CT addresses growing skill gaps with more manufacturing training programs

Dive Brief:

The Hartford Business Journal reports that Connecticut is facing serious skill shortages in its manufacturing base. According to the Q1 2017 Survey of Connecticut Manufacturing Workforce Needs, 98% of the 157 manufacturing companies that participated said they were looking to hire full-time workers, but they did not think there's enough training to fill these positions quickly. The problem stems from high turnover due to other regions paying more for the same jobs and nearly 20% of the manufacturing workforce nearing retirement age.
CT is using a wide range of methods to try to keep up with the demands in the manufacturing markets, such as apprenticeships, on-the-job training, targeted recruitment plans and automation. In addition, the Connecticut Business and Industry Association is working closely with area schools and universities to enhance workforce readiness programs for the next generation of employees.
The top skills that candidates are lacking include computer numerical control and blue print reading. Soft skills such as punctuality and work ethic are also in demand traits.

Dive Insight:

Across the United States, there are rampant skill shortages in the manufacturing sector; as many as two million candidates will be needed to fill the growing demand for manufacturing talent by the year 2025. Connecticut is one of a number of states facing serious shortages and taking steps now to secure future talent through strategic partnerships with educational centers. Last year Idaho announced that it was getting $1.4 million in federal grants to expand its apprenticeship programs to address critical skills gaps.

What CT has working against it has a lot to do with employers not paying enough for blue collar jobs and losing them to other states that pay well. On top of this, retirement rates for Baby Boomers have accelerated, leaving gaps in workforce skills and training roles. What does the future hold for manufacturing?

Companies who are facing added pressure to keep jobs on American soil need to increase not only training initiatives, but compensation and career programs for employees who demonstrate the right skills and traits.

State-sponsored training programs can be a boon for employers who might otherwise have to initiate their own training programs. The benefits of designing a program specific to one employer include that it's targeted to the company's specific needs. But with such widespread skills gaps, a more systemic approach may be more effective.