Ken Mall EDSI
8 MiMfg Magazine April 2018
PREMIUM ASSOCIATE
Member Spotlight
Ken Mall EDSI
Member since in January 2013 • Employs 50 Michigan workers • Learn more at www . edsisolutions . com
Successful manufacturers want to run their business like the efficient machines in their facilities , yet today ’ s employers are discovering new gaps in their workforce and an array of talent challenges . Educational Data Systems , Inc . ( EDSI ) is a Dearborn-based , national talent solutions consultant working to help manufacturers develop strategies to address each of three unique challenges to building a winning workforce .
“ Manufacturing is the force behind our economic success and the heart and soul of our communities ,” said Ken Mall , managing director of the Dearbornbased EDSI . “ Their facilities are built with efficiency in mind — every piece helps every other piece run better . Gaps and missing pieces affect your efficiency . EDSI works to close those gaps .”
While EDSI doesn ’ t assist in the actual hiring process , the second-generation , family owned business does offer a three-pronged approach to keep companies ahead of the competition .
“ Mistakes relating to talent can be costly — both today and down the road ,” explained Mall . “ Think of talent development in three stages — finding the right person , properly upskilling your current workforce , and securing the knowledge of your workers before they retire . If you win at each stage , you ’ ll never lack for great talent .”
Stage 1 : Identify the Correct Skills
Even before starting the hiring process , manufacturers should determine the skills they need , the skills they don ’ t need and what type of worker will best complement the current team .
“ We ’ ve worked closely with companies across the auto supply chain to identify new skills their workers will have to be trained on as technology advances and other technologies are phased out — you ’ re hiring as much for future skills as you are for skills needed now ,” explained Mall . “ If you know what you need before you go out and get it , you ’ ll avoid the pitfalls of hiring the wrong person and only realizing it years too late .”
Stage 2 : Upskill Your Current Workforce
Once the right talent is on board , employers should provide new employees with the proper training and offer existing workers access to upskilling opportunities . This can come in the form of apprenticeships and internships or through tuition reimbursement with local community colleges and universities .
“ EDSI has also developed more than a dozen apprenticeship programs and provided talent boot camps focused on increasing awareness and skills training for careers in manufacturing ,” said Mall . “ The talent challenge doesn ’ t end when you ’ ve hired a person — it ’ s actually only beginning . Now you have to keep boosting their potential .”
Stage 3 : Retain Your Institutional Knowledge
Manufacturers must also be future-focused . No employee lasts forever and improper preparation for retirement will result in a significant loss of knowledge and experience no amount of training can replace .
“ Decades of experience isn ’ t something a new employee can learn overnight ,” Mall reminds his clients . “ You need a process in place for mentoring and knowledge sharing . The more these essential experiences are retained , the easier future hiring efforts will be .”
Whether a manufacturer is looking at new talent , current talent or retiring talent , utilizing EDSI ’ s services or developing an internal process of your own can make workforce development more efficient and more effective .
“ Manufacturers are so innovative . They are always thinking outside the box and they need to have that mentality when dealing with hiring and training ,” said Mall . “ If EDSI can help solve a challenge you face in the workforce , let us know — we want to help .” 6
EDSI ’ s Dearborn team is committed to providing manufacturers across Michigan with effective talent solutions