James had worked in the manufacturing industry for over two decades. He had seen the world of production change in ways he never imagined. But one thing hadn’t changed: the struggle to find and train skilled workers.
James had recently been promoted to the role of Production Manager at a manufacturing factory in a small town. He inherited a seasoned team, but many of his best technicians were nearing retirement. The younger generation simply wasn’t interested in the industry as a career. His company, like many others, was faced with the growing challenge of a skills gap. The labor force wasn’t keeping pace with the technology, and it was beginning to take a toll on productivity, quality, and profits.
Like James, many industry leaders are scrambling to find ways to equip their workforce with the skills needed to stay ahead. So, how can we address this challenge?
Why the Skills Gap Keeps Growing
The automotive repair industry is facing a projected shortage of 370,000 service technicians by 2026.
The statistics are staggering. The workforce is aging, and fewer young people are entering the trades. Manufacturing is also increasingly reliant on technology, which requires a whole new set of skills – ones that aren’t being addressed in traditional training programs.
The increasing automation and digitization of manufacturing processes mean that technicians need advanced technical skills. The days of manual labor alone are fading. Today’s workers need to understand robotics, data analysis, and sophisticated software platforms. But despite these advancements, the education system hasn’t caught up. High school vocational programs that once prepared students for careers in manufacturing have been cut in many areas, and workers often enter the field with outdated or insufficient knowledge.
James knew this wasn’t just a short-term problem; it was a systemic issue that would only get worse unless something changed. He had to get creative if he wanted to solve the problem and create a sustainable solution that would carry the company forward.
But this crisis is more than just a shortage of bodies; it’s about the evolving demands of the job. Traditional training methods simply aren’t keeping up, leaving many technicians behind.
1. Technological Advancements Outpacing Training Programs
80% of companies say their top challenge is the inability to attract and retain a quality workforce
The manufacturing industry is changing quickly. James watched as his older workers struggled to keep up with the introduction of new machinery and software. The company had invested heavily in the latest automated tools, but without skilled technicians to operate them, the investment was wasted.
“The world is moving so fast,” James said. “We have this state-of-the-art equipment, but when something goes wrong, we don’t have enough people who know how to fix it.”
Training programs simply aren’t evolving fast enough to keep up with new technologies. The traditional focus on manual skills like assembly and welding is no longer sufficient. Technicians now need to be trained in robotics, cybersecurity, artificial intelligence, and big data. James needed a solution that could upskill his current workforce while also preparing the next generation for the job.
2. Limited Accessibility and Flexibility in Training
One of the biggest barriers James faced was ensuring that his team could access training while balancing the demands of the job. Many of his workers were already stretched thin, juggling multiple responsibilities on the factory floor. Taking time off to attend in-person classes was not an option.
But the problem wasn’t just about time, it was also about location. Most manufacturing workers are either in rural areas or work at different times than the typical 9-5. Without training programs that can adapt to individual schedules, the workforce struggles to keep up. The factory was located in a rural area, and many workers didn’t have access to local training resources. James realized that for training to be effective, it needed to be flexible and accessible.
3. The Decline of Vocational Education
According to Deloitte, 2.1 million manufacturing jobs could go unfilled by 2030 due to the growing skills gap.
Over the past several decades, funding for vocational education programs has been cut drastically. High schools no longer offer the same level of hands-on learning in trade skills like they once did. James recognized that the workforce of tomorrow wasn’t being prepared the way it needed to be.
The lack of emphasis on vocational education in schools has had a ripple effect. Fewer students are entering trade programs, and those who do often have limited hands-on experience. This decline in interest means fewer new workers are joining the field, and the skills gap widens with every passing year.
How You Can Close the Skills Gap Through Trackable Training
James wasn’t about to let his team fall behind. He knew the solution had to be a modern, scalable, and flexible training system that could meet the needs of the current workforce while also preparing future generations for success. Here’s how James began closing the skills gap:
1. Embracing Online Training
James found the solution he was looking for when his company partnered with a leading Learning Management System (LMS) provider. By using an LMS, James was able to provide flexible, on-demand training to his technicians. His employees could now access training on their own time, whether during their lunch break, on weekends, or between service appointments. More importantly, the LMS offered personalized learning paths for each technician based on their skill level and the specific needs of their shop.
Knowledge Anywhere has extensive experience with this. When FordNewTech was looking to address the skills gap in their automotive service workforce, they implemented the Knowledge Anywhere’s LMS, which helped the company scale training efforts across hundreds of dealerships and every state, providing consistent and relevant training for a new generation of technicians.
By utilizing and tracking training online, Ford was able to grow their program by 80% in just one year, has taught hundreds of thousands of new autoworkers, and has contributed directly to thousands of new hires in the field.
2. Creating Personalized Learning Paths
Understanding that not all employees had the same skill set, James implemented personalized learning paths for each worker. New hires received foundational training on basic manufacturing principles, while experienced technicians received specialized courses in areas like robotics, data analytics, and maintenance of automated systems.
By allowing workers to progress at their own pace, James ensured that every employee received the right training for their role. This not only improved morale but also increased retention, as employees felt like they were being invested in and supported.
3. Building Partnerships with Educational Institutions
What if you didn’t need to look for new workers – you had direct access to them?
James also recognized that solving the skills gap required a long-term strategy. He reached out to local schools and universities to develop partnerships that would help create a pipeline of skilled workers.
Through these partnerships, James worked with local technical colleges to design a curriculum that aligned with the company’s needs. Students who completed these programs were guaranteed internships and, in many cases, full-time jobs upon graduation.
The factory also began offering apprenticeships to high school students, giving them a hands-on introduction to manufacturing before they even graduated. These efforts helped ensure that future generations would have the skills needed to succeed in the ever-evolving manufacturing industry.
4. Mentorship and On-the-Job Training
Ninety-one percent of apprentices stay at the job where they received training, and employers receive an average of $1.47 back in increased productivity for every dollar spent on apprenticeship.
As part of his strategy, James also implemented mentorship programs in his shop. Experienced technicians served as mentors to new hires, offering guidance and advice as they learned the ropes. This blended approach, where classroom learning meets on-the-job training, accelerates the learning process and ensures that technicians get the support they need.
Mentorship also helps ensure that vital knowledge is passed down. James saw firsthand how experienced workers taught younger technicians not just about car repair but about the subtle nuances of customer service and teamwork—skills that are equally critical in the automotive world.
By integrating on-the-job training with formal coursework, James ensured that his workers not only learned in a classroom but also applied their knowledge in real-world situations. This holistic approach to learning created a more effective and engaged workforce.
The Results: A Workforce Ready for the Future
The growing skills gap in the manufacturing industry is a serious challenge, but it’s not an insurmountable one. By embracing modern training solutions, fostering partnerships with educational institutions, and investing in mentorship, companies like James’ can create a sustainable workforce ready to meet the demands of the future.
Are you ready to close the skills gap in your own organization? Reach out to Knowledge Anywhere to learn how our LMS can help you upskill your workforce and build a future-proof manufacturing team.
