This article is written by Webit.
IMEC is proud to recognize Stacey Curry Lee, Technical Specialist in Workforce Development, who recently achieved the International Coaching Federation (ICF) Associate Certified Coach (ACC) reinstatement.
This article will focus on technology as well as Training Within Industry - Job Instruction (TWI-JI) module to capture standardized work.
The challenge: The onboarding process is challenging. The primary reason is two-fold.
First, if tasks are documented, they are usually written and describe the steps in the process. However, the onboarding process is much more than tasks. It involves a logical format that often uses more sensory input to be successful (e.g. vision or audio). Only, providing a written document for training has limited effectiveness as it does not consider all sensory input. Different individuals capture knowledge differently. Providing multiple methods or considering different sensory inputs will provide a more effective educational session.
Cash-flow strategies are imperative in manufacturing because the cash-conversion cycle can be quite lengthy. Here are several strategies to consider for your business:
Track Your Cash Flow
The only way to know where your cash is going is by monitoring your cash flow biweekly or monthly.
Global supply chain disruptions pose unique, unprecedented problems and opportunities for small manufacturers.
The problems are bigger for small manufacturers than large companies and the worst case is production disruption. At the very least, increasing costs lead to compressed margins or even outright losses; yet opportunities abound. Disruptions make small U.S manufacturers more valuable to big companies that are pivoting to domestic sourcing.
The tables have turned.
In the spring of 2021, IMEC, Illinois Manufacturers Association (IMA), Technology & Manufacturing Association (TMA), and Valley Industrial Association (VIA) partnered with the W.E. Upjohn Institute for Employment Research to survey manufacturers about their adoption of Advanced Manufacturing Technologies and processes, achieving a phenomenal 87% response rate.
We can hire some employees with credentials in hand. You hire engineers with an engineering degree or an accountant with an accounting degree. The degrees these employees hold give you the evidence that these people have followed a specific training protocol and have achieved a certain level of proficiency. Unfortunately, not all people are ready or able to pursue a degree or formal education program. Many of these people are on your shop floor or in your office. However, just because they don’t have a degree doesn’t mean they don’t want a career with your company. By providing an opportunity for everyone in your company to build a career, you are addressing some of the inequity which resides in the workplace, while improving engagement and retention of your valued employees.
This article first appeared on the NIST Manufacturing Innovation Blog and is written by Samm Webb, Project and Resource Coordinator with the NIST MEP Extension Services Division.
The persisting crisis in the global supply chain has disrupted many small and medium-sized manufacturers (SMMs) and put a premium on problem solving and short-term solutions for getting parts and supplies. While there are no easy answers to untangling these global supply chain challenges, the dynamic has created opportunity and momentum for supplier scouting. It is possible to see how the focus on supply chain management strategies and total cost of ownership will lead to more reshoring of manufacturing.