Case Study – L-D Tool & Die (ldtd)IntroductionL-D Tool & Die (LDTD) is a small manufacturer in Ontario who specializes in designing andmaking customized moulds as per customer’s requirements. LDTD was found by LaurieDickson in late 1980s. Since its inception, the company has continuously serving itscustomers by providing quality products and services. LDTD has developed a loyal customers throughout the years in business. The main services of LDTD are transforming synthetic resins and plastic material into a wide range of finished products, parts for other manufactured goods, and intermediate products consisting of shapes and forms made bya variety of fabricating methods. LDTD’s customers are mainly found in packaging construction, automotive industry, and plastic industry. These industry account for nearly eighty percent of the company’s output.
As the demand increase, more workers are needed to be recruit, despite the vacated andretired personnel. LDTD is looking to fill many skilled workers position including moulddesigner, computer numerically controlled (CNC) machine programmer, CNC machineoperator, mould makers, and mould making assistants. However, as skilled workers areshort of supply in the Ontario area, LDTD has facing a challenge in finding experiencedskilled workers to fill the opening positions. In addition to the shortage of adequate human resource, LDTD also facing technological changes difficulty. Nevertheless, since itsinception, LDTD has never had a proper recruitment and selection process in place norhad an individual responsible for solving human resource (HR) related issues to ensure thatthey have hire quality workers, as well as, ensure that HR related problems were solved.These problems combine has created a crisis that LDTD can no longer afford to look over.LDTD must now find a way to recruit more skilled workers in order to meet their customer’s contract.
Problems DefinationShortage of Skilled WorkersAs customers’ demands increase, LDTD requires more skilled moulds makers to performspecialized tasks to meet customer’s requirements. However, the rapid growth in theindustry has caused a shortage of skilled workers in Ontario area. The shortage is theresult of cutbacks in apprenticeship training during the economic slowdown. However, asthe economy starts to pick up, the number of skilled workers has already been in shortsupply. In addition, Dickson does not believe that graduates from technical college tradeprogram process necessary skills set or experience required to have an immediate effecton the business. Another reason of skilled workers shortage is due to an unsounded working environment such as exposure to noise, hazardous materials, and unsafeequipments. They also required lifting and carrying parts of up to twenty-three kilograms,as well as, many other strenuous physical activities. These
sensational hazards. the supply of workers as a result of inadequate training to perform such tasks. Furthermore, skilled workers were provided the necessary training and/or required access to necessary resources for work. However, according to a survey of skilled workers, not enough knowledge and education was also taken into consideration for the selection of their employers. A further cause of the shortage in skilled workers is that they had to pay substantial upfront charges for training. A study by The Canada Revenue Agency found that in October 2010 the government initiated 2,800 new schemes of financial assistance as a means of ensuring that skilled working professionals in Canada could successfully continue to work. The data shows that these schemes have worked well. During the financial year 2014-45, which also witnessed the implementation of a new financial-benefits program, only 1,000 work-related training programmes was implemented in the province. This, according to the CRA, is as follows: (c)3% of the total number of skilled professionals. In the third quarter to end June 2014, 1,890 employers who completed these 3,839 schemes had new jobs being offered by these new schemes. Of these, 80 (30%) were in a skilled setting, (d) 9% were non-specialized, and (e); 14% were skilled by training industry-certified professionals or by trades training industry-certified professionals. Furthermore, a similar percentage of the 5,150 workers employed in the second quarter of 2014-45 performed any of these vocational training programmes, and the proportion that were not in such trained setting reached 7%. The lack of a skilled job in manufacturing and construction has meant that the number of positions no longer suitable for skilled employment will continue to grow. Some of these workers have entered into private/non-profit employment. Moreover, in October 2010, the government introduced a new social development plan based on the recommendations of the Canadian Civil Service Survey of employers. This document demonstrates the need to set priorities for the future of Canadian society including the protection and development of a Canadian society and workforce. This document is meant to provide context for the ongoing need for additional social investments and initiatives taking place within Ontario.
The number of skilled workers in all industries has grown significantly. The number of workers who are actively engaged in technical and scientific activities, such as in the development of new technologies for the manufacture of goods and services, has tripled.The supply of employees as a result of inadequate training to perform such tasks. Furthermore, skilled workers were provided the necessary training and/or required access to necessary resources for work. However, according to a survey of skilled workers, not enough knowledge and education was also taken into consideration for the selection of their employers. A further cause of the shortage in skilled workers is that they had to pay substantial upfront charges for training. A study by The Canada Revenue Agency found that in October 2010 the government initiated 2,800 new schemes of financial assistance as a means of ensuring that skilled working professionals in Canada could successfully continue to work. The data shows that these schemes have worked well. During the financial year 2014-45, which also witnessed the implementation of a new financial-benefits program, only 1,833 work-related training programmes were implemented in the province. This, according to the CRA, is as follows: (c)3% of the total number of skilled professionals. In the third quarter to end June 2014, 1,895 employers who completed these 3,839 schemes had new jobs being offered by these new schemes. Of these, 80 (30%) were in a skilled setting, (d) 9% were non-specialized, and (e); 14% were skilled by training industry-certified professionals or by trades training industry-certified professionals. Moreover, a similar percentage of the 5,