HRM is a key pillar to the success of manufacturing industries, because to ensure your

business can overcome the challenges threatening the industry, you need to make sure you
have a skilled workforce.
“HR can help to ensure that staff are retained and create value and performance-based
reward systems. Another important role that HR plays in manufacturing businesses is that
they are able to create better recruitment processes, on-boarding training, and training,
which can help to eliminate the skills shortage gap altogether,”.
So, what are the HR functions that your business needs?
1. Recruitment
The most important part of HR in your manufacturing business is recruitment and finding the
right people for the job.
However, finding talent in the manufacturing industry can be difficult, because younger
generations aren’t as interested in these roles. According to a Deloitte/Manufacturing
Institute study, the skills gap may leave 2.4 million manufacturing positions unfilled between
2018 and 2028.
It is becoming increasingly important for HR to provide high-quality recruitment processes in
order to attract the talent to fill these roles.
2. Compensation Packages
Workers are expecting more than a basic wage, they require incentive programs and
compensation packages. For example, a job hunter might be looking for a manufacturing job
that also provides benefits, perks, and bonuses.
This is a critical HR function that can help to ensure your business attracts the best talent,
which in turn makes more money for your business than you lose.
3. Training
Training is an important HR function that can ensure your employees remain engaged with
their work and feel proud to be part of your manufacturing business. It also helps to show
your employees that you value them and are willing to invest in them and their skills.
Job training, mentoring, coaching, career development, tuition reimbursement, motivational
speakers, and volunteering, are all great ways HR managers motivate a workforce and help
to improve productivity.
4. Appraisals
Another important HR function is employee appraisals because they also help to ensure
employee engagement is high. Appraisal programs can be designed to fit specific
manufacturing businesses, so that your employees feel valued, which is very important for

employee retention.

Human resource management in these industries involves several processes. Together they are
supposed to achieve the above-mentioned goal. These processes can be performed in an HR
department, but some tasks can also be outsourced or performed by line-managers or other
departments.

When various categories that than be considered in the manufacturing sector are: -

Chemical Industry

Pharmaceuticals

Construction

Aerospace Manufacturing

 Tyres

Automobiles

Electronics

engineering

Energy

Industrial Designing

Metal working

Textile

Telecommunications

Plastics

Jewellery

Metal casting

 Food and beverages, etc

effectively integrated they provide significant economic benefit to the company

DuPont

 is an American chemical company that was founded in July 1802 asa  gunpowder mill by Eleuthère
Irénée du Pont. 
DuPont is currently the world's second largest chemical company (behind BASF) in terms of  market
capitalization and fourth(behind BASF, Dow Chemical and Ineos) in revenue 

DuPont has also been significantly involved in the refrigerant industry, developing and producing
the Freon(CFCs) series and later, more environmentally friendly refrigerants

 DuPont Company, in full E.I. du Pont de Nemours & Company, American corporation

engaged primarily in biotechnology and the manufacture of chemicals and
pharmaceuticals. The company was founded by Éleuthère Irénée du Pont (1771–1834)
in Delaware in 1802 to produce black powder and later other explosives, which remained
the company’s main products until the 20th century, when it began to make many other
chemicals as well. DuPont now makes a broad array of industrial
chemicals, synthetic fibres, petroleum-based fuels and lubricants, pharmaceuticals,
building materials, sterile and specialty packaging materials, cosmetics ingredients, and
agricultural chemicals. It has plants, subsidiaries, and affiliates worldwide. Its
headquarters are in Wilmington, Del.
Resume Review

Our Talent Acquisition team will review your resume to confirm you have the right experience and
qualifications to excel in that position, before shortlisting the most qualified candidates. Everyone
who applies for a job at DuPont will receive a response from us as soon as possible.

Telephone Screening
Depending on the role, a member of our Talent Acquisition team may schedule a follow-up
conversation to learn more about you and determine whether you’re a good fit for the role and
DuPont. We'll also take the opportunity to answer any questions you have about DuPont, because
we want to make sure that we're the right place for you.

Interview

Once we’ve confirmed mutual interest and fit for the role, you’ll be invited to an onsite interview,
where you’ll meet with a Hiring Manager and other potential team members. Most interviews will
consist of behavioural-based questions, and in some cases an assessment, that will allow us to learn
more about you.

Training and Development

Learning is a continual process in DuPont. As your career progresses, there are opportunities to

enhance employees professional and personal skills. A formal process, known as Targeted
Development, helps in planning development to meet both business and personal goals. DuPont
recognizes the effectiveness of experiential learning and values "on-the-job "training as a primary
means of development. The company's collaboration with many leading universities, research
institutions, companies, and industry & professional organizations also often present unique
developmental experiences. . DuPont also offers a program that provides financial assistance to
employees pursuing courses at academic institutions

Formal training is another important avenue for gaining new skills. Each business within the
company has ongoing training programs that are designed specifically to maximize the performance
of its employees in meeting business objectives. The DuPont University taps on the expertise of
external training providers and the company's own functional experts to offer a wide range
of courses in areas such as Leadership & Management, Sales &Marketing, Finance, Manufacturing,
Human Resources, Information Technology, Personal Skills, and Safety & Health. Other development
opportunities include training sessions and seminars presented by industry or professional
organizations

HR Practices at Du Pont

Du Pont encourages its employees to balance their work and personal responsibilities, through
programs like the following:

Family Leave

When you need time off to meet changing family responsibilities and respond to different life
events, Family Leave provides options and allows you time away from work without hurting your
career or your benefits coverage. Family Leave is available to all full-service employees for
maternity, paternity, adoption, or placement of a foster child, or to deal with the serious illness of a
parent, spouse or child. This unpaid leave of absence is in addition to paid time off for disability or
vacation. Benefits continue at the same level as they were prior to the leave, and there is an option
to earn credit for part-time work with service. A commitment to return employees to the same or
similar job of comparable pay and status is part of this program.

Guidance Resources

Guidance Resources helps you manage your work/life responsibilities with practical advice, useful
materials and local referrals. personalized and confidential consultation with experienced
counsellors on topics such as:

Parenting, Education information and college planning, Caring for adults, parents and
older relatives.

Caring for self, Career planning

Flexible Work Practices

Flexible Work Practices have been designed to help better balance the needs of both the business
and the employee. Dupont encourage the use of Flexible Work Practices because they can help
employees juggle their personal obligations while managers try to seek a creative and productive
means of meeting the business needs

Dependent Care Spending Accounts (DCSA)

Spending accounts enable employees to pay for childcare with pre-tax dollars. they may select this
benefit yearly by choosing the DCSA option during the annual Bene Flex change period.

"Just in Time Care"

"Just in Time Care" is currently available at selected sites. This emergency/ backup service links
employees to a variety of dependent care options such as in-home dependent care, drop-in centre-
based care for children and elders; work-site or near-site school holiday and snow day care; and
centre-based sick care.

Adoption Assistance
This program is designed to assist employees with the expenses incurred when they legally adopt a
child. Covered expenses include agency fees, legal fees, court costs, temporary foster care before
placement of the child, medical expenses of the birthmother and medical expenses of the child.