Occupational trends visit
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Golden Artist Colors, Inc. Occupational Trends Presentation
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Occupational trends visit
- 1. Golden Artist Colors,Golden Artist Colors, Inc.Inc. Occupational Trends PresentationOccupational Trends Presentation
- 2. Occupational Trends • Thank You! • Shared Goals. • Customer-Supplier Relationship. • Education never stops!
- 3. Most Common Ways to Employment Job High School College From Another Job Job GED Internship
- 4. Jobs • Unless someone has job-specific skills (engineering, accounting, etc.) they would usually begin in our Filling Department. • This is the department that packages our products, and is often the entry point for new employees.
- 5. Filling
- 6. The beginning of our factory modernization New skills developed – computer controlled production systems NewClassofequipment
- 7. New skill sets added in 2010
- 8. Feb. 2011- Started Servicing European Customers from a distribution center in Veldhoven, The Netherlands Newskillsrequiredto exportmanufacturedgoods
- 9. Hiring Process • Application (spelling, legible writing, complete sentences) • Interview skills • Demonstrate ability to follow instructions • Some positions require background check • Currently no drug testing • Occasional Skill Based Testing
- 10. Pay Ranges • Each position here at Golden has a pay range. These are based on the education, experience and the nature of the work. • For Filling the pay range is $10.02 to $15.20. Staff members move within the range based on performance.
- 11. Career Ladders • There is not a fixed career path for someone who starts in our Filling Department. • There are opportunities for staff to participate in projects, on task teams, and be part of helping change to happen in their areas. • The initiative and skills they display on these projects helps when opportunities come along.
- 12. Jobs Employees Can Work Toward • Trainer • Team Leader • Supervisor • Other jobs with high pay ranges
- 13. Benefits Golden’s benefit package includes: 1. Medical plans (health & dental) 2. 401(k) with company match 3. ESOP participation 4. Personal Time Off with Pay 5. Continuing Education Assistance 6. Long Term Disability and Life Insurance 7. Paid Holidays
- 14. Qualifications • Unless we are looking for a specific skill set (again like engineering, accounting, etc.), we need employees to come to us with: • Great attendance • Great attitude • Communicative • Willingness to learn & help others • Flexibility to changing needs
- 15. Challenges • Literacy skills • Communication in interviews (eye contact, ask questions, take notes, know about the company) • Emotional Intelligence (EQ) • Decision Making • Attendance and initiative
- 16. Future Jobs? • I wish we knew!! • What we do know is that employees will increasingly be asked to: – use computers, – exhibit leadership, – work in teams, – continue to learn and grow.
Notes de l'éditeur
- Thank you for this opportunity. We have shared goals. One way to look at the relationship between education and employers is to use the customer-supplier relationship model. Educators supply the student (the future employee) with skills and abilities that an employer will want and need (and thus pay for through employment to meet organizational goals). You too, as educators are customers. You are not only supplying future employees to the workforce you are receiving a “raw material” from parents. This raw material is our children. You have the second most important job in the world… just behind parenting. You are asked to process this precious raw material into future members of society that are expected to participate and contribute in positive ways. The education never stops. Organizations that excel know that training, development and education are critical components of doing good business. The employer picks up the educator role, to some extent, either willingly or through desperation to get employees functioning at the levels required. The student / employee has a major role in this. I sense the educator, be it the teacher or the employer, has similar challenges and shared goals. So thanks for having me here this evening. We have many shared goals.
- Slide: Unless someone has job-specific skills (engineering, accounting, etc.) they would usually begin in our Filling Department. This is the department that packages our products, and is often the entry point for new employees. I’m focusing on entry level work for this presentation. This way I can be specific in a way that will add value to the presentation. I will also generalize to some extent, as dangerous as that is to do.
- Here are some pictures of our Filling Department. It is a bright, clean, comfortable and safe environment. Many people think that a paint factory would be a messy, smelly place to work. We pride ourselves in being a safe and clean facility!
- There is a great deal of hand work still being done today. In part, that is because of our business. Despite being the International leader in Acrylic paints for Artists, batches of paint are relatively small making automation difficult. However, here is a picture of a more modern and automated filling machine that will require computer control know-how and skill sets. So even for Golden, a hand-made kind of company is realizing technology transitions that affect the workforce.
- The challenges are much less technical. Life skills, social skills and emotional intelligence are the largest challenges. This is true for all levels in the workforce, not just entry level employees. This is the area I would ask educators to focus on. My guess is that as educators, you have the same challenges. I have recently read about a study that suggested that children who attended pre-school and were given that structure and advantage in their most formidable years were more effective and successful as adults. My guess is that by the time the student enters school in kindergarten, the opportunity only continues to wane. By the time that student enters the workforce, their Emotional Intelligence is, for the most part developed and set. For the most part, I can teach or pay to have employees taught the technical skills they need for their work however teaching them emotional intelligence is very, very difficult. Aside from the parents, early educators are positioned in the timeline to make a difference. As employers we barely have a chance at developing a young adult’s attitude and perspective.