Aerospace Engineering IIG Presentation[1]


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Aerospace Engineering IIG Presentation[1]

  1. 1. AEROSPACE ENGINEERING IIG PRESENTATION By Danielle Caldwell, Matt Hayes, and Ashley Redenius
  2. 2. AEROSPACE ENGINEERING IN THE NEWS <ul><li>ARRA is now funding the introduction of engineering curriculum into middle schools in the US </li></ul><ul><li>Boeing and Northrop Grumman go head to head for USAF Tanker Contract </li></ul><ul><li>Commercial Space Travel </li></ul>
  3. 3. WORKFORCE CHALLENGES FOR AEROSPACE ENGINEERS <ul><li>Succession Planning Issues </li></ul><ul><ul><li>Specialized and specific knowledge </li></ul></ul><ul><li>Less interest in Aerospace Engineering </li></ul><ul><ul><li>Students seeking a more entrepreneurial environment </li></ul></ul><ul><ul><li>Perceived lack of opportunities </li></ul></ul><ul><li>Many projects depend on scope of military projects and requirements of the US Government </li></ul>
  5. 5. Ray Price on Aerospace Challenges
  6. 6. CHALLENGES TO HR PROFESSIONALS <ul><li>Identifying and hiring serial innovators </li></ul><ul><li>Motivating and engaging engineers </li></ul><ul><li>Creating HR policies that reward engineers appropriately </li></ul><ul><li>Facilitating seamless on-boarding for new and experienced hires </li></ul>
  7. 7. What We Wanted to Learn about Engineers <ul><li>How are they motivated? </li></ul><ul><li>Do they have special training or educational needs? </li></ul><ul><li>How do they feel about HR? </li></ul>
  8. 8. OUR INTERVIEWEES <ul><li>Ray Price </li></ul><ul><ul><li>William H. Severns Professor of Human Behavior, Industrial and Enterprise Systems Engineering </li></ul></ul><ul><ul><li>Previous HR experience at Boeing Commercial Airplane Group </li></ul></ul><ul><li>Ray Foltz </li></ul><ul><ul><li>BS - Civil Engineering, Citadel, 2005 </li></ul></ul><ul><ul><li>MS - Structural Engineering, UIUC, 2006 </li></ul></ul><ul><ul><li>PhD - Structural Engineering, UIUC, Expected 2010 </li></ul></ul>
  9. 9. Ray Price on Ways to Motivate/Engage Engineers
  10. 10. Engineering Student on Career Motivation
  11. 11. HR IMPLICATIONS <ul><li>Need to understand that engineers are empowered by challenging and meaningful projects </li></ul><ul><li>Should find ways to help engineers develop pride and ownership of their projects </li></ul><ul><li>When possible, break large projects into smaller pieces and allow engineers to work on autonomous, intimate teams </li></ul><ul><li>Engineers are always interested in learning, so HR should provide them with top-notch development programs </li></ul><ul><li>Even though they love their work, they also enjoy work-life balance, so we should develop programs to help them accomplish this </li></ul>
  12. 12. Ray Price on Special Training Needs for Engineers
  13. 13. Ray Price on the Engineering Curriculum
  14. 14. Student Perspective on Engineering Curriculum
  15. 15. HR IMPLICATIONS <ul><li>Communicate through crucial, candid conversations </li></ul><ul><li>Realize that engineers may not have training in the basics of business and provide training opportunities or workshops to address this </li></ul><ul><li>Find ways to give engineers unique experiences to develop their leadership skills </li></ul><ul><li>Provide learning opportunities where engineers can practice explaining their technical work to non-technical people </li></ul><ul><li>Work with target universities to add soft skill training and more writing-intensive courses to the undergraduate engineering curriculum </li></ul>
  16. 16. Ray Price on HR/Engineering Relationship
  17. 17. Student Perspective of HR
  18. 18. HR Implications <ul><li>Realize that engineers do view HR as an important asset to the company and to their own careers and develop relationships to enhance that feeling </li></ul><ul><li>Consider ways to interview engineering candidates that allows them to showcase their technical skills and include people who can understand and rate their skills in the interview process </li></ul><ul><li>Make sure to be honest and open in order to earn the trust and respect of engineers—especially if in a role that may present a conflict of interest </li></ul>
  19. 19. FINAL TAKEAWAY….COLLABORATION IS KEY <ul><li>Break communication barriers by ensuring that both HR and Engineering staff are trained to understand the technical and business aspects or the organization </li></ul><ul><li>This will create a partnership between the two and help the organization achieve an environment of collaboration and trust </li></ul>