Exec Ed Program Addresses Manufacturing's Looming Talent Crisis
In a presentation on Feb. 22 before the Manufacturing Leaders Exchange sponsored by the Lancaster (Pa.) Chamber of Commerce, Pat Cataldo, associate dean for executive education at Penn State's Smeal College of Business, discussed the major trends affecting manufacturers in today's business climate.
UNIVERSITY PARK, PA (March 1, 2006)—In a presentation on Feb. 22 before the Manufacturing Leaders Exchange sponsored by the Lancaster (Pa.) Chamber of Commerce, Pat Cataldo, associate dean for executive education at Penn State's Smeal College of Business, discussed the major trends affecting manufacturers in today's business climate.
The presentation is part of Penn State Executive Programs' commitment to helping companies within Pennsylvania address pressing issues affecting their businesses.
"We are encouraging local companies to tap into the vast resources of Penn State," said Eric Bergstrom, director of Penn State Outreach in Lancaster, who organized the event with the chamber. "Our world-class executive programs represent one of the best avenues to help businesses in Pennsylvania. The University's resources can assist local businesses, not just the worldwide firms typically utilizing Penn State Executive Programs."
In Lancaster, Cataldo detailed the challenges of technology and globalization, and the looming talent crisis affecting small, medium, and large organizations throughout the nation.
Through an interactive discussion with the audience of nearly 40 attendees from area businesses—including High Construction, Fenner Drives, Kalas Manufacturing, Kellogg, Masterfoods, and Signature Custom Cabinetry, among others—Cataldo focused on the shortage of skilled workers being caused by the "graying of America."
"More jobs will need to be filled in manufacturing not because of industry growth, but because of the loss of key baby-boomer talent that will be retiring between now and 2010," he said. "As a result, firms will be challenged to recruit, development, and retain a new breed of workers coming from a different generational background."
The group of business owners, vice presidents, operational managers, plant managers, and human-resources executives assessed their own organizations on a 12-question survey to determine whether each is a "generationally friendly workplace." The scores on the survey ranged from a low of 29 to a high of 52 out of a possible 60.
After the survey, discussion groups were formed to focus on their results and determine what each was doing to proactively manage across the generational divide of veterans, "boomers," "Gen-Xers," and "nexters." The groups were tasked with developing a way to foster a better work environment for greater employee satisfaction and productivity.
Cataldo ended the session by challenging each participant to take his "managing across generations" message back to their firms to review their policies, management, and measurement techniques to make them more inclusive for workers of all ages. "In doing so, local businesses will continue to retain and attract the talent required to meet the domestic and global competition they will face in the future," he said.
For more information on Penn State Executive Programs, visit http://www.smeal.psu.edu/psep/index.html.
