Industry consultation • August 2026
Workforce & Technical Capability Priorities
A concise summary of issues identified through discussion with New Zealand hide, skin, fellmongery and leather-processing businesses at the LASRA Conference in Auckland.
The immediate risk: loss of technical knowledge
The principal workforce issue is not simply a shortage of employees. The more immediate concern is the loss of experienced operators, supervisors and technical staff who hold substantial practical and tacit knowledge.
Businesses identified succession, mentoring and deliberate knowledge transfer as increasingly important as experienced personnel approach retirement or leave the sector.
The missing middle
Industry sees a particular gap between basic operator training and higher-level technical capability. The need is for people who can understand process variables, recognise abnormal conditions, troubleshoot faults and understand the downstream consequences of production decisions.
Automation changes the skill requirement
Increasing automation can reduce routine intervention, but it does not remove the need for process understanding. When production deviates from normal, businesses still need people capable of interpreting what is happening and deciding what to do next.
Preferred training model
The sector is relatively small, geographically dispersed and strongly workplace-based. Training therefore needs to be practical, flexible and viable at