Upskilling and training are no longer optional—they are strategic imperatives for the tool and die industry. As the workforce ages and technology advances, companies must act decisively to bridge the skill gap and secure their competitive edge. It is time for manufacturers, training institutes, industry bodies, and governments to come together and create a holistic, scalable, and future-ready ecosystem. Only through collective effort can the industry overcome workforce shortages and build a resilient foundation for decades to come.
-Sudhanshu Nayak
The tool and die industry is the unsung hero of the manufacturing world. From automotive to aerospace, consumer electronics to medical devices, almost every sector relies on high-precision tooling and dies to shape, cut, and form components. The industry forms the backbone of industrial growth, ensuring that parts are produced with accuracy, consistency, and speed. However, as essential as this sector is, it is facing an escalating crisis—a growing shortage of skilled workers.
Why is there a Workforce Shortage?
The workforce shortage is driven by a combination of factors. A large proportion of the skilled workforce is aging and retiring, and there are not enough young professionals entering the trade to replace them.
Meanwhile, the gap between the skills needed by modern tool rooms and the competencies of incoming workers continues to widen. Without intervention, this shortage threatens to slow down production cycles, increase costs, and hinder innovation. Let’s examine some of the factors responsible:
- Demographic Challenges: One of the most pressing concerns in the tool and die industry is the demographic shift. A significant portion of the workforce comprises individuals nearing retirement age. The exodus of these experienced professionals is creating a vacuum of knowledge and expertise. Compounding this issue is the lack of young talent stepping in to fill these roles. Unlike in the past, fewer young individuals are pursuing careers in skilled trades, drawn instead to white-collar jobs or IT-related fields.
- Perception Problem: There’s a persistent image problem plaguing the tool and die sector. Many young people perceive manufacturing as outdated, labour-intensive, and lacking innovation. Despite the advent of advanced technologies and automation, the perception hasn’t kept pace with reality. This disconnect is contributing to the dwindling interest among the next generation to explore careers in the tool and die field.
- Technological Shift: Over the past decade, the industry has undergone a significant transformation with the integration of CNC machines, CAD/CAM systems, automation, and even additive manufacturing. These advancements have elevated productivity and precision but have also raised the bar in terms of required skill sets. Workers who are only familiar with manual machining are struggling to adapt, while newer roles demand a blend of mechanical and digital competencies.
- Educational Gap: Academic institutions that traditionally brought talent into the industry are lagging in curriculum updates. Many vocational schools and ITIs still offer training based on outdated methods and equipment, failing to align with the industry’s real-time needs. As a result, students graduate without the necessary skills to contribute effectively from day one, requiring further training once they enter the workforce.
Approaches to Upskilling
- In-house Training Programs: Many companies are developing structured in-house training modules, often led by senior employees or external consultants. These programs emphasise practical knowledge transfer through apprenticeships, mentorships, and shadowing opportunities, allowing less experienced workers to learn directly on the shop floor.
- Partnerships with Technical Institutes: Forward-thinking companies are collaborating with vocational training centers and local ITIs to co-develop course content. This ensures that the training is aligned with real-world requirements. Custom curriculum development allows companies to create a pipeline of job-ready graduates tailored to their operations.
- On-the-Job Training: This continues to be a powerful upskilling method, especially in the tool and die industry. It allows employees to gain firsthand experience in specific operations, guided by seasoned mentors. This direct exposure accelerates learning and builds confidence.
- Digital Learning & E-Modules: Modern learning management systems (LMS), simulations, and even AR/VR-based platforms are being increasingly adopted. These digital tools offer flexible, repeatable, and scalable training experiences, particularly valuable in teaching safety, machine programming, or maintenance procedures.
- Certifications & Continuous Learning: Encouraging employees to pursue certification programs—whether in CAD/CAM, CNC operations, or safety standards—helps validate their skills. Continuous learning initiatives also keep employees engaged, motivated, and ready for future challenges.
