In this example, a large manufacturer (500+ employees) is permanently reducing its workforce by 60%, including centralizing all its administrative functions in a facility in another state. As a direct result (not to mention the indirect impacts), the local area will experience the displacement of many persons concentrated in the following occupations:
Professional Occupations: Accountants, Management positions
Technical Occupations: Accounting Clerks, Industrial Machinery Mechanics, Welders
Low-skilled occupations: Team Assemblers, Packagers, Freight and Stock Handlers
Key Strategic Decision Point:
Re-employment v. Skills update v. Re-training?
A: Skills Update/Re-employment:
Several of this firm’s accountants graduated several years ago and while they have kept up with standard practices and regulations, several of the clients speak of a need to upgrade their skills with modern accounting software packages.
The few machinery mechanics and several skilled welders being laid off are in demand by other employers within the region based upon job listings and requests/concerns from local employers.
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C: Re-Training Team Assemblers:
With a short-term skills update in basic solar panel fabrication the assemblers from this facility would be available for a local firm that is exploring opportunities in the residential and commercial energy efficiency improvement field (given available federal funding).
D: Re-training Packagers:
Almost all of the laid off packagers will need staff assistance to explore other career opportunities available with one of the 12- to 18-month training programs through the local community college.