The document discusses the impending crisis many energy, chemical and oil & gas companies face as up to half of their skilled workforce retires over the next 10 years. This will result in a huge loss of institutional knowledge and proprietary practices. To address this, the document provides 6 recommendations for companies to ensure they survive this crisis, including establishing ongoing training programs, partnering with colleges/universities, leveraging existing talent, rethinking benefits, asking more from vendors, and investing in automated technologies.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time.
The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
What would happen to an organization if its goals did not account for external threats and shifting marketplace realities? What challenges will a business face if it doesn’t have sound measures and an effective performance management system, and why?
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time.
The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
What would happen to an organization if its goals did not account for external threats and shifting marketplace realities? What challenges will a business face if it doesn’t have sound measures and an effective performance management system, and why?
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
because of shortage me young manpower the organizations are now strive to be with the aging work workforce there the what are the besic step to get work from aging work force and to run with it ..
With unprecedented success of recent manufactruing start-ups as GoPro and Tesla,
it is clear that global manufacturing can stage a renaissance despite of some challenges it faces.
If you wonder how you can ride the wave of cool manufacturing, be prepared to face these challenges right now.
The gig economy is not yet as widespread as recent industry discussion would suggest, according to a new report released by PERSOLKELLY.
The research reveals only 43% of APAC workers believe jobseekers are pursuing more flexible, contract-based roles. These findings suggest the shift away from traditional full-time work is not as prevalent as many believe.
Download the report to:
• Understand in which demographics the gig economy has a stronger presence
• Discover what is driving the trend toward a free agent workforce
• Learn how these changing talent needs will impact your business.
With a real and looming talent shortage in manufacturing, business owners need to consider beefing up their ability to hire and retain women to fill critical roles. Copywriter Kathy Fawcett creates compelling content using proprietary Kelly Services research on what women really want in the workplace.
This key global insights report from Kelly Services explores the concept of fostering a work environment that provides flexibility for various life stages of critical employees. Content creator Kathy Fawcett brings proprietary Kelly research to life with practical applications for organizations of all sizes.
Catch Me If You Can: Flexible working and its impact on recruitment and reten...Regus
Not so long ago, flexible working was the province of senior managers who lived a long way from headquarters, and salespeople. Now, in the minds of many, it is an essential part of any attractive job. It has become a major differentiator when choosing between new job possibilities; and it is a key factor in keeping people engaged and satisfied in their current organization.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
because of shortage me young manpower the organizations are now strive to be with the aging work workforce there the what are the besic step to get work from aging work force and to run with it ..
With unprecedented success of recent manufactruing start-ups as GoPro and Tesla,
it is clear that global manufacturing can stage a renaissance despite of some challenges it faces.
If you wonder how you can ride the wave of cool manufacturing, be prepared to face these challenges right now.
The gig economy is not yet as widespread as recent industry discussion would suggest, according to a new report released by PERSOLKELLY.
The research reveals only 43% of APAC workers believe jobseekers are pursuing more flexible, contract-based roles. These findings suggest the shift away from traditional full-time work is not as prevalent as many believe.
Download the report to:
• Understand in which demographics the gig economy has a stronger presence
• Discover what is driving the trend toward a free agent workforce
• Learn how these changing talent needs will impact your business.
With a real and looming talent shortage in manufacturing, business owners need to consider beefing up their ability to hire and retain women to fill critical roles. Copywriter Kathy Fawcett creates compelling content using proprietary Kelly Services research on what women really want in the workplace.
This key global insights report from Kelly Services explores the concept of fostering a work environment that provides flexibility for various life stages of critical employees. Content creator Kathy Fawcett brings proprietary Kelly research to life with practical applications for organizations of all sizes.
