Is additive manufacturing a workforce development strategy?

Recently, a potential client asked if we (The Barnes Group Advisors) could give a presentation to their stakeholders. Requests like these are common and topics typically include “Industrial Additive Manufacturing” or “The Future of Additive Manufacturing.”

This request, however, was a bit different. “Kirk, do you think additive manufacturing is a workforce development strategy?”

In brief, yes, I think it could be. But first, a short story.This instantly reminded me of how I found myself working with materials. I was a typical pre-engineer in high school, working on things like a balsa wood bridge building competition and making mix tapes for friends. (Who remembers mix tapes?) I was also seriously into racing bicycles.

There was an article in “Bicycling Magazine” at the time discussing the different materials used in bike frames (aluminum, steel, carbon fiber composites) and some next-generation computerized analysis tools, now commonly known as finite element analysis (FEA). I found it all really interesting, and it led me to write my college entrance essays on my interest in materials in sporting goods.

At the time, I knew very little about materials, but a college selection interview with the late Jack Wallace, of Case Western Reserve University, sealed the deal, and convinced me to attend CWRU for undergrad studies.

Fast forward 30 years, and my love affair for materials still remains strong. I’ve also managed to spend a significant part of my career working with metal powders, which is a good basis for understanding many AM modalities.

Now, to tie my story into workforce development. Industrial AM machines are designed to run unattended, and the best AM designs require a rethinking and redesign of conventional components. AM design requires creativity and usually several pieces of software to accomplish the end goals of design, build layout, and slicing.

A majority of AM designs also require post-processing, but in a slightly different form than that of conventional manufacturing. For example, instead of setting up a mill for many roughing passes to do bulk-material removal, just one finishing pass may be sufficient. There’s something new to learn about the process.

If you’re a manufacturer that is new to AM, there are plenty of avenues to engage your workforce in learning new skills or up-cycling current skills with AM content. Learning new skills at your expense helps your workforce feel more valued and leads to increased employee retention.