67
hours such as nights and weekends.
“This causes our equipment utilization
to be less in Yankton than in some of our
related Vishay factories in other parts of the
world,” he said.
Husman added, “Recruiting professional
staff that appreciate the relative remoteness
of our Midwest location can be a positive
and a negative. On one hand, the number
of candidates are less. However, many who
choose to live here do so because they enjoy
what we have to offer.”
When it comes to ways that state and
local leaders could improve conditions for
manufacturers, Husman encouraged them to
be more proactive in supporting the existing
manufacturing base with ways to lower its
total costs and to upgrade its workforce so
Yankton remains competitive.
“Workforce training grants (from direct
labor to professionals) to help us remain
globally competitive in terms of our human
resources, work tools and work practices may
be a partial solution,” he stated. “They should
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help us make certain our infrastructure is
world class, such as communications lines,
facilities infrastructure and logistics support.
“Quality-of-life features are important in
attracting and keeping professional staff,”
Husman added. “Our team members have
choices where they can reside, and many
of our professionals could work remote to
our Yankton location. It is important that
we provide a community with competitive
resources/features to enjoy life and raise
their families. Continue to expand on
programs that will encourage our young
people to stay or return to our area, showing
them they can have worldly experiences and
still enjoy our quality of life.”
Strahl echoed that sentiment.
“I think the state has got to keep trying to
attract the out-of-state people, and I think
Yankton has to keep attracting as many of
those people as it can,” he said. “Yankton is
battling every other community in South
Dakota. I think RTEC is a big advantage for
us.”
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