How Manufacturers Can Develop Their Workforce from A to Z — and How MMA Can Help

This article appeared in the October 2026 issue of MiMfg Magazine. Read the full issue and find past issues online.

Developing your company’s workforce should no longer be treated as an afterthought or an HR-only side project. For manufacturers, it is a core business strategy — one that touches every stage of the talent life cycle, from building awareness of manufacturing careers to attracting new employees, training and upskilling incumbent workers, retaining high performers and preparing the next generation of leaders.

That can feel overwhelming, especially for small and mid-sized manufacturers already balancing production demands, technology changes, regulatory requirements and customer expectations. But workforce development does not have to begin with a fully built program or a perfect plan. It can start with one clear question:

What workforce problem are we trying to solve?

That question is at the heart of Talent Pipeline Management, or TPM, a framework developed by the U.S. Chamber of Commerce Foundation to help employers take the lead in building stronger, more responsive talent pipelines. TPM is built by business, for business. It applies supply chain thinking to workforce development, helping employers define demand, organize around shared needs, identify trusted talent providers and measure whether those partnerships are producing results.

For manufacturers, that approach is especially useful because workforce challenges rarely fit into a single category. One employer may need to introduce middle school and high school students to modern manufacturing careers. Another may need a stronger relationship with a local career and technical education center. Another may need to upskill current employees for automation, robotics, quality systems or leadership roles. Still another may be struggling to retain workers because career pathways are not clearly defined.

TPM helps manufacturers move from general concern to specific action. Instead of saying “we need more workers,” employers are encouraged to identify which jobs are most critical, what skills are required, how many workers are needed and where talent is currently coming from. From there, manufacturers can work with education, training, workforce and community partners to build solutions that are aligned with real employer demand.

That employer-led focus matters. Many workforce initiatives are well intentioned, but they can fall short when employers are asked only to advise rather than lead. TPM creates a structure for manufacturers to be active partners in designing solutions — not just recipients of programs that may or may not fit their needs. It also supports collaboration among employers that share similar talent challenges, making it possible to build solutions at a scale that one company may not be able to achieve alone.

The good news is that manufacturers do not have to tackle the full A-to-Z workforce roadmap all at once. Practical entry points include:

• Assessing current and future workforce needs
• Building student awareness through plant tours, classroom visits, career events and educator partnerships
• Creating upskilling and reskilling pathways for existing employees
• Developing clearer internal career pathways to support retention and advancement
• Learning from peer manufacturers that are already investing in talent development
• Strengthening connections with schools, community colleges, training providers and workforce organizations

Where MMA can help.

As the statewide voice for Michigan manufacturers, MMA is positioned to connect members with partners, programs, tools and examples that make workforce development more manageable. MMA’s Workforce Solutions staff have been fully TPM trained and certified and have direct experience using the TPM framework in real-world situations to help manufacturing employers across the state. The U.S. Chamber of Commerce Foundation recently recognized MMA’s team for its impactful role in strengthening Michigan’s workforce through use of the TPM process. Whether a company is just beginning to think about school partnerships or is ready to explore a structured TPM-informed strategy, MMA can help manufacturers understand their options, identify relevant resources and connect with organizations that can support their goals.

MMA’s Workforce Solutions work is designed to make it easier for members to find practical help without having to navigate the landscape alone. That includes highlighting proven models, sharing success stories, connecting manufacturers with trusted partners and elevating opportunities for employers to engage in talent pipeline work at the local, regional and statewide levels.

For manufacturers, the next step does not have to be complicated. Start by identifying one critical workforce need. Define it clearly. Look for partners who can help. Learn from peers. And connect with MMA to explore how the right workforce solution can support your company today while building the talent pipeline Michigan manufacturing will depend on tomorrow.