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Oberg remains proactive in other ways while seeking out qualified applicants. This includes relationships with local vocational schools and career centers and, more recently, a deep dive into high schools. This includes placement of equipment along with STEM training and teach- ing methods—essentially pre-appren- ticeship programs, according to Greg Chambers, Oberg director of corpo- rate compliance.
“It’s been wildly successful,” he says. “We’ve hired 15 to 20 students through academic-focused high schools who then attend career centers.”
Partnering with a local high school, in 2014 Oberg established the Junior Apprentice Advantage ( JAA) program, offering industry-specific training to qualified high-school students and pro- viding an avenue for the company to interact with the students and their parents on apprenticeships and the value of manufacturing careers.
“Instant pay combined with the ability to earn a degree with no college debt after successful apprenticeship training has been a real eye-opener to high-school students,” says O’Brien, commenting on JAA.
Oberg also has expanded its co-op activities with high schools and col- leges, which helps promote the com- pany and attract potential employees.
Doubling down, as O’Brien says, on agility with its own diverse workforce, the company has implemented what it calls a transferable-skills index with the goal of providing skilled personnel in all areas of manufacturing in response to business ebbs and flows. Of course, success here rests on the ability to assess skill levels and cross-train.
“Employee development is over- looked by so many companies in our industry,” says Chambers, stressing that employees can’t be expected to grow and succeed without resources or skills development.
To that end, the company has invested heavily in mentor training via a formal four-week classroom and shop-floor program to develop employ- ees tasked with developing those under them. Those completing the course receive NIMS certification for on-the- job training and are compensated for their efforts—Oberg currently has 62 NIMS-certified mentors and predicts as many as 90 by year’s end. Also, via the National Network, Oberg has insti- tuted a Common Employability Skills curriculum featuring weekly one-hour sessions taught by employees and tak- ing into account nontechnical skills such as communication and critical thinking.
Recognizing and rewarding signifi- cant achievement and effort put forth by employees, training at Oberg also includes college recognition for those qualified, allowing them to receive a certificate and walk with other college graduates on graduation day.
Ajax Metal Forming Solutions, Fridley, MN
Standing still is not in the DNA of Ajax Metal Forming Solutions, but continuous training and career build- ing is. The Fridley, MN, supplier to heavy-equipment, durable-goods, architectural/construction and HVACR OEMs has undergone some big
changes since 2011 when it was hon- ored as a Metalforming Pioneer in workforce development. Then, E.J. Ajax and Sons, Inc. and its 30 employees prided themselves as champions of manufacturing , with the need to pro- mote the industry and make it as
rewarding as possible for those who choose that path.
Today, the company boasts 70 employees and has doubled sales as well as square footage. And, as of last fall, it became Ajax Metal Forming Solutions through its acquisition by Heartland Equity Partners. As part of the sale, Kent Djubek continued as president of Ajax while increasing his ownership position, and Don Well- man, vice president of sales and mar- keting, also expanded his ownership stake. Erick and Tom Ajax, members of the family that founded the com- pany in 1945, continue as equity own- ers and have joined the board of directors.
Building on Training Program Every Day
“Our new entity is just as committed to the professional development of our colleagues as the Ajax family was,” says Djubek, noting that he started as
As Ajax’ human resources and operations director, Curt Jasper, along with human resources administrative assistant Courtney Mickelson, leads the charge in recruiting and retaining talent, and helping that talent succeed personally and professionally.
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