Upcoming Meetings

Personal & Professional Ethics: Defining Your Values

April 16, 2019
5:45 PM to 7:30 PM

Caesar's Table
125 N Market
Wichita, KS 67202

Mike Ford will present a workshop with interactive discussion and exercises designed to help participants appreciate the value of ethics.

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Negotiation Skills: Basic Strategies to Achieve Your Goals

April 17, 2019
7:30 AM to 4:00 PM

Caesar's Table
125 N Market
Wichita, KS 67202

This workshop will use experiential learning techniques to allow participants to identify, learn, and apply basic negotiation strategies and skills in both one-on-one situations as well as in teams.

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Interested in an APICS certification?  Click here to find out how to get started

Welcome to the APICS Wichita Chapter!

Chapter management excellence is an integral component to enhancing the member experience. Successful APICS chapters provide their members with opportunities for stellar education, career development, and networking.

The APICS Chapter Benchmarking and Reporting (CBAR) program recognizes chapters that have exceeded minimum standards and exemplify excellence in overall chapter management. We are proud to announce the APICS Wichita Chapter received the 2017 CBAR Platinum Award designation, an admirable accomplishment for an APICS chapter.

As a member of an APICS Platinum Award Winning Chapter, the CBAR designation signifies commitment to providing an exceptional membership experience.

Cost-Effective Consulting - for more information please email consulting@apics-wichita.com


APICS Wichita President's Message:

Intern Programs: Why Don't You Have One?

The U.S unemployment rate was 4.1% in January 2018 per the U.S Bureau of Labor Statistics. Attracting critical skills talent is incredibly hard today unless you have a strong network to draw from. Even then, your company culture, growth potential, and benefits need to be compelling enough to get someone to change companies when they are not looking for another job. Companies today must create a new path and pipeline for adding talent to their payroll and utilizing an intern program might just be the best way to do that. However, identifying future employees is just one of many other reasons to launch an internship program.

Another reason is the ability to “test drive” an employee on a temporary basis like a co-op or internship. This is a great way to try out candidates before you hire them for a fulltime position. From my own personal experience, some interns will do better in the environment than others. You quickly learn who is a better fit and offer them a second internship, while others may just complete one internship and move on. At my current company, our entire manufacturing engineering team (less the manager) has been filled through our intern program.

A third reason and benefit is the ability to add seasonal help to your team and complete critical projects that drive productivity – all while getting the job done. Instead of hiring temp labor, we hired two interns for our shipping department. They analyzed and streamlined the current processes, then created and documented future state processes and rolled out a training program while working in the LTL shipping area the entire time. Hiring an intern provides a company with a valuable “thinking” resource who cares about how they perform every single day at a low cost.

Another benefit of an intern program per the National Association of Colleges and Employers’ (NACE) is the 2017 stats associated with intern retention. 51.8% of interns hired into full time employees are still with the company after 5 years. Personally, one of my former companies had an exceptional intern program where, even now, they are reaping the benefits of the leadership pipeline being filled by interns from 5 – 10 years ago.

A significant benefit that interns bring today is in their grasp of technology. Many times, the heavily tenured employee may not understand the latest software and tools – or the power the tools can bring with data analytics and enhancing productivity measures. Most of the students we encounter have only known a world of the internet, cell phones, and creating applications to make things easier. Recognizing and understanding the benefits of technology can truly be a competitive advantage.

Lastly, it is a great way to support the community and the local university. I can’t tell you the number of industrial engineering resumes I have seen that show no internship experience. Every manufacturing company should be utilizing this resource in their business. Per internship.com, it gives the intern an opportunity to “gain experience, develop skills, make connections, strengthen their resumes, learn about a field, and assess their interest and abilities.” For the company, it is a low cost, “thinking” employee who cares about their performance and wants to make an impact in a very short time frame.

If you are a small to mid-size business, you may be thinking this isn’t for you. I beg to differ. This is especially for you. Without the draw of a big name like GE or deep pockets to pay large salaries, you need to differentiate yourself to attract the right talent. An internship program is the way to do that.

If you are a future intern, send me your resume! We are always looking for interns to help take us to the next level!