The Case for Upskilling
In this context, upskilling and training have emerged as critical solutions. Upskilling the existing workforce is proving to be a faster, more cost-effective, and sustainable solution compared to recruiting new talent. Hiring externally, especially in a tight labour market, is both expensive and time-consuming. In contrast, training existing employees—who are already familiar with the company culture, operations, and expectations—yields quicker and more impactful results.
Legacy machinists, despite being unfamiliar with digital interfaces, often possess deep knowledge of machining principles, materials, and tolerances. By introducing them to CNC programming or CAD software, companies can transform these experienced individuals into hybrid professionals who bridge traditional craftsmanship with modern technology. Such transitions not only increase job satisfaction but also promote loyalty and reduce turnover.
Moreover, from a cost perspective, internal training programs typically require lower investment compared to external recruitment campaigns or extended onboarding processes. When employees see that their employer is investing in their growth, it cultivates a positive work culture and strengthens retention. In today’s dynamic manufacturing environment, continuous learning is becoming the norm rather than the exception.
Attracting the Next Generation
Science Technology Engineering Mathematics (STEM) and vocational education at the school level is crucial. Exposure to manufacturing concepts, robotics, and design thinking at an early stage can ignite curiosity and interest among students.
Equally important is the need to modernise the industry’s image. Today’s manufacturing environments are not grimy, monotonous shop floors but rather clean, high-tech spaces powered by smart machines and data analytics. Companies must actively showcase this transformation through social media, plant tours, and career fairs to challenge outdated stereotypes.
Internships, apprenticeships, and summer training programs can act as entry points for students and fresh graduates. By offering hands-on experience and mentorship, these initiatives allow young individuals to see the real-world impact of their skills and establish a sense of purpose. These efforts, when sustained, can reverse the trend of declining interest and build a strong talent pipeline.
Government & Industry Collaboration
Governments across the globe, including India, are increasingly recognising the importance of vocational training in manufacturing. Programs such as the National Skill Development Corporation (NSDC) and Pradhan Mantri Kaushal Vikas Yojana (PMKVY) provide valuable support in the form of funding, infrastructure, and curriculum development. Companies that actively participate in these schemes can benefit from subsidised training and access to certified talent.
Industry bodies, like the Tool and Gauge Manufacturers Association of India (TAGMA India), play a pivotal role by setting training standards, facilitating knowledge exchange, and offering certification programs. Their involvement ensures that skill development efforts are uniform and impactful across the sector.
Furthermore, public-private partnerships are essential for scaling these efforts. By combining government funding with industry insights and infrastructure, such collaborations can create state-of-the-art training centers that meet the industry’s current and future needs.
Future Outlook
Looking ahead, automation will continue to reshape the skill requirements of the tool and die industry. As machines become smarter, the human role will shift from manual operation to programming, supervision, and data analysis. This evolution demands a different mindset—one that embraces change and continuous learning.
Cultivating a culture of lifelong learning is essential. Organisations must move away from viewing training as a one-time event and instead integrate it into the core of their operations. This includes allocating time for learning, incentivising knowledge acquisition, and providing clear career growth pathways.
Proactive workforce planning is also critical. By forecasting future skill requirements, companies can develop targeted training modules well in advance, ensuring they stay ahead of technological disruptions. Adaptability will become the defining trait of successful organisations in the tool and die sector.
“One of the biggest challenges we face today is the disconnect between education and industry. Tooling institutions are lagging in adopting the latest technologies, leaving students unprepared for real-world demands. While product requirements have become more complex and quality-driven, there’s a lack of synergy between departments and insufficient investment in advanced machinery. If we want to stay competitive, our industry must not only invest in state-of-the-art equipment but also establish modern training centres to ensure our workforce is equipped for the future.” says Subash Ellath, Founder, Institute for Injection Molding.
Images used for representation only.
Courtesy Envato Elements.
This article was published in TAGMA Times
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