Challenges in Attracting and Retaining Workforce in Manufacturing Sector

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ESSAY ON KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN
MANUFACTURING SECTOR
ESSAY ON KEY CHALLENGES IN ATTRACTING AND
RETAINING A WORKFORCE IN MANUFACTURING SECTOR

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ESSAY ON KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN
MANUFACTURING SECTOR
It can be mentioned that manufacturers are currently facing big problems when it comes to
recruitment of top tier factory workers. In spite of hiring new employees manufacturers also tend
to retain a few employees who are experienced. Those employees who show flexibility in work
find themselves in a secure position in a company and manufacturers tend to retain them. It is
worth mentioning that with the passage of time the manufacturing companies look forward to
attract next generation employees and retain those who are experienced as well as productive.
However, this has been challenging for many employers and manufacturers. It can be stated that
Technology plays a very important role in the process of recruitment and retaining employees in
the manufacturing process (Chaneta, 2014). Manufacturers constantly face the need to recruit
new employees and retain old employees when they see a vacancy in the workforce due to
retirement of the old employees or due to an increase in the workload (Abzug, R. (2017). In the
context of the present market situation, it can be said that those manufacturing companies who
attract and retain skilled workers generally have a competitive advantage over the other
manufacturing companies in the Marketplace. Such companies are rewarded by efficiency Rapid
turnaround times and nimbleness. Manufacturers and manufacturing companies need to adopt a
strategy which lays down the requirements of the job and provides continuous support through
training of the old employees; so that they can meet the demands of the customers and grow their
businesses at the same time develop the potential of their employees.
Manufacturing unit is developed on the basis of efficiency of labour. This means every unit
needs to employ properly trained and experienced employee to generate larger outcome. So, this
industry should be considered as ever-changing one. New issues are developing every moment to
put hurdle in progress of recruitment in manufacturing industry. Managing disposal by increased
regulation and work pressure on inefficient or indifferent employees leads to developmental
concern related problems. Enhanced competitive visibility is main reason for this issue relevant
to workforce. Entire procedure of recruitment, training, evaluation of learning outcomes from
training and benefits from job makes employee and fresher to be reluctant for joining this
industry.
It is worth mentioning that the manufacturing industry is a rapidly evolving workplace and
amongst a few sectors of economy, which employs so many people. With the advancement in

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ESSAY ON KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN
MANUFACTURING SECTOR
technology and financial support of other companies HR departments of the manufacturing
companies are required to evolve within the organization and the workforce in order to keep pace
with the change that takes place rapidly. However, Rapid growth in the manufacturing sector is a
boon as well as a bane to the sector. It can be called a boon as it contributes significantly to the
economy of a country and can be held to be responsible for making the country prosperous.
However, there are several challenges that the HR faces in this sector to employ new employees
and retain skilled workforce in order to fully utilize the tremendous potential of this sector. Thus,
it is important to have knowledge about the challenges which are faced by manufacturing sector
in relation to employing and retaining workers (Rosenfeld, 2017). Some of these challenges are:
Shortage of workforce - It can be stated that a misconception lies in the minds of the educated
youth that the manufacturing industry does not involve innovation, sophistication and lacks
competitive wages. The manufacturing industry still suffers from age-old bad reputation of not
having safe clean or progressive work environment. HR of manufacturing companies needs to
address significant loss in human capital despite sustained and rapid financial growth within the
manufacturing sector. HR faces the need to find ways to replenish the loss of human capital
which is needed by every organization.
Challenges in recruitment- Recruiting skilled new talent in the manufacturing sector are effective
in addressing the current workforce shortages within the sector. However, unfortunately some of
the issues faced in relation to recruitment of new employees within the manufacturing sector can
be considered to be deeply rooted in the perceptions of the society about the manufacturing
industry. The nature of the vacant positions in the manufacturing sector limits the number of
potential qualified candidates who can be recruited. The issues in relation to recruitment of
workforce in manufacturing sector have been aggravated by the stagnant budget of recruitment,

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ESSAY ON KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN
MANUFACTURING SECTOR
lack of emphasis on recruitment of college graduates and competition with other countries to
constantly fill its vacant workforce. A recent report has shown that 55% of the manufacturers
acknowledge a substantial shortage of workforce in the Research and Development Department
due to the issues and challenges existing in relation to recruiting and retaining employees in the
manufacturing sector. Therefore, it can be inferred that in order to address these challenges faced
by the HR in the manufacturing sector, it is important to compete with other industries especially
startups in order to fill the gaps existing in the workforce (Chaneta, 2014). More importantly the
manufacturing companies or manufacturers need to adopt a market strategy which successfully
communicates and appeals to the college graduates about taking up jobs in the manufacturing
sector due to the innovation and stimulating work.
Retention and attrition of employees- It can be stated that the HR departments of most of the
industries face the critical challenge of retaining highly skilled workers within the organization.
It is worth mentioning that manufacturing companies need to retain skilled workforce due to the
existing challenges faced in relation to recruitment of new employees. Manufacturer companies
also need to minimize attrition. However, unfortunately this industry can naturally be prone to
high turnover rates as employees are drawn to new and more exciting career opportunities.
Manufacturing industry faces difficulty in retaining skilled and efficient employees due to
perception of standard pay, poor work environment, high turnover rates and lackluster benefits.
Global competition - The roles and responsibilities of HR in the manufacturing sector becomes
even more critical and complex due to the significant rise in global competition. In addition to
tight labor market insufficiencies in recruitment and an aging employee base, manufacturers are
also faced with the difficulty or challenge to compete successfully with other companies which
are operational in other countries in order to attract exceptional and innovators. This issue is