Date of Conferral
2019
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Dorothy Hanson
Abstract
Business leaders’ recognition of the increasing shortage of skilled workers to meet industry demand is a business problem. The purpose of this multiple case study was to explore strategies that business leaders used to recruit skilled workers at 3 manufacturing facilities in South Carolina. The human capital theory was the conceptual framework used for this study. Data were collected from face-to-face interviews with 3 business leaders who demonstrated successful recruitment strategies, a focus group of 4 skilled manufacturing employees hired during the time period of 2018-2019, and a review of company documents. Data were analyzed using Yin’s 5-step process. Six key themes emerged from data analysis: competitive wages and benefits; clean, safe, and stable work environment; employee investment and on-the-job training; use of recruiting agencies and skilled recruiters; strong community relations/image; and industry competition. The implications of this study for positive social change include the potential to provide significant knowledge and skills to manufacturing leaders conducive to the success of recruiting skilled workers to meet their needs. By meeting the demand for skilled manufacturing workers, organizations could boost their bottom line by increasing productivity and sales. Because of greater profits, business leaders could increase their contribution to the community with stable employment and the creation of additional jobs through supplier initiatives.
Recommended Citation
Combs, Jeffery, "Closing the Manufacturing Skills Gap Through Innovative Recruiting Practices" (2019). Walden Dissertations and Doctoral Studies. 7623.
https://scholarworks.waldenu.edu/dissertations/7623
