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Employment has been shifting for at least a decade in the manufacturing world. Manufacturing has continued to grow in North America, but schools and government programs have not addressed the need with suitable training programs. With more advances coming in technology, like robotics and intelligent software, the need to keep current employees educated is also growing. Many manufacturers that either produce and use CNC machines are partnering with local colleges and universities to offer guidance for the training needed in the workforce and almost guaranteeing placements on graduation. But there are also advantages for skills training in CNC manufacturing directly from the tool and machine manufacturer. This may address the imminent shortage quicker.
First, a little about the industry shift. The fear of robots and lights-out manufacturing taking jobs is unfounded. Repetitive and often dangerous jobs are being filled by new approaches in technology while more thought-based jobs are growing. Manufacturing positions in the United States, for example, are estimated to be around 3.5 million by 2025. The available people to fill those jobs are only around 1.5 million. There has been a steady shift to point secondary school graduates to white-collar work. Many trades are in a deficit of young, new employees because of this. Trades and manufacturing both pay well and there are several approaches to getting the skills to the potential new hires.
What Happened to the Machinist?
The role of a machinist has changed since the onset of computer numerical control (CNC) machines. The machine, itself, can calibrate speed, tool selection, and cutting approach, and the programmer reads the blueprints to set the CAD/CAM system up for each piece.
The shop floor now incorporates jobs like Operator, Set-Up Operator, Programmer, and Maintenance. The set-up is probably the most like a machinist, loading the program, setting tools, testing, and monitoring production. An operator is usually an entry-level position and involves loading stock and running the production of the part. A programmer, as noted above, takes the design and mathematical processes out of the hands of the operator.
Recruiting Methods
Local colleges or trade schools still train set-up operators and machinists. But there are many methods for acquiring talented staff that can grow with your company.
Unskilled Labour – Many companies are taking the approach to hire raw talent and train them on the job. They look for the right attitude, ability to learn, flexibility, and communication skills. It is simple enough to teach the required mathematics, use of measurement tools, safety protocol, and even reading blueprints. The hope is they will stay after the investment of time. In-house training can be partnered with self-study materials, training consultants, and online classes. Companies are finding skills that are transferrable from the culinary industry, for example.
Training Institutes – Unlike trade school or college programs, specific recruiting schools exist that teach and train the skills to a group of interviewees they deem to have base skills ready for development. This eliminates the risk for the manufacturer as they can hire employees with basic skills ready for more specific grooming to their particular operational needs.
Traditional Schools – Vocational schools, community colleges, workforce training programs, and university engineering classes are all excellent places to find recruits for CNC machining positions. The approach here is more skill-based and finding the right personality fit will have to be worked out on the job.
Apprenticeships – In an apprenticeship, employees are paid and spend some time learning on the shop floor and assigned time in a college or other affiliate program for the teaching skills piece. Much like a trade apprenticeship, there is an investment where you hope the employee stays. Many manufacturers are partnering with local trade schools with this approach.
College Partnerships – Manufacturers must be invested in the education process if they want to attract and maintain local talent. Reid Lelan, President and Founder of LeanWerks in Utah, USA states, “If a shop is trying to grow their business, they need to be involved in their communities and attracting talent.” They have been working with their local college for years to advise on programming and work with local associations to assists with funding and apprenticeship programs. You can also highlight your business by sponsoring job fairs, teaching a class, offering to be a guest speaker or even offer factory tours to connect with potential new hires.
Pay for Experience – This is becoming harder to do because there is simply not a surplus of experienced machinists or operators. As many of the experienced machinists retire those skills and years of experience cannot be replaced. Offering good benefits such as vacation, training allowance, and health care are great advantages to attract talent.
Bridging the Gap
While schooling brings in some new, young talent the industry is still in a position of needing skilled labour now. One of the best methods is “re-skilling” or “upskilling” current staff. Machinists are perfect candidates to train as programmers. Operators can level up to set-up operators, or maintenance technicians.
No amount of schooling is going to prepare anyone for shop experience. Consider a function like setting the Zero starting point for a tooling operation. Every machine in your shop could be different. Your approach may be different from that taught in school.
One of the best ways to train staff is directly through the machine manufacturer. It is worth the investment to send employees to the company head office for training, or pay them to come in. Some companies, like Sandvik Coromant, are taking this to a new level by offering free virtual training programs based on their equipment for basic CNC manufacturing skills. Sharing this knowledge encourages partnerships with machine shops to utilize their equipment.
Make Your Move
Moving your business into Industry 4.0 means moving your staff, as well. Consider the immediate needs and the future needs you anticipate and decide what approach is best for you. Smaller shops may not have the capital to invest time or money in college or apprenticeship programs. Regardless of the approach, skills training in CNC manufacturing is currently the biggest obstacle holding businesses from expanding. Develop a training program or combination of programs that will work for your business to move confidently into Industry 4.0 with the equipment and the skilled staff to operate it.