creative in our efforts.” If skilled welders simply aren’t available, hire people who are willing to learn and then help them become skilled welders. Even small manufacturers could develop their own welder training program or provide means or incentives for their employees to become certified. Good help is hard to keep
Once job vacancies are filled the next challenge is often worker retention. Manufacturing companies surveyed by the U.S. Department of Commerce reported that a majority of new hires have little or no manufacturing expertise and require extensive training before they are adequately productive. Once trained, however, many workers lose interest in manufacturing and assembly work and quit. One firm stated that for every six employees the company hires and trains, just one hire is typically retained for an extended period. “It has been nearly impossible to find and keep qualified applicants who possess skill as well as good work ethics,” said Debbie Honaker, human resources manager for Tread Corp., another huge equipment manufacturer out of Virginia, which is currently in need of four to six welders. Making advancement opportunities, incentives to remain with the company and changes in management available to employees will help to alleviate retention problems in any industry. Research conducted by behavioral theorist Frederick Herzbert shows evidence that employees respond best in an environment that includes individual recognition, opportunity for advancement, and job security. Competent management improves a worker’s efficiency and drastically reduces employee turnover.
“Research conducted by behavioral theorist Frederick Herzbert
shows evidence that employees respond best in an environment that includes individual recognition, opportunity for advancement, and job security.” the shortage of workers could soon be a thing of the past. The ornamental metals industry is evolving, and so is the job market. Current strategies used to fill the work force that aren’t working should be updated to match the changing industry. Only then will a new generation of welders and fabricators begin to take up their torch.
Look to the future
There is no reason for the shortage of laborers to continue to strain employers. If managers are willing to make changes in their recruiting strategies, strive to improve the image of welding, implement training programs, and improve management-employee relations, March/April 2005 n Fabricator
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