!

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Expand your recruiting and hiring efforts to include non-traditional talent pipelines.
Hiring from non-traditional talent pools can bring a range of benefits to an organization. It can provide access to a wider pool of potential employees who may have unique skills, experiences, and perspectives that are valuable to the company. It can help to address the skills gap by tapping into underutilized talent resources and filling key positions with individuals who may have been overlooked by traditional recruitment methods.

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Workforce Development Resources

NIST BLOGS

  • Do You Really Want Employees to Stay?

    13 days ago
    The factors affecting employee engagement have changed dramatically over the last few years. In consideration of off-site employees returning to the office/work site, baby boomers retiring in growing numbers, and the increasingly younger workforce, I was interested in exploring what the key drivers of employee engagement are today. As I frequently do when I examine a topic, I have based my conclusions on several large-scale surveys, the recent literature, and my own conversations with leaders and employees. While I have drawn information from numerous sources, the most influential were “13

  • Quest Keynote Speaker to Share a Toolkit for Innovation

    20 days ago
    At the Baldrige Program's upcoming, 34th Quest for Excellence® Conference, Duncan Wardle will draw on his experience as founder of ID8 and former head of innovation and creativity at The Walt Disney Company to explore innovation in a presentation titled “Embedding Innovation into Everyone’s DNA.” Said Wardle, "We ask our teams to innovate, think different, take risks, and be brave, but no one is showing us how!" Leaning on his experience, Wardle said, “I created a series of tools that help embed innovation into everyone’s DNA, making the process easy, tangible, and fun. I look forward to

  • Best Practices for Weathering “Staffing Storms” (Part II)

    27 days ago
    In the recent article “The Perfect Storm of Staffing Shortages” in the Winter 2022 edition of Arkansas Hospitals magazine, Kay Kendall discusses the “throes of a staffing storm” facing organizations today. In terms of health care, she writes, “Data from several recently published studies suggest that the nursing shortage is projected to intensify in the next 18 months, with one-third of nurses planning to leave their jobs by the end of 2022. While pay and benefits are cited as two of the conditions leading to this exodus, the reasons nurses cite for leaving are burnout and continually working
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