Catch Me If You Can: Flexible working and its impact on recruitment and reten...Regus
Not so long ago, flexible working was the province of senior managers who lived a long way from headquarters, and salespeople. Now, in the minds of many, it is an essential part of any attractive job. It has become a major differentiator when choosing between new job possibilities; and it is a key factor in keeping people engaged and satisfied in their current organization.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
In this file, you can ref interview thank you letter materials for project control position such as project control interview thank you letter samples, interview thank you letter tips, project control interview questions, project control resumes, project control cover letter …
In this file, you can ref interview thank you letter materials for project foreman position such as project foreman interview thank you letter samples, interview thank you letter tips, project foreman interview questions, project foreman resumes, project foreman cover letter …
Canon for Business - Where paper meets digitalCanon Belgium
STREAMLINING PAPER PROCESSES IN A DIGITL WORLD.
Why some of the best opportunities for workflow Efficiency can be found hwhere paper meets digital
Check-out www.start-to-digitize.be for more info on how Canon can help you to start digitizing your company.
This presentation will help you better understand and use ASO in your app marketing strategy. App Store Optimization (ASO) is for your App what SEO is for your website!
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Raising the standards in Apprenticeship Achievements rates.pdfThe Pathway Group
"Raising the Standard" publication circulating for a few months now that explores the underlying detail behind headline apprenticeship achievement rates that concludes that apprenticeship achievement rates should reach 67% by 2025. Presently nearly half of apprentices withdraw before completing their programme, this is a serious problem which compounds skills shortages in the UK – and the research identifies six major cross-sectoral themes driving apprenticeship withdrawals. These are: English and Maths requirements; malfunction of the Baker Clause; trainer retention and recruitment; employer engagement; challenges with end point assessment; and job or career change.
This report is for managers, human resourcing and owners of technology companies, or those responsible for a technology department. The purpose of the report is to highlight ways of retaining technical talent.
Sample Business Analysis and Benchmark Report Dalton Shahan
ADP's Benchmarking capabilities allow us to give business owners a detailed look into how their company stacks up within their industry. With this data and ADP's expertise, we are able to provide solutions and programs that help the business excel within their field, often times becoming a preferred employer among their peers.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Millennials are projected to make up 50 percent of the workforce by 2020 and 75 percent by 2025. This HR Toolkit outlines millennial retention strategies and what you can do to position your company for success.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
TECHNICAL TRAINING MANUAL GENERAL FAMILIARIZATION COURSEDuvanRamosGarzon1
AIRCRAFT GENERAL
The Single Aisle is the most advanced family aircraft in service today, with fly-by-wire flight controls.
The A318, A319, A320 and A321 are twin-engine subsonic medium range aircraft.
The family offers a choice of engines
Automobile Management System Project Report.pdfKamal Acharya
The proposed project is developed to manage the automobile in the automobile dealer company. The main module in this project is login, automobile management, customer management, sales, complaints and reports. The first module is the login. The automobile showroom owner should login to the project for usage. The username and password are verified and if it is correct, next form opens. If the username and password are not correct, it shows the error message.
When a customer search for a automobile, if the automobile is available, they will be taken to a page that shows the details of the automobile including automobile name, automobile ID, quantity, price etc. “Automobile Management System” is useful for maintaining automobiles, customers effectively and hence helps for establishing good relation between customer and automobile organization. It contains various customized modules for effectively maintaining automobiles and stock information accurately and safely.
When the automobile is sold to the customer, stock will be reduced automatically. When a new purchase is made, stock will be increased automatically. While selecting automobiles for sale, the proposed software will automatically check for total number of available stock of that particular item, if the total stock of that particular item is less than 5, software will notify the user to purchase the particular item.
Also when the user tries to sale items which are not in stock, the system will prompt the user that the stock is not enough. Customers of this system can search for a automobile; can purchase a automobile easily by selecting fast. On the other hand the stock of automobiles can be maintained perfectly by the automobile shop manager overcoming the drawbacks of existing system.
Vaccine management system project report documentation..pdfKamal Acharya
The Division of Vaccine and Immunization is facing increasing difficulty monitoring vaccines and other commodities distribution once they have been distributed from the national stores. With the introduction of new vaccines, more challenges have been anticipated with this additions posing serious threat to the already over strained vaccine supply chain system in Kenya.
