{domain:"www.qualitydigest.com",server:"169.47.211.87"} Skip to main content

User account menu
Main navigation
  • Topics
    • Customer Care
    • FDA Compliance
    • Healthcare
    • Innovation
    • Lean
    • Management
    • Metrology
    • Operations
    • Risk Management
    • Six Sigma
    • Standards
    • Statistics
    • Supply Chain
    • Sustainability
    • Training
  • Videos/Webinars
    • All videos
    • Product Demos
    • Webinars
  • Advertise
    • Advertise
    • Submit B2B Press Release
    • Write for us
  • Metrology Hub
  • Training
  • Subscribe
  • Log in
Mobile Menu
  • Home
  • Topics
    • 3D Metrology-CMSC
    • Customer Care
    • FDA Compliance
    • Healthcare
    • Innovation
    • Lean
    • Management
    • Metrology
    • Operations
    • Risk Management
    • Six Sigma
    • Standards
    • Statistics
    • Supply Chain
    • Sustainability
    • Training
  • Login / Subscribe
  • More...
    • All Features
    • All News
    • All Videos
    • Contact
    • Training

Is the Problem Incompetence or Lack of Training?

Make sure your workers have the best possible chance to succeed

James daSilva
Mon, 03/12/2018 - 13:01
  • Comment
  • RSS

Social Sharing block

  • Print
  • Add new comment
Body

One of the common complaints you’ll hear today is executives saying how there isn’t enough talent out there, not enough people with the right skills or even the willingness to learn. They say that people—almost always “young people”—are too eager to jump ship.

ADVERTISEMENT

What are companies to do when there’s not enough talent and what talent there is will just leave?

I can sympathize with this, to an extent. It’s a tight labor market (though maybe not as tight as claimed), and certain jobs are harder to hire for than others. Less glamorous jobs that require computer or technical skills can be especially vexing to manufacturers and other employers. Trucking companies can struggle to find candidates who can pass federal drug-testing guidelines. Rural areas can face obstacles that cities don’t in attracting people.

 …

Want to continue?
Log in or create a FREE account.
Enter your username or email address
Enter the password that accompanies your username.
By logging in you agree to receive communication from Quality Digest. Privacy Policy.
Create a FREE account
Forgot My Password

Comments

Submitted by Alan Metzel on Mon, 03/12/2018 - 14:18

Amen!!!

Well said! All problems are a management issue. Wrong tool - who mandated it.   Wrong machine - who chose it. Wrong material - who specified it. ... and, as so well stated, while there are ambitious people who will undertake training on their own, the onus is on management.

As for retaining nonperformers, there is likely no greater morale deflater to a performer than working side by side with a nonperformer. Performance will devolve to the least common denominator.

  • Reply

Add new comment

Image CAPTCHA
Enter the characters shown in the image.
Please login to comment.
      

© 2025 Quality Digest. Copyright on content held by Quality Digest or by individual authors. Contact Quality Digest for reprint information.
“Quality Digest" is a trademark owned by Quality Circle Institute Inc.

footer
  • Home
  • Print QD: 1995-2008
  • Print QD: 2008-2009
  • Videos
  • Privacy Policy
  • Write for us
footer second menu
  • Subscribe to Quality Digest
  • About Us
  • Contact Us