Industry Talent Needs Assessment - PowerPoint Presentation

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Industry Talent Needs AssessmentSurvey Results

Mike Kopczynski

Senior Survey AnalystMRA – The Management Association262.696.3332Mike.Kopczynski@mranet.org

February 28, 2017

Hello and Welcome!Today’s objectivesShare key findings of custom industry survey

Provide insight regarding current labor challenge

Survey’s focus - quantify industry talent needs

Hiring practices

Types of positions in high demand and most difficult to fill

N

eed for food safety training and at what levels

Industry specific training needs and preferred delivery options

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Online surveyCollaborative effort - FaB Wisconsin Talent Committee and MRA

Participants: 54 food and beverage manufacturers with operations in Wisconsin85%: Food, beverage, or ingredients artisan, processor or manufacturer 7%: Food or beverage industry equipment or packaging manufacturer 6%: Food or beverage distributors 2%: FoodserviceWhile survey participation skews toward equipment/distributor companies, there is not much difference in

responses overall; opportunities and challenges among all are similar. Survey data collected September 19 – November 2, 2016.

Approach/Methodology

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Foremost Farms USA

Fred Usinger, Inc.Fromm Family Foods,

LLCGalloway Company, Inc.

Good Foods

Group, LLC

Gorilly Goods

Joseph

Campione, Inc.JOUZGE, A Golden Family Company

Kerry

Ingredients & Flavours

KHS USA, Inc.

Klement’s

Sausage Company, Inc.Lakefront Brewery, Inc.Lakeside Foods, Inc.Maglio CompaniesMighty Fine Food, LLCMiller Baking CompanyMilwaukee Pretzel CompanyMobCraft Beer, Inc.

Nikki's Cookies, Inc.O&H Danish BakeryOcean Spray Cranberries, Inc.PAK Technologies, Inc.Palermo Villa, Inc.Salm Partners, LLCSargento Foods, Inc.Schreiber Foods, Inc.Seda North America, Inc.Seneca Foods CorporationSuzy's Cream CheesecakesThe Anokye Food CompanyThe Masterson Company, Inc.The Omanhene Cocoa Bean CompanyThe Spice HouseTroubadour Baking CompanyWixon, IncZ.T. Distribution, Inc.

Aljan PackagingAmerican Foods Group, LLCAsenzya Inc.Baker's Quality Pizza Crusts, Inc.Belmark Inc.Butter Buds Inc.Campbell Soup Supply Company, LLCCannedWater4kids Inc.Central Standard Craft DistilleryChr. Hansen, Inc.City Lights Brewing Co.Contract Comestibles, LLCCreate-A-Pack Foods, Inc.Del Monte Foods, Inc.Denali Ingredients, LLCDiana and Daughters, LLCDoor County Brewing Co.East Shore Specialty Foods, Inc.

Participating Companies

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Q. Please

provide a rough estimate of the education level

of

the talent/workforce your company employs in

Wisconsin.

High school education or less

Skilled: (

technical college/apprenticeship)

Bachelor’s degree or higher

Workforce Composition

High school education most common

Limited number with technical college experience or college degrees

Benefit: Attract entry-level workers

Cost: Costly to educate/train/develop existing staff 4

Industry talent challengeMany factors contribute to current status:Shortage

of workers with adequate skillsIndustry expansion in Wisconsin (market competition, high demand)General lack of interest in industry as a viable career optionLack of curriculum in trades at high schools or earlier levelsRise in

baby boomer retirements.

More difficult

70%

No change

24%

Less difficult6%

Q. In the last few years, has it become more or less difficult to hire talent/workforce in your industry?

Hiring Practices

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Current methods reported to address labor challenge:

Increase starting wages/salaries

Provide opportunities for continuing training/development

Fill jobs with existing staff who may not have the job skills though have potential to learn/grow

Provide apprenticeship programs

Provide paid/unpaid high school internships

Define clear competency models and role-based skill requirements

(Re)-Engage with local, technical/community, specialty and other academic schools and institutionsHiring Practices

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The food and beverage industry reports some difficulty in hiring

Hiring Issues Revealed

Demand

Low

High

Easy

Difficult

Ease in Hiring

Mechanical/Maintenance

Quality/Science/Safety/Regulations

Office Staff

Production Operations

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WeldersRaw Materials SpecialistWarehouse supervisors, managersQA/QC techniciansSales, Marketing supervisors, managersSanitation supervisors, managersEngineer supervisors, managersProduction line/machine operatorsProduction line supervisors, managersMaintenance techniciansEquipment/machine mechanics, technicians

Training and development options offered to workforce

(

87% of those surveyed

)

Food Safety

Leadership Development

Skill and/or role specific

Interest in offering customized training (81% of those surveyed)Shorter duration training (1-2 day seminars, 1-2 week boot camps) , location and preferences:Industry designed training facilityOn-site (at your company)OnlineOther: blended approach instructor led sessions

Training, Development & Delivery Preferences

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Industry is largely compliant with “basic” food safety training and food defense

Larger companies, more so than smaller companies, more involved in food safety training in other areas such as FSMA regulations, HACCP certifications, etc.

Overall, appears to be large variances in training when viewed by

job position to achieve regulatory

standards.

Food Safety Training

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Wisconsin food and beverage manufacturers face significant challenges in hiring workforce talent

Strong

workforce is built on more than new

hires

Continuous

employee development that enhances knowledge, skills, and employee engagement are critical

to

stable workforceAs food and beverage industry grows in Wisconsin, so too must training focus of organizations While both traditional and non-traditional training options have high appeal, organizations need to find the right training programs and methods that fit their organization and culturePartnering with educators - a great first step

Final Thoughts

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Questions?

Please feel free to reach out anytime:

mike.kopczynski@mranet.org

; 262.696.3332

Thank

you for attending today!

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in 1901Serving 4,000+ employers throughout Wisconsin, Minnesota, Illinois, and Iowa and locations where their work takes usMRA is in the business of connecting people strategies to business strategies. We value the privilege to be your partner; let us know what we can do to offer further insightwww.mranet.org or call

800.488.484512