Hoganas Workplace: A Case Study

North American Hoganas Incorporated main goal is to make more for less. As a company, they specialize in manufacturing high crafted metals for commercial usage. The top five products they manufacture are brazing filler metals, inductor and power cores, powders for sintered components, thermal surfacing powders, and soft magnetic components. With their products, they want to strive to make the world eco-friendlier by creating well made products with less natural resources. As a group, we interviewed Lindsey Hilbrecht, who is head of directors at Hoganas, with the intent of finding a problem in Hoganas workplace. With the information Lindsey has left us, we as a group plan to propose a workable solution, and provide alternatives that Hoganas
One topic discussed, pertained towards the high retirement rates the company is facing. Too many specialized skilled employees are retiring and made up a majority of what they call the “baby boomer” generation. This is creating a problem for the company because they are having a hard time hiring skilled specialized employees as replacements. Another topic discussed, addressed the low number of students graduating from high school and not coming out with the drive of becoming a blue-collar worker. Hilbrecht, explained how many students graduating from high school, are being directed towards a four-year school, rather than an industrial position. The last objective we covered in our interview pertained to low production levels. Lindsay explained, since Hoganas is hurting for employees with specialized skill sets, this is causing low production levels. As a company, they are lacking employees with special skill sets to perform certain tasks, which is ultimately hurting the overall production levels. With Hilbrecht’s feedback, we as a group plan to establish goals that Hoganas can reach. We will propose alternatives that will solve each of the problems discussed in our interview. By the end of the proposal, Hoganas as a company, will be able to reach goals and practice the alternatives we suggest, which will aid them to succeed as a
There are a couple of ways to tackle the low demand of high school graduates that are not choosing to join the industrial work force. Firstly, we suggested, increasing the starting pay, to attract the younger population that Hoganas, is determined to bring on. We feel that this will positively influence the young and new employees. Another way to solve the problem, is to give the employees better benefits to support themselves and families with. The young newcomers will be more likely to join, because they will see that the company cares about their wellbeing. Also, this will spark drive to join, because the new employees will be covered through health care. Once they are covered with health care and a safe starting wage they will have a positive image of Hoganas, and gain the desire to stay with the company. Another idea we voiced, was to influence the younger population by advertising new job openings all over. Advertisement could be through a commercial on the radio, internet, and the T.V. If Hoganas, increases advertisement and highlights desirable incentives that focus on high school graduates, then these young newcomers will spark interest to join forces with the company. There are many incentives that Hoganas as a company can attempt to spark an interest in the younger population, which will overall increase the