A Comprehensive Guide to Industry Roadblocks
Just because there isn’t a crowd at your office door shouting about a crisis doesn’t mean your factory is trouble-free. It’s a hard truth to swallow but it’s high time we faced it: every corner of your offsite factory probably houses at least one substantial problem, and some areas may harbor more than one.
Modern-day factories worldwide have found themselves in an unnerving routine of reacting impulsively to every emerging issue, only to be left grappling with the decision of how to proceed. Even the most seasoned managers, once known for their prowess in juggling everyday issues, are now faced with major dilemmas on a daily basis. This endless cycle has started to wear them down, making decision-making an increasingly tiresome task.
Regrettably, the existing predicaments in various labor sectors are not anticipated to abate anytime soon. Here’s a rundown of these persistent challenges:
The Skilled Labor Gap
Industry labor observers note that more than 60% of offsite factories are grappling with hiring skilled workers, and over a third are either slightly or severely understaffed. Over half of factory managers assert that this scarcity of workers is inhibiting their growth potential, with businesses being held back by a dearth of available manpower.
Certain key trades in the construction industry, as noted by the Federation of Master Builders’ Chief Executive, are experiencing a marked skills shortage. Retirement, disinterest in manufacturing, and competition from other sectors like logistics and IT have steadily eroded the pool of candidates willing to undertake manual work.
To address this, the offsite construction industry has initiated apprenticeship programs, opened factory doors to high school students to raise awareness about job opportunities, and even reached out to retired personnel for part-time roles or assistance with recruitment and training. Institutions like Yestermorrow in Vermont are also pitching in, providing adults with new skills for home construction.
Despite these efforts, a more concerted approach is needed. Construction organizations, building associations, and colleges should collaboratively design a nationally recognized training program to equip smaller factories with the right workforce.
The Automation and Robotics Challenge
While factory automation and robotics have historically created more jobs than they have replaced, they disproportionately eliminate less-skilled roles, thereby impacting the unskilled labor force. Moreover, ironically, implementing automation and robotics in your factory still requires skilled labor, such as robot programmers – a rarity these days.
A case in point is the struggle of a modular home factory to integrate Building Information Modelling (BIM) into their operation. After losing two BIM programmers in succession to higher-paying opportunities, they had to abandon their plan. As an offsite construction factory owner or manager, you may be familiar with every step of the production process but recognizing flawed coding in a program is a completely different ball game.
Ensuring optimal performance of automation and robotics systems necessitates hiring skilled personnel for programming and maintenance, an often overlooked part of the cost.
The Rising Demand for Project Managers
With the growing demand for more projects, there is a surge in job roles necessitating project management skills. Additionally, economic growth and high retirement rates are expected to create numerous opportunities in this realm.
Every factory needs at least one dedicated Quality Assurance (QA) manager to inspect work in process and possesses the authority to halt production if a significant issue arises. The best QA managers are often the most skilled workers who have experienced every production line station. However, they also need proper guidelines and true authority to perform their role effectively.
The path to becoming a project manager without a degree involves garnering hands-on project management experience. As the offsite industry expands, so does the demand for competent Project and QA managers.
Navigating Upper Management Challenges
Retirement of upper management is a major hurdle for most factories. Some companies opt to incentivize retirement-age managers to stay, thus avoiding the hassle of advertising, interviewing, selecting, and training new recruits.
However, retaining an existing manager may not always be the best decision, especially if they’ve become complacent or their performance has declined. Promoting an existing employee may seem like a viable alternative, but it’s important to consider whether they possess the necessary skills for their new role.
Another challenge is the generational gap between upper management and potential new managers. This often leads to differences in attitudes and ideologies, making open communication and willingness to listen an absolute necessity.
In conclusion, acknowledging and addressing these challenges is the first step towards creating a more efficient, successful factory environment. The future of the industry depends on it.
Gary Fleisher is the Editor in Chief of Modular Home Source and Offsite Builder magazine. Email at [email protected]
Gary Fleisher, the Modcoach
