Finding Hidden Talent in your Manufacturing Workforce
One of the keys to develop a successful manufacturing workforce is the ability to identify and nourish existing talent. This is especially true as the skilled labor supply continues to dwindle, and demand continues to increase. This skills gap threatens the bottom line profitability of manufacturers everywhere.
Large Fortune 500 manufacturing companies have a vast workforce, and it is not always easy to maintain an accurate picture of the skill development of their employees. This is where our clients see the many benefits of implementing a Hands-On Skill Assessment Program.
Scientific Management Techniques has developed 5 skill assessment machines for the selection and evaluation of roles that include maintenance mechanics, machine operators, industrial electricians, PLC technicians, electro-mechanical personnel, process control technicians, and CNC operation personnel.
The SMT Skill Assessment Program has been developed and utilized for over 44 years and has 38 validation studies to support the efficacy of the program.
There are many benefits of assessing the skill levels your incumbent workforce. The ability to identify skill gaps and training needs is often the most highly recognized. However, clients have provided feedback that by using SMT’s Assessment Machines, they have discovered they had entry level operators with potential far beyond their current role. These individuals were perhaps hired to fill an immediate need on a production line, but had high levels of mechanical aptitude and were destined to become highly accomplished senior maintenance staff.
These individuals become the backbone of any manufacturing organization. It is critical for productivity and profitability of every organization to recognize, train and promote these types of skilled individuals as they become increasingly rare.
SMT’s Skill Assessment machines not only allow for manufacturers to identify and hire the most highly skilled individuals, but allows for easy identification of incumbent skill levels for training, promotion and workforce development.