Globalization, the relentless quest for productivity growth and a growing service orientation are driving demand for higher skills in the manufacturing sector. Part of the answer to the industry's talent needs lie with a demographic generally called Generation Y, defined for the purposes of this study as people born between 1982 and 1993 who are entering the workforce for the first time with a primary, secondary, college or graduate education.
Generation Y will constitute a significant proportion of the working-age population in the coming years, but convincing this segment to pursue manufacturing jobs is challenging. Manufacturing no longer possesses a reputation as a leading source of stable, high-reward career opportunities. To succeed in attracting younger workers, the industry needs a model of talent management that will address the unique characteristics of this generation while speaking to the larger workforce as well.
Deloitte has introduced the "Develop-Deploy-Connect" model to provide some guidance in charting a new course for talent management. The model describes the actions that firms can take to cultivate talent in their workforces, create an environment conducive to effective deployment and enable better connectivity between workers. Learn more from
the press release or download the full report in PDF format (452 KB).
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Tapping techno-savvy new hires to boost loyalty and performance
Many young people today are surprised — and turned off — when employers are less technology savvy than they expect. Register for our July 31 Dbriefs Webcast, and learn the risks and rewards of adapting your workplace to the next generation.
Corporations should know Y (PDF 305 KB)
Leah Reynolds, the national practice leader for Generational Change and Total Rewards Communications and an author of "Managing the talent crisis in global manufacturing" contributes to this Inside Supply Management look at what motivates the next generation of business talent.
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