By Mr.Ankan Mitra
iNARTE Certified ESD Engineer,
Lead Auditor for ISO-9001 & IPC MIT

The frontiers of human expansion in every field are supported by Electronics; from transportation to medical electronics to energy. To keep up with this immense demand from various industries electronics industry professionals needs to be equally disruptive in their thought process whether it is OEMS, electronics manufacturers or any other service provider in the value chain.

The book “Art of Electronics” starts with the emphasis of use of both the left brain and right brain in the study of Electronics as an Engineering science. Left brain empowers imagination while right brain brings in logical thinking. Human Resource (HR) professionals in Electronics Industry are tasked with this very unique challenge of identification, on-boarding and retention professionals from this unique talent pool.

Considering Indian conditions where more than 500,000 engineers graduate every year conversion factor of Electronics Engineers joining their industry is one among lowest.

This compounds the challenge of HR professionals as they try to attract engineers from other industries which provide more short-term benefits.

In the quest of building great Electronics companies some of the key steps which I realize successful HR professionals can take are:

  1. Explain short, medium and long term benefits within Electronics industry
  2. Act as a bridge to share latest industry developments with universities
  3. Encourage people within their organization to share their success stories
  4. Help identify career path mapped to skills and source from where skill can be obtained

Explain short, medium and long term benefits within Electronics industry

Electronics industry is highly dynamic driven by innovation as against many other industries which have evolved retaining many of legacy practices. While the basic principles of entry to electronics industry stays the same, being successful in a continued career requires lot of learning within respective domains within this industry as the tool evolves due to the new constraints introduced by the market demand. To give an example, while the design principles for designing a PCB stays the same with higher constraints of heat dissipation, space and interference reduction the industry professionals need to learn and re-align on a daily basis.

In view of this scenario while it becomes very difficult for Human Resource professionals to present a hierarchical structure which other industries can easily present and make engineers comprehend.

Human Resource professionals, for Electronics Industries need to present a very flat organization structure and how a peer network within and external to the organization ensures continuous learning and development within the industry. Further HR professionals can also highlight how depth in domain is achieved through working with suppliers, customers and various tool vendors.

Hence instead of mapping qualification, certification and years of experience; it is specific project deliverable and complexity of projects needs mapping to define career progression in the industry.

Act as a bridge to share latest industry developments with universities

Organizations representing Electronics Industry needs a far higher reach-out to universities telling them about what is new and futuristic in the industry.

While telling university students can only result in peripheral understanding, actual exposure to small modules to various projects in the form of constraints can help organizations achieve innovative ideas. This benefits organizations in two basic ways:

 

  • Organizations find potential talent
  • Instead of recruiting fresh talent and then deciding a path forward, HR professionals can identify a natural progression plan

 

Encourage people within their organization to share their success stories

Attracting right talent for a niche industry requires lot of publicity and nothing can be better than getting help for passionate employees who want to interact with like-minded people from younger generation. Further a live example may be of someone from their own university really helps establish the connection with employee sharing their own story.

This not only strengthens bond of existing employee with the organization but also helps the student identify someone very much within his or her reach who can clarify key questions related to Electronics Industry as a career choice.

Help identify career path mapped to skills and source from where skill can be obtained

While we noted difficulty of position titles in a flat organization which is very typical of Electronics Industry it is still possible to build a very detailed map of sources from where relevant skill can be obtained for each of the domains relevant to an Electronics organization.

To give an example of VLSI design industry it is possible to map sources of learning and experience for design software, manufacturing and decision gates of VLSI design. These sources can be both external and internal to the organization.

However while an engineer chooses a particular domain he or she has to stay connected to these resources and keep track of the changes and understand them.

In many cases a certification for such complex domains of electronics Industry does not help since the latest industry information cannot be included in the certification courses due to intellectual property limitations.

Conclusion

Recruiting the right resource is a major challenge for HR professionals in Electronics Industry. There are several key aspects like attitude and willingness for success needs evaluation, with the application of above frame-work HR professionals should be one step closer to identifying the right talent.

About Author: Ankan is the first iNARTE Certified ESD Engineer in India since 2007 and also Lead Auditor for ISO-9001. He has worked closely with different types of Electronics organizations towards successful implementation of ESD Control Programs as well as improving designs for inherent capability towards handing ESD or any over voltages. He had been certified to train on various IPC standards