After a recent respite from years of brutal economic conditions, business owners are breathing a sigh of relief. The recession battered U.S. manufacturers so hard, in fact, that many haven’t had the time—or the energy—to ponder the next challenge: A significant skilled-labor shortage.

The Bureau of Labor Statistics for the U.S. Department of Labor predicts that from 2006 to 2016, the number of machine operators will drop an additional 15 percent—a tough pill to swallow for an industry that is finally getting back on its feet.

Compounding the issue is the increasing sophistication of machining equipment—technologies that require a much deeper level of skill and expertise. Manufacturers are beginning to realize that in many cases, the right machinist for the job doesn’t exist; instead, they’ll have to mold him. It’s a common conundrum—and the best hope for salvation seems to lie in education.

Fortunately, the manufacturing community has recognized the gravity of the situation, and operator training and education opportunities are becoming more abundant as we speak. From educational conferences and seminars to contemporary, video-game-like online training programs, class is back in session.

The ABCs of manufacturing training
First thing’s first, says Rod Jones, Chief Learning Officer for DMG / Mori Seiki University (DMSU): Shop owners must be realistic about the investment they should make in their employees.

“As a general rule, manufacturers should invest about two percent to three percent of their labor expenditure in education,” he says. “An employee making $50,000 a year, for example, should receive at least $1,000 worth of education and training.”

DMG / Mori Seiki USA itself walks the walk in this regard, earmarking one percent of total revenue to DMSU.

Another word of advice: Shop owners who are thinking about creating and running their own in-house training programs may want to reconsider. While some may be successful, the resources, planning and investment required are significant.

“Machine-tool manufacturers not only have the time, money and manpower to offer the best education and training options, but they also have the highest level of expertise when it comes to the technology,” says Jones. “What’s more, the staff members involved have a handle on how to make the curriculum and educational experience as effective as possible.”

When DMSU opened in 2006, the response was overwhelming—reinforcing the notion that in-house training programs are challenging and cost-prohibitive for many DMG / Mori Seiki USA customers. While some customers came in search of advanced training for their current operators, many more needed basic, core training for just-hired employee—several who had no manufacturing background at all. To cover all the bases, DMSU offers some of the most flexible and comprehensive courses in the industry, with onsite, classroom and online training for machinists of all experience levels

When it comes to identifying the best training options for your workforce, the key is personalization and efficiency, says Jones.

“Education is all about your shop’s current applications and future growth areas, and helping your workforce get to where they need to be,” he says. “Your needs will obviouslybe different if you’re dealing with a workforce that’s entirely new to machining than if you’ve got skilled operators who need continuing training on new technologies and techniques.”

Regardless of your needs, training programs are only as good as the skills they provide—and Jones stresses the importance of a solid, engaging curriculum.

“Most manufacturers have very little time to spare for employee training,” he says. “Find a program that gives you real results—and fits your needs as closely as possible.”

Keywords: education, success story,