The Penn Foster Blog

Manufacturing executives continue to voice concerns regarding critical talent shortages faced by leaders in today’s industry. Latest surveys by Deloitte and The Manufacturing Institute reveal an unprecedented majority of experts in agreement - we are facing a talent crisis in the US manufacturing sector. Leaders in education and upskilling suggest this distress on the workforce is the result of automation’s inevitable impact on employee workflow. Put simply- manufacturing jobs increasingly involve digital skills, and current employees accustomed to steadily obsolete manufacturing roles are not being sufficiently trained to work within this new, tech-centric environment.

Most people understand that good oral hygiene and regular visits to the dentist can improve their overall health and well-being. They make getting their teeth professionally cleaned a part of their family’s healthcare routine. Yet, even people who count their pets as part of the family usually don’t think to bring their pet to a veterinary dentist unless there’s an emergency.

Corporate responsibility is no short-lived trend. In fact, it’s only grown momentum over the last five years as more corporations, investors, and consumers make spending decisions based on company values. The impact a company has on its community, workers, and the world at large also informs financial success.

Over the last decade, online learning and training have become the norm for forward-thinking employers looking to upskill their workforce and build effective career paths that increase employee retention rates. The benefits of digital workforce development are extensive, with the return on investment often far outpacing expected outcomes. But successfully implementing a training program for your workers doesn’t end at simply offering education options; you have to ensure adoption and engagement from the outset. One easy strategy? Help your learners navigate online training from day one.

Since lines between our work and home lives have blurred more than ever before, it’s vital for employers to encourage as much balance as is possible for their employees’ physical and mental well-being. There are small yet effective steps that businesses can take, if they haven’t already, to help employees perform their best during this stressful time, while maintaining their sanity.

Smart business leaders know that employee training should do more than help workers be effective today. It should prepare them for the work they will be asked to do in the future. There’s just one problem. No one really knows what the future will bring. In this uncertain environment, how can employee training and development future proof your workforce?

The manufacturing industry continues to gain rapid momentum throughout the United States. According to research jointly conducted by Deloitte and the Manufacturers Alliance for Productivity and Innovation (MAPI), over the next five years more than 50% of manufacturers plan to enter a new market, and almost all plan to expand existing sites or open new facilities in countries with existing operations.

Learner support should be a key element of your employee development planning. The right support at the right time can help working learners finish what they start, which results in more qualified employees for your business. To make sure all employees get the help they need, choose a training partner who offers wrap-around support throughout the learning process.

Whether you call it burnout, brownout, or compassion fatigue the extreme stress faced by veterinary healthcare teams is a serious problem. When Veterinarians and Veterinary Technicians burn out, both the team and the patients suffer. In some cases, experienced veterinary care providers and support staff may even leave the profession entirely. However, with the right strategies, your team can avoid falling victim to these mental and emotional stressors.

Requiring job applicants to have college degrees might be artificially constricting your talent pipeline. Thousands of competent employees have never earned a college degree. By adjusting job posting requirements, you can tap into a broader talent pool to fill gaps in your workforce, then train them to meet the demands of the job.