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APRIL 2023 I PCB007 MAGAZINE 51 repair. We believe that to build better electron- ics, you need people who are better trained. ere is a direct impact in training the right way and building your product the right way. e efficacy of your training program will be evident in the expenses incurred for rework. What are the biggest hurdles that compa- nies face in turning new hires into long-term employees? Competition is a big deal. It is not uncom- mon for employees to leave a company when they can make more money at a neighboring business that pays them more. If you want to develop long-term employees, you need to give them a decent wage and a visible career path- way. Create a culture of learning too. is can be a competitive differentiator. I read a Forbes article 1 recently stating that "76% of employ- ees are more likely to stay with a company that offers continuous training." What advice would you offer managers who are setting up a company's onboarding program? To get started, visit education.ipc.org and take an online demo of these onboarding courses. You can book a free consultation with an IPC learning advisor to see which training solu- tions or courses are the best fit for their com- pany. Our consultations are not sales calls. Our IPC learning advisors will listen and learn about what you want to accomplish and offer real solutions that work. Thanks for your time, Mike. ank you, Andy. PCB007 References 1. "Why Learning and Development is Now a Com- petitive Differentiator," by Mark C. Pena, Forbes. com. The Issues With Talent by Barry Matties Anaya Vardya, CEO of American Standards Circuits, shares a few thoughts on keeping his facility fully staffed and the value of a strong workforce. What keeps you awake at night? What has your attention these days? Honestly, it's being able to hire people, as well as a focus on supporting our existing customers and gaining new customers at the same time. What new employment roles are emerging in circuit board fabrication? Ultimately, we'll upgrade operators to be tech- nicians over time, especially as the complexity of the products go up. That creates paths for growth in the facility. That's something we need the workforce to know: There are good, viable, rewarding careers in manufacturing. That's a valid point. One challenge is that we're looking for employees with zero experience. They don't know, for sure, that this is what they're looking for. We really should be pushing careers, though. Anaya Vardya

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