WE WANT TO LEARN IF SUPPLIERS ARE NOW IN DIRECT COMPETITION
FOR THE SAME WORKFORCE. THEY FACE MANY OF THE SAME
WORKFORCE NEEDS BUT THEY ALSO DON’T HAVE THE
LABOR POWER MIGHT OF A STRONG AUTOMAKER IN A MARKET.
The industry needs a handle on what is required
and what is needed so we can work with the education
system and training providers to assist in supplying the
workforce.
We are just starting the interview phase. It is a roll
up to a much larger study that is being done by a
consortium, which will come out in spring 2011.
The second study, set to be released by the end of
the year, deals with basics. This study focuses more
on the entire workforce spectrum, from production to
skill trades to engineering and technical.
We want to determine: So, after shedding the hourly
and salary workforce in large numbers in the last couple
of years, are there now holes that need to be filled and
how will they be filled.
For example, what people are left? How did you
replace them? What does the attrition rate look like?
What do the demographics of the workforce look like?
Also, what jobs are becoming more important, where
you need more staff and where you are having a difficult
time finding those people? And what jobs are becoming
obsolete, where you are winding people down?
GCX: In regard to suppliers, what are you learning
about their workforces?
Dziczek: The suppliers are part of both studies and
we want to learn if they are now in direct competition
for the same workforce. They face many of the same
workforce needs but they also don’t have the labor power
might of a strong automaker in a market.
And no matter which companies you are talking about,
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