About
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Technical Specifications
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
Key Features
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface
• Compatible with MAFI CCR system
• Copatiable with IDM8000 CCR
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
Application
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Explore the innovative world of trenchless pipe repair with our comprehensive guide, "The Benefits and Techniques of Trenchless Pipe Repair." This document delves into the modern methods of repairing underground pipes without the need for extensive excavation, highlighting the numerous advantages and the latest techniques used in the industry.
Learn about the cost savings, reduced environmental impact, and minimal disruption associated with trenchless technology. Discover detailed explanations of popular techniques such as pipe bursting, cured-in-place pipe (CIPP) lining, and directional drilling. Understand how these methods can be applied to various types of infrastructure, from residential plumbing to large-scale municipal systems.
Ideal for homeowners, contractors, engineers, and anyone interested in modern plumbing solutions, this guide provides valuable insights into why trenchless pipe repair is becoming the preferred choice for pipe rehabilitation. Stay informed about the latest advancements and best practices in the field.
Courier management system project report.pdfKamal Acharya
It is now-a-days very important for the people to send or receive articles like imported furniture, electronic items, gifts, business goods and the like. People depend vastly on different transport systems which mostly use the manual way of receiving and delivering the articles. There is no way to track the articles till they are received and there is no way to let the customer know what happened in transit, once he booked some articles. In such a situation, we need a system which completely computerizes the cargo activities including time to time tracking of the articles sent. This need is fulfilled by Courier Management System software which is online software for the cargo management people that enables them to receive the goods from a source and send them to a required destination and track their status from time to time.
Democratizing Fuzzing at Scale by Abhishek Aryaabh.arya
Presented at NUS: Fuzzing and Software Security Summer School 2024
This keynote talks about the democratization of fuzzing at scale, highlighting the collaboration between open source communities, academia, and industry to advance the field of fuzzing. It delves into the history of fuzzing, the development of scalable fuzzing platforms, and the empowerment of community-driven research. The talk will further discuss recent advancements leveraging AI/ML and offer insights into the future evolution of the fuzzing landscape.
Cosmetic shop management system project report.pdfKamal Acharya
Buying new cosmetic products is difficult. It can even be scary for those who have sensitive skin and are prone to skin trouble. The information needed to alleviate this problem is on the back of each product, but it's thought to interpret those ingredient lists unless you have a background in chemistry.
Instead of buying and hoping for the best, we can use data science to help us predict which products may be good fits for us. It includes various function programs to do the above mentioned tasks.
Data file handling has been effectively used in the program.
The automated cosmetic shop management system should deal with the automation of general workflow and administration process of the shop. The main processes of the system focus on customer's request where the system is able to search the most appropriate products and deliver it to the customers. It should help the employees to quickly identify the list of cosmetic product that have reached the minimum quantity and also keep a track of expired date for each cosmetic product. It should help the employees to find the rack number in which the product is placed.It is also Faster and more efficient way.
Student information management system project report ii.pdfKamal Acharya
Our project explains about the student management. This project mainly explains the various actions related to student details. This project shows some ease in adding, editing and deleting the student details. It also provides a less time consuming process for viewing, adding, editing and deleting the marks of the students.
Student information management system project report ii.pdf
Availability risk of skilled resources in Oil&Gas Sector
1. ARE YOU READY FOR HALFYOUR
WORKFORCE TO RETIRE?
As many as half of the skilled workers at energy, chemical and oil gas companies are
heading towards retirement — and not nearly enough new hires are available to replace
them. The majority of the retiring workers are also in senior positions, which means a huge
loss of institutional memory and knowledge of proprietary practices. The impending crisis
could be crippling to your company if you don’t take steps to prevent it now.
WE’RE HERE TO HELP
We’ve researched what the top companies are doing to address this issue, as well as what
global organizations focused on these industries recommend. We’ve combined what we’ve
learned with our own experience and come up with a list of the top 6 things you could do to
help your company come out ahead.
of the electric utility
workforce will retire in
the following 10 years 1
| 21
The Council of State Governments, Work Force Development in the Electric Utility Sector, February 2010
2. THE NUMBERS
THE KNOWLEDGE DRAIN
Let’s look at some of the numbers. In 2010, the U.S. Bureau of Labor
Statistics estimated that half of the electric utility workforce would retire
in the following 10 years.1
And that prediction has indeed been playing
itself out. A 2012 study by PricewaterhouseCoopers found that 20%
of power and utilities employees were eligible for retirement that year,
and 39% would be eligible over the following 5 years.2
That should be
alarming to any energy company.
