PRECISION MACHINED SOLUTIONS | (262) 743-1700

Production Machining Magazine Features Precision Plus’s Internship Program

Michael Reader

Production Machining Magazine’s Chris Koepfer, Editor in Chief, writes a monthly column to its readership, expressing his thoughts on certain topics. In September of 2015, his column focused on talent acquisition and featured Precision Plus as a game changer.

Koepfer recounted a recent trip to visit Horn, a cutting tool manufacturer in southern Germany. Horn, as most companies in Europe regardless of size, has an apprenticeship program in place. This manufacturer regularly employs 60 apprentices, contributing to the creation of a pipeline of qualified manufacturing professionals.

Koepfer remarks that although the U.S. lags behind, there is a “maker movement” afoot, a grassroots initiative which has begun to change the course of manufacturing. In his column, he spotlights Wisconsin’s Precision Plus and President Mike Reader as examples of what some manufacturers are doing to promote the trend, including establishing internship and apprenticeship programs that nurture future manufacturing professionals. “The idea is to give these candidates real-life experience on the shop floor with the goal of showing that manufacturing’s historic image is simply not relevant in a modern shop.”

For a PDF of this article, please click HERE.
To read it online on Production Machining Magazine, click HERE.

Precision Plus appreciates the recognition and thanks Chris Koepfer and Production Machining Magazine for the inclusion.

 

What Manufacturers Can Do to Attract, Retain and Keep Connected with Employees

Michael Reader

On September 18, 2015, the Independent Business Association of Wisconsin, in cooperation with the New Berlin Chamber of Commerce & Visitors Bureau, Bank Mutual and Sikich, presented the Wisconsin Manufacturing Summit 2015, which took place at The Wisconsin Club Ballroom in Milwaukee, Wisconsin.

Mary Spaight, HR Coordinator, and Mark Beilman, Director of Education and Training at Precision Plus attended the conference.

The keynote presenter was Christine McMahon, whose program entitled “Workforce Strategies: Attraction. Retention. Connection.,” addressed a hot topic among prospective employees: “Why should I work here?” This topic is especially of importance to the manufacturing industry, which is plagued with a shortage of high-skilled personnel. McMahon spoke about the role which company culture plays in answering that question, as well as about taking tangible steps for attracting and retaining the right talent.

Talent procurement is an ever-changing science that adjusts to current social sentiments. Employees are looking for a total proposition and a corporate culture they can trust. McMahon cited a statistic, which indicates that a high trust culture yields, on average, 30 percent better performance.

So, what makes a company a great place to work, and how can employees and employers be sure that it is a right match? McMahon suggests pre-qualifying employees by outlining the qualities which a successful candidate must possess for the position, prevents future disconnects and discords.

Jeff Lemmermann, Chief Financial Officer and Chief Information Officer at Precision Plus explains that the company currently gives every prospective employee a short survey which creates a ‘Predictive Index’ (PI). “This index provides an insight into what motivates each person, as well as their preferred internal style of giving and receiving information,” he continues. “This is essential in placing someone in the right position or team. The survey does not measure any type of skill level, but addresses the type of situations in which the employee can best engage.” Precision Plus has been using the PI program for workforce analytics since 2011.

Talent acquisition often carries a pricey investment tag, which includes advertising, marketing, interviewing and training, among other costs. What can companies do to retain their employees? McMahon suggested that hiring an employee is only the beginning of the journey. Employees must have a feeling of inclusiveness from the get go, need to feel the company’s story, and must be on board with the company’s values.

Additionally, employees must have clear performance expectations as well as a clear knowledge of what they can expect from the company. “Performance reviews are going away,” said McMahon, “being replaced by ongoing documented performance conversations and real-time feedback that can correct or improve performance midstream.”

Lemmermann states that transparency and understanding members’ style is vital for team building and team cooperation. Employees at Precision Plus are encouraged to learn each other’s predictive index in order to have a better understanding of how people prefer to communicate and work together.