| Rodney Nelson |
10-03-2021 10:59 AM |
Quote:
Originally Posted by Shaun @ Tru6
(Post 11474221)
I love seeing new stuff like this, thanks for posting Rodney. You said "your expert take," what do you do?
Car looks beautiful though I think the contrasting hood smile is a little too much. The lower alone would have been interesting and more subtle, elegant.
I like the '20s Art Deco lettering, timeless design for something new and exciting.
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Hi Shaun, I'm an expert in manufacturing operations. Not a subject matter expert in everything, but a subject matter expert in what key components a manufacturing operation needs to have to be successful. I've been in my fair share of plating facilities and I know for a fact that you are disposing of bodies in those huge tanks.
But seriously, right off the bat when I walk into a manufacturing facility I'm looking for controlled processes including... Quality at the source for manufacturing repeatability, Organization, Visual Process Boards, Data Collection, Quality inspections, Communication of company goals, Company Culture, etc. Lucid has it all, a no joke operations.
Quote:
Originally Posted by ErVikingo
(Post 11474251)
so Rodney, buy it or not?
I have an Audi eTron and hold reservations on CyberTruck and Rivian.
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Based on what I saw it is a very well put together car, with great materials that exceed what is used in a Tesla. The range is good too. The questions are around availability, service, and company longevity.
Quote:
Originally Posted by NutmegCarrera
(Post 11474259)
Here’s my big question:
How, exactly do you entice a skilled and motivated workforce for a relatively large startup factory like this one?
How to incentivize while at the same time running a (financially) balanced factory?
What I have observed in highly automated manufacturing over the last 10 years is that it is increasingly difficult to attract and retain people that are even remotely capable of doing these jobs. So what’s Lucid’s model? Are they employing significantly over-qualified workers? Are they hiring valedictorian aerospace engineers to do the manufacturing jobs - and paying according to background and training level?
If that’s the case - does the business model support this as a long-term op’s strategy?
I hear these stories, and think it’s really cool - but just don’t understand how they can establish standards that are so different from (adjacent?) industry norms.
Impressive, nonetheless!
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Well, since part of my job is also around helping manufacturers find skilled labor I feel qualified for sure to discuss this. One big problem, there are no skilled engineers with automobile expertise in Casa Grande, and if there are any in Phoenix the over an hour drive will deter them. All of the leaders of the company, managers, and supervisors were required to have automotive manufacturing backgrounds. These guys were incentivized in some manner to come to the crappy town where the plant is located. I would say by stock and cash! Lucid is struggling just like every manufacturer I support in Arizona to find people. The job market here is crazy. Every company I work with has multiple openings that they cannot fill. EVERY SINGLE COMPANY. Manufacturers are again giving out hiring bonuses, paying for people to move, giving out stock, what ever it takes. The starting salary for entry level manufacturing jobs went from 13-14/hr 12 months ago to 18 - 20/hr. !!!!
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