The picture looks very similar for the chemical sector,
where employment has been steadily falling over the
last 10 years, even though the industry itself has not
significantly shrunk. (see right)
Oil gas is struggling, too. In a global survey from Q1 of this year, 44%
of oil gas companies in the Americas said skill shortages are the
biggest threat to their industry — higher than capital costs, labor costs,
or even economic stability concerns.3
This is partly due to training
issues, with many of these companies lamenting the lack of quality
candidates and skilled employees to train them. However, as more and
more veteran employees retire, this will only become a bigger problem.
Source: U.S. Bureau of Labor Statistics
900
850
800
1/03 1/04 1/05 1/06 1/07 1/08 1/09 1/10 1/11 1/12 1/13
Month / Year
CHEMICAL SECTOR EMPLOYMENT
| 3
#ofemployeesinthousands
1
The Council of State Governments, Work Force Development in the Electric Utility Sector, February 2010
2
PricewaterhouseCoopers, Power and Utilities Changing Workforce, 2012
3
OilCareers.com and Air Energi, Workforce Survey Q1: The Premier Global Oil Gas Workforce Survey 2014
3. As an industry, we are at a critical juncture
where we are working to build additional
capacity, integrate renewable energy sources,
address carbon and other environmental
concerns, rebuild an aging infrastructure,
and make the grid smarter… However, these
challenges are occurring as many faculty in
university power engineering programs are
reaching retirement, retirement rates in the
industry are growing, and there is a lack of new
recruits entering the industry.
“
– WANDA REDER
President, IEEE Power Energy Society
Chair, Executive Council, Power and Energy Engineering Collaborative
”
| 4
4. THE MILLENNIAL MINDSET SHIFT
Another workforce issue that all companies are now facing, regardless of industry, is
that today’s graduates aren’t all that interested in long-term employment. The younger
generation simply doesn’t want to stay with the same employer for long. It’s become
perfectly acceptable to have a resume full of 3-year stints at a variety of companies.
This makes many employers cautious about investing in training — which in turn only
exacerbates the situation.
| 5
25–34year olds stay with one company
for an average of just 3.2 years 5
OF MILLENNIALS
(born between 1977-1997)
expect to stay in a job for
less than 3 years 4
4
Future Workplace, Multiple Generations @ Work, 2012
5
U.S. Bureau of Labor Statistics, Employee Tenure Summary, 2012
5. 6 THINGS YOU CAN DO TO ENSURE YOUR COMPANY
SURVIVES THE CRISIS
By now it’s become clear that there is a major problem looming for energy, chemical and oil gas companies. All hope is not lost, but it will
take some effort on your part to avert a crisis. Here are our top 6 recommendations for what you can do.
ESTABLISH AN ONGOING
TRAINING PROGRAM
This has never been more important than today, when younger
employees don’t plan to stay with one company for an extended
period of time. Instead of letting this deter you from investing
resources in training though, think of this as an opportunity to hire
employees with a broader range of experience and the kind of
mindset that welcomes new challenges and opportunities.
With employees coming and leaving regularly, it’s no longer
practical to train new hires on an ad-hoc basis. You need to
establish a thought-out, ongoing training plan that will set up new
employees for success, regardless of when they come into your
company or how long they plan to stay.
If you can show that you care about empowering new hires to
succeed and have a plan in place for it, your company will also be
more attractive to prospective employees — which is crucial in an
increasingly competitive hiring environment.
| 6
PARTNER WITH COLLEGES
AND UNIVERSITIES
Every year, there are more job openings for engineers than there
are graduates, and schools can’t fix that on their own. The high
rate of retirement applies not just to your employees, but also to
knowledgeable faculty members — which means there are fewer
people to inspire and teach younger generations. So part of that job
now falls to you.
