Patrick Dippel’s Post

Compensation for good engineers in our industry has been stagnant for years. Nowadays there’s no need to stress yourself out if you can get a driving job making 100k a year which is more than most max pays for good engineers. Engineers take the stress out of the job and shoulder a majority of the responsibility when it comes to correctness of product. The average compensation is 78 to 90k a year. That’s a lot of unneeded stress if you can drive a truck for UPS and FedEx for 120k? I really think millworkers need a correction in this area…If not I suggest millwork engineers unionize! Unions are for fair compensation for the worker that’s why they were created.

In this post I will summarize my comments in my previous post about the three costly mistakes companies make when acquiring HPU's 1.   No specifications from production company: A company - especially if the company is going (or has) to acquire numerous HPU's MUST develop specifications for HPU's. The specifications must include safety, reservoir design - including service, environmental considerations, ease of set-up, maintenance, and testing, filtration, performance monitoring, etc. 2.    No specification from the production machine’s designer: When the production machine’s designer submits the HPU for bids, if the RFQ is limited to flow, pressure, and horsepower (simplified), it leaves the bidder with the opportunity to build the HPU as cheaply as possible. However, if the machine’s designer combined the production company’s specifications with additional design features determined by the HPU’s design engineer, the low-bidder’s hands would be tied, which would level the bidder’s playing field and root out unscrupulous bidders.   3.   Standardization: Standardization is imperative because it can substantially reduce inventory, purchasing agent's time, downtime, maintenance technician's time, component availability, etc.  There are two incidence that come to mind with respect to the lack of specifications and standardization: 1.    I was working with a brick manufacturing plant that was inundated with downtime due to hydraulic problems. When I started working with the company their HPU’s – they had dozens, had over 30 different filters and elements, most of which were unsuitable for hydraulic system (low bid). When I was done there were only three high quality elements on their machines. 2.    For several years I was helping a mine troubleshoot the hydraulic systems in their concentrator, refinery, and smelter. There were occasions when I was called out on a Sunday to help them. In one instance they needed a valve, but the local hydraulic component suppliers that may have had the valve were closed. They were surprised when I returned from their warehouse with the valve they needed. Their maintenance team did not have the training and knowledge to know that a DO8 valve from one machine could adapt to a DO8 valve from another machine.  The lion’s share of the problem was ignorance. Many maintenance managers and supervisors have no clue as to how much a few days of training can reduce downtime and frustration.  Conclusion: Low bidding, lack of specifications, and untrained technicians cost manufacturing companies in America billions of dollars in lost production, overtime wages, unnecessary parts replacement, exorbitant freight bills, etc., annually. It also contributes to significant environmental problems because "low-bid" causes millions of gallons of hydraulic oil to be wasted. Moreover, an untold amount of pollution is created because leaking hydraulic oil is soaked up by oil absorbent products that wind up in landfills.     

How to Find and Retain Assembly Line Workers. Assembly line workers play a crucial role in the manufacturing industry. They are responsible for assembling products, operating machinery, and ensuring smooth production processes. Finding and retaining qualified assembly line workers can be a challenge for companies. In this article, we will explore the key responsibilities of assembly line workers, essential skills for success in this role, effective strategies for finding qualified candidates, interview techniques, the importance of training and development, and retention strategies.

Could Generation Z be the answer to manufacturing’s persistent labor crunch? Recent trends support the idea that more Gen Z individuals are opting for trade schools and vocational training and setting their sights on the factory floor, embracing the moniker "The Toolbelt Generation." What is this shift driven by and how can manufacturers attract more Gen Z workers? Explore this topic in detail in our post "The Toolbelt Generation: Why Gen Z is Gearing Up for Skilled Trades: https://lnkd.in/g3qEXv2i #manufacturing #staffing #recruiting #manufacturingnews #labor #manufacturingjobs #jobsreport #madeinusa #skillsgap #technology

Great post Tom Griffin! If you've got any welding applications and you're consistently replacing your standard sensors and cables, let's have a conversation. Balluff Americas has many solutions to help with tough welding applications.

Enduring poor shop conditions doesn’t just impact job satisfaction — it also can hurt the bottom line.👎Here are three tips for frontline workers to request much-needed machine shop improvements. https://bit.ly/3SZ8oSA #MasterFluids #Metalworking #Machining #MetalworkingFluids #ManufacturingIndustry #Manufacturing

This is a huge topic in engineering right now.   If you haven’t started doing this yet, read this article and start planning for your team today.   Succession planning is crucial to the future success of your business. Preparing now will be the difference between having a team that can sail through with ease or having to constantly recruit and play catch up.  Start your success today by following these 4 stages 👇  https://lnkd.in/ebtGxcAm  #SuccessionPlanning #Engineering #SkillsShortage

Are you plagued with finding and training qualified workers? You're not alone. "I just wish our operators would show up for work..." "We can't seem to find and hire enough people to maximize our lines..." "We could process double what we are doing now, but we don't have enough folks to rack parts!" Picture a world where operator turnover and training headaches are a thing of the past... Imagine a solution that not only addresses the challenges of retaining and communicating with skilled workers but also streamlines the training process, ensuring that every employee is equipped with the knowledge and expertise to excel in their role. In this utopia... ✅ productivity soars ✅ quality is never compromised ✅ operational disruptions become a distant memory ✅ margins are healthier than ever According to the National Association for Manufacturers, there were 570,000 manufacturing job openings in March 2024 and studies have found that leveraging new technologies plays a critical role in attracting and retaining employees. For example, according to Techjury, companies that employ thorough onboarding programs using technology see an 82% increase in employee retention rates. Did you know that Steelhead offers streamlined onboarding and training within the all-in-one manufacturing ERP? Don't just take our word for it 👇 Ian will tell you how Beans Best Manufacturing uses Steelhead to allow him, a new employee, to get his work done confidently. Are you ready to attract and retain qualified workers with Steelhead? #manufacturingERP #manufacturing #fabrication #jobshopsoftware #steelheadstrong

Lumber #businesses depends on hard working #employees who understand the industry. In PLM's Tips from the Toolbox, we offer some advice on attracting and retaining good #drivers. Take a look through the link below. #lumber

Did you know we carry many rollers in-stock and can often ship same-day? We've got you covered when it comes to your roller needs. #conveyors #rollers #materialhandlingequipment #manufacturing