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Bridging the gap: integrating the low skill worker into the world class workforce / by Regina Wilkinson.

by Wilkinson, Regina

Employees -- Training of

Employee motivation

Occupational training

1v. [various pagings]: ill. ; 29 cm.

Advisor: Roger Austria.

Committee members: Dr. Bruce Thompson, Dr. George Lephardt.

Environmental factors and demographic changes -- Labor shortage in skilled occupations -- Shift toward skilled labor -- Current approaches to pay -- Pay for skills, knowledge, performance -- Adjunctive sub-entry level pay for skills plan -- Components -- Tiers -- Contents -- Skills -- Appraisal -- Training -- Work duties -- Advancement -- Pay -- Customizing plan for specific occupations -- Examples of customized plans -- Computer programmer -- CNC machinist -- Tool and die maker -- Developing commitment -- Motivation, incentives, rewards, policies -- Overcoming obstacles -- Conclusion -- Glossary -- Bibliography -- Appendix A: Business survey of skilled labor B: Maximus Job Resource Center services offered C: Job training / education resources D: Tabulated survey results.

This thesis addresses the problem of the labor shortage in the ‘skilled’ trades. The author conducted original research via a mail survey of over 100 companies in the metropolitan Milwaukee area during the period of December 5, 1997 through January 5, 1998. Survey results indicate 73% respondents have modified pay and/or benefits to accommodate changes in the labor market. Additional data derived from published research conducted by the State of Wisconsin, Department of Workforce Development (DWD) and the University of Wisconsin – Milwaukee, Employment and Training Institute (ETI) was consulted in determining the need for skilled labor.

In this paper, the author developed a sub-entry level, adjunctive ‘pay-for-skill’ plan which, when implemented, will allow employers to train unskilled workers for ‘skilled’ positions. The plan’s adjunctive nature means that the sub-entry level training takes place without altering the company’s existing human resource entry-level pay structure. The plan is appended below the existing entry-level for a specific ‘skilled’ position.

The plan incorporates 8 skill-based pay components: Levels, Contents, Skills, Skill Appraisal, Training, Work, Advancement and Pay. The coordinated components provide a framework that is customizable to train employees for entry-level positions. In this paper, the author provides 3 examples of customized plans: Programmer/Analyst, CNC Machinist, and Tool and Die maker. Plans were customized based upon data collected by the author from the U.S. Department of Labor Statistics, the 1997 Enhanced Occupational Outlook Handbook and other sources.

Finally, the author discusses the subjects of motivation and commitment, based on previous published works of Frederick Herzberg, Abraham Maslow and Douglas McGregor, as they apply to the adjunctive, sub-entry level pay for skills plan.

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