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Workflex in Manufacturing: Can It Work?
Absolutely yes! We know that the manufacturing sector is key to long-term economic growth, but that growth is only possible if the sector can attract and retain top talent. In an industry as varied and dynamic as manufacturing, successful recruitment and retention strategies must be innovative and cannot be a one-size-fits-all approach. Flexible work or “workflex” is a key component to an effective business strategy that can work for all employees, including manufacturing production employees.
Interested, but need some help getting started? We’ve got you covered. When Work Works, the joint project of the Society for Human Resource Management (SHRM) and the Families and Work Institute (FWI), recently released, Workflex in Manufacturing: More Than a Dream, which outlines how manufacturers that have gotten creative about flexible work are reaping the benefits through improved employee job satisfaction and increased productivity. The guide is designed to help manufacturing leaders make workflex a reality for production employees in ways that make sense for their individual organizations and features case studies from 7 manufacturing organizations that were able to improve business results with workflex.
Coming to Vegas?
Join When Work Works on June 28 at the SHRM 2015 Annual Conference & Exposition in Las Vegas at the pre-conference workshop titled Attracting and Retaining Talent in Manufacturing for an interactive discussion of how to design effective talent management practices that can reinvent work for greater flexibility among production line employees. In this workshop you will hear directly from organizational leaders representing small, medium and large manufacturing organizations from across the U.S.
For example, you will hear from Dave Lagerstrom, CEO of TURCK Inc.:
As a leading manufacturer in industrial automation, TURCK proves that effective and flexible work is possible in manufacturing. Since 2008, TURCK has worked to create a culture that supports employee well-being, encompassing five dimensions: 1) career development, 2) work-life fit, 3) financial security, 4) community involvement, and 5) physical health. Workflex options at TURCK include part-time work schedules, six-month sabbaticals, time off for volunteering to serve a community or charitable organization, extending the transition period back from maternity leave beyond FMLA, and phased retirement. TURCK also takes a broader perspective toward its employees’ health and
wellness. The company has a free onsite clinic, prescriptions available at no cost, an onsite well-being coach, and regular seminars on work-life topics. TURCK’s culture of support has paid off. As a result of its efforts, TURCK has seen a reduction in health care costs, increased employee engagement and reduced turnover (2%, while the industry average is about 11%-14%).
To learn from TURCK and 6 more organizational leaders at this workshop, register today. Don’t miss this chance to get inspired about how to make workflex a reality in your organization!
For more information on this topic see Workflex Works in Manufacturing and follow the conversation on social media via #WorkflexManufacturing.
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Workflex in Manufacturing: Can It Work?
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