The so-called “Generation Y” is a large sector of the population with diverse interests and career ambitions. Unlike previous generations, this age group tends to seek positive re-enforcement during the working process – causing companies to re-assess daily management practices, bonus and promotion structures.Over the last several years, the H.R. Committee has worked with industry partners to design recruiting and retention programs for potential employees who have recently entered the job market. These include recent high school and college graduates. The baking industry realizes that recruiting and retaining these employees is critical to their future. ABA is working with member companies and industry experts to devise programs that meet the potential employees’ needs, while meeting the industries needs over the coming years. ABA and the baking industry remain committed to being an “employer of choice.”
The future of wholesale baking industry is dependent upon retaining and attracting highly skilled talent at all levels of the workforce. With an estimated 50,000 positions to fill in ten years, the industry is fortunate that it has key assets in Kansas State University, American Institute of Baking, and American Society of Baking to help educate and train the next generation of bakers, suppliers and equipment developers. ABA’s Human Resources Committee is creating a Workforce Development Task Force to coordinate the industry’s efforts.
Talent Management, Strategy and Implementation – Presentation given at the HR Committee 2012 Winter Meeting