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the apprentice, but for real: how some companies close the skills gap - pet manufacturing process

by:Cailong     2019-08-16
the apprentice, but for real: how some companies close the skills gap  -  pet manufacturing process
STANLEY, N. C. —U. S.
Manufacturers told President Donald Trump at the White House last month that they could not find enough workers to fill the increasingly high vacancy --
Work in a technical factory.
But some German and Austrian companies operating in North Carolina are welcoming 21-
Century Labor force: they build their own teenagers.
Under a program called Apprentice 2000, these companies pick children before they leave high school, train them through community university courses, and then program, repair them in the factory, and calibrate various machines from cabinet knobs to auto parts.
Graduates from four
8,000-hour training, assistant degree in applied science and job opportunities --
About $36,000 a year-
In one of the companies.
Price tag: $170,000 for training and $90,000 for four years.
But graduates do not have to stay in the company after completing the course.
Apprentice 2000 produces "The kids we are looking for," says Troy devligh, president of Pfaff Molds USA, the auto parts maker that sponsored the project.
"All the students in the program are ready to work in advanced manufacturing.
"It should be music for America. S.
Manufacturing, there are an estimated 310,000 unfilled jobs.
For years, manufacturers have complained that job seekers do not have the skills to program, repair and operate complex machinery in today's modern factories.
According to a report from the Manufacturing Institute of the industrial trade group, three of the four manufacturing executives said the lack of skilled workers was slowing growth and preventing companies from adopting new technologies.
They blame the United States. S.
The federal government is also urged to fund more vocational training.
However, despite the success of the apprenticeship model in Europe, many companies have made slow progress in investment.
In the pockets of America.
This month, the apprenticeship was promoted during German Chancellor Angela Merkel's visit to Washington.
The chief executive of Siemens and BMW, the German company that provided apprenticeship programs in South Carolina, and engineering company Schaeffler accompanied Merkel to the White House to meet with Trump. U. S.
The meeting was also attended by the company's sales staff, Dow Chemical and IBM.
According to a person familiar with the matter, the two companies agreed to set up a task force on how to expand American apprenticeship opportunities.
Trump stood next to the prime minister at a news conference, praising Germany's approach as a "model of a very successful apprenticeship program ".
"Apprenticeship programs are prevalent in northern Europe, provided that it is best to start with young people when training people in advanced manufacturing careers.
In some countries, 12-year-old students work with companies
Vocational schools are trained several days a week.
After graduation, these workers can apply for a position from the company that trains them or from other companies in their industry.
Most of the expenses are usually borne by these companies.
In Germany, the company funded 75% of the training, and the rest was borne by the state and federal governments. “European-
The apprenticeship is the gold standard.
This is the best way we know to train people for technical positions, "said Tamar Jacoby, president of the Washington nonprofit" Opportunity America ", which is committed to promoting economic mobility.
This model is in sharp contrast to the United States. S.
Provide targeted training for more senior workers instead of seeking to train young workers with the advanced skills they need.
"You will now think that, given the employer's long history of complaining that workers do not have the skills they need, the bulbs may have gone off and they will adopt that procedure," said Bob Schwartz, he is an honorary professor of the study apprenticeship program at Harvard Graduate School of Education.
"There's an employer culture issue here. ” Austrian-owned Blum Inc.
Facing the same problems as the United StatesS.
In 1995, the manufacturer tried to make a new 450,000-square-
Walking facilities in Stanley.
Blum produces metal kitchen accessories and sells them to companies such as Ikea and small retailers.
Because their manufacturing process is fully automated, Blum does not require workers to drill holes or turn screws.
It needs workers who can program and repair machines used to make products.
"We knew at the time that something was missing," said Andreas Thurner, Blum's technical training manager . ".
As a result, the company began to create an apprenticeship program, just as it did in Cerner's hometown of Austria.
It recruited other German and Austrian companies in the region, such as Chiron America, Max Daetwyler and Pfaff-Molds.
The partnership eventually grew to include American company Ameritech Die & Mold.
Since its launch in 1995, the program has trained hundreds of apprentices and retained 80% apprentices after graduation.
Five years later, 65% people are still working in a sponsorship company, Mr. Cerner said.
"We basically solved this problem . "
2000 of apprentices are recruited in the junior year of 10 local high schools.
The company has identified at least 2 students who are interested in science and technology work. 8 GPA.
Please come to Bloom's 4,800-square-
The foot training center upstairs in their factory.
These teenagers are introduced to factory tools through basic math tests and are responsible for several issues, including assembling metal parts.
Trainers weed out students they think are not suitable for the program.
Tim Ballard, coach at the Blum factory, said only about four students attended the cutting.
After graduating from high school, the students spent the next three years in the workshop and at a local community University.
At Blum, they learn mechanical, mechanical design, engineering, and programming.
In school, they learn mathematics and physics, but they also learn writing, social science and humanities.
The Company believes that these topics will improve their communication skills at work.
Devon Stone, who graduated from the project last year, calibrated a machine in Blum that converts a piece of metal into complex components used in the company's manufacturing process.
Stones choose apprentices instead of universities, partly because of tuition fees.
Despite the success of the program, the company still faces obstacles in attracting students.
Classes of 12 to 20 students are small each year.
He said he was particularly difficult in recruiting women.
There are also Resistance in high school and parents, who insist on four people --
A university degree is the golden standard for educational achievement.
Nevertheless, it is not allowed for some people to join the projectbrainer.
Mason Lewis, 18year-
Senior high school seniors who trained for half a day in the Blum workshop said his decision was simple.
"Don't pay for the university, don't pay for the debt --
Free, paid for school.
"This is a great opportunity, so I will fight for it," he said . ".
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