Take advantage of any opportunity to inspire and build relationships
with students in your field. The earlier you can establish relationships
with prospective hires, the better. Consider coming into classes
to talk about what your company does and offering mentoring
opportunities to those who are interested. If you have the budget for
it, fund scholarships and research support.
You can also establish a direct funnel for future employees by
providing internships and part-time job opportunities. This will expose
your company to prospects early on, as well as teach them the skills
they need to work at your company once they graduate.
1 2
6. At our facility in Baytown, TX…a decade ago, we
would receive about 2,000 applicants for 20 to 30
jobs. Today, we get about 250 applicants. Filtering
through those applicants leaves us with about 40
true candidates, a monumental drop in qualified
candidates by any stretch…
So we’ve addressed the problem by creating
the Baytown Manufacturing Internship Program
with local community colleges to train full-time
process technology operators for the plant. Since
it launched in 2011, the program has had 54
production technician internship positions with a
90 percent intern-to-hire rate.
“
– JERRY MACCLEARY
President, NAFTA Region, Bayer MaterialScience
”
| 7
7. LEVERAGE EXISTING TALENT
3 As you look towards the future, don’t forget about the talented
employees you will still have. Consider how they can help you
prepare for their departure. For example, you could partner new
employees with experienced veterans for mentoring and on-the-job
training. Or you could bring back retired engineers as consultants
to ensure that institutional knowledge doesn’t get lost. Involve these
people in the creation of your training programs and resources. After
all, they’re the ones who know the most about your business.
RETHINK YOUR BENEFITS AND PEOPLE
MANAGEMENT POLICIES4 As the hiring landscape gets more and more competitive, you may
need to give some thought to your company’s benefits and perks.
This doesn’t always mean raising salaries, since many employees
(especially in younger generations) are increasingly interested in
non-monetary benefits.
For example, Control Engineering recently surveyed engineers
in a variety of industries and found that the top two factors
responsible for their workplace satisfaction are a “feeling of
accomplishment” and “technical challenge.” 6
(see right)
| 8
39% 38% 31%
28% Relationship with colleagues
22% Location
21% Job security
21% Relationship with boss
18% Feeling of recognition
16% Benefits
12% Advancement opportunity
12% Workload
10% Company’s financial health
Feeling of
accomplishment
Technical
challenge
Financial
compensation
8% Relationship with
subordinates
7% Leading a team
5% Managing people
5% Company size
3% Travel
2% Physical or ergonomic
environment at work
(positive or negative)
2% Other
What 3 factors have the greatest impact on
satisfaction with your current position?
Survey question asked of engineers in various industries:
6
Control Engineering, Salary and Career Survey, 2014
8. | 9
ASK FOR MORE FROM
YOUR VENDORS6 Certain suppliers offer training resources for their products and
technologies. This could be in the form of printed materials, online
courses, or support services — all of which are helpful elements
to integrate into your ongoing internal training program. Some
manufacturers can even monitor and maintain your equipment
remotely, so you don’t have to. All this reduces the burden on you
to be the expert on everything, as well as the worry that if your
internal experts leave, their knowledge is lost forever.
5 INVEST IN AUTOMATED AND
SMART DEVICES
The longer you retain old, antiquated equipment, the harder it will
be to find employees who are familiar with it and can maintain it.
It’s becoming increasingly impractical and inefficient to hold on to
legacy products and processes — especially when an investment
in new technologies could pay for itself in a very short amount of
time by reducing your maintenance costs and resource demands.
Innovation today is all about ease of use, which is why the
newest technologies require less and less specialized knowledge
to install and manage — making it easy to train even your newest
employees on them. And the latest process equipment now
comes with advanced monitoring capabilities, ensuring optimal
performance and reducing the need for calibration services.
Not only that, but as technologies make processes increasingly
automated, you’re less likely to burn out your employees with
repetitive, routine work. And you want to make sure you hold on
to your brightest minds!