The industry lacks resources and the Confederation of Norwegian Employers (NHO), in collaboration with NAV, has taken the initiative to "lift the workforce".
A sea of opportunities in the Norwegian industry!
There is a battle for existing resources within the ISO disciplines (Insulation, Scaffolding and Surface) today and the continued low influx of new personnel will further intensify the battle for labor.
There is a need for increased focus on the opportunities in the ISO industry with the career opportunities that lie there, as well as ensuring that the expertise of the older part of the workforce is transferred to the younger generations.
Bransjen mangler ressurser og NHO har i samarbeid med NAV tatt initiativ til "arbeidskraftløftet".
Dette regionale arbeidskraftløftet skal bidra til å finne løsninger for å øke tilgangen på arbeidskraft, redusere sykefraværet og beholde flere i jobb lenger. En del av løsningen kan være å vurdere å se på hvordan vi kan jobbe smartere med produktivitet, arbeidstid, teknologi, kompetanse og arbeidsmiljø.
Mål om økt sysselsetting
En forsterket arbeidslinje (Arbeidsmarkedsmeldingen), har regjeringen satt seg konkrete mål: Andelen sysselsatte i aldersgruppen 20-64 år skal øke fra nåværende 80,2 prosent, til 82 prosent i 2030, og 83 prosent i 2035.
Hensyntatt SSBs befolkningsframskriving fra 2024 innebærer dette målet at sysselsettingen må øke med 135 000 ekstra frem til 2030, og ytterligere 48 000 flere frem til 2035.
For hele perioden 2025-35 må sysselsettingen øke med 16 600 ekstra i året, og 1 380 i måneden.
Les mer om dette på NHO sine sider her:
Færre unge utenfor
Om lag 10 prosent av de unge er verken i arbeid, utdanning eller på arbeidsmarkedstiltak. Andelen svinger med konjunkturene, men har vært ganske stabil de siste ti årene.
Arbeidstilbudet fra de under 30 år kan øke dersom de blir tidligere ferdig med utdanningen og/eller færre unge blir stående utenfor arbeidsstyrken. Perspektivmeldingen anslår at sysselsettingen kan økes med 15 500 årsverk dersom de unge blir ett år tidligere ferdig med utdanning og med 10 700 årsverk ved økt fullføring av yrkesfag.
Utfordringen
En del av utfordringen ligger i at det generelt er for lite kjennskap til bransjen og fagene. Dermed blir det for få lærlinger og for få som søker seg over til våre fag.
Det er et begrenset opplæringstilbud, skole eller kurs utover det den enkelt bedrift stiller opp med. Videre er det et problem at eventuelle søkere ikke har opparbeidet erfaring. Man må derfor se på hele opplæringsopplegget- slik som man gjør med et lærlingeløp.
To av våre gutter stilte opp for BA
Bergensavisen, BA, ønsket å ha fokus på denne problemstillingen. De tok kontakt med oss og lurte på om vi kunne stille med to kandidater som passer inn i temaet: "Arbeidskraftløftet"
Vinklingen var den at det er mange ledige jobber, men man sliter med å finne nok egnede kandidater, samt at bransjen generelt mangler kvalifisert personell.
Journalisten ønsket belyst:
- Hva gjorde kandidaten for å bli kvalifisert for jobben
- og hvordan fikk vedkommende vite om stillingen
- Hvordan jobber StS-ISONOR for å kurse nye ansatte
Cezar Surma og Daniel Nygård stilte opp!
Cezar explained that he quit his finance job and started working as a specialized laborer with us. He says it’s not as scary as it looks, and that fear of heights can be overcome.
Cezar has no regrets about choosing this career path!
The CEO of StS-ISONOR was able to tell us that we have many employees who are over 60 and approaching retirement age. We need to replace these and it is urgent!
BA also had a chat in the rain with 20-year-old Marcus Haugland Kleppe. He has worked with us since he was 17. His goal is to get a vocational certificate.
She could tell us that we are short of industrial painters, insulators and scaffolders as well as personnel who perform industrial sewing. Furthermore, that we ideally want job seekers who have a trade certificate. We are lucky to have a fantastic course center and that we can provide the necessary expertise.
You can see BA's post here, but it's a subscription thing!:
Mye fri og god lønn- jakter 100 nye ansatte
Our experience and our thoughts on the way forward
We at StS-ISONOR have good experience with cooperation with NAV, through the AMO courses. More of these measures are needed!
Read a story NRK had on the topic back in 2019 with the headline: "Everyone got a job after three weeks of training":
Alle fikk jobb etter tre ukers kurs
The measures must include an understanding of the industry's needs and the challenges it faces. There should be more focus on local youth and job training.
We envision active work being done towards the large shipyards and customers. That more training opportunities and courses are set up that are covered by restructuring funds.
What about introductory courses?
We offer introductory courses in insulation, industrial painting and scaffolding, as well as support for
In-company training, with the goal of passing a professional exam in the subject.
At the shipyards, for example at Aker Stord, you can have your own "Trainee program".
We are thinking of package solutions for courses and experience, recruitment before courses.
Aging workforce
It is important that the older part of our workforce remains in employment for as long as possible. It is important to ensure that the competence they have and the long experience they have can benefit the younger generation.
One could imagine means for these people to provide training and act as sponsors.
Consequences if the trend is not reversed
For us as an employer:
- Challenges in fulfilling obligations in existing contracts
- Challenges in winning new contracts
- Challenges in developing in line with the needs of the industry
Challenges in developing in line with the needs of the industry
- The short-term consequence is that the industry is unable to carry out necessary maintenance.
- Lack of opportunity to further develop the expertise necessary for the green shift
- Dependence on hiring from foreign companies
- Dependence on international expertise when we do not build up our own expertise in Norway
Concrete examples of our experience
Scaffolder Cezar Surma stepped up for the first time in 2022 to share his experience.
Watch the video here:
Cezar Surma forteller om sin erfaring (2022)
Then we have an example of a young man with a completely different background than vocational training, check out this video of access technician Adrian Pedersen from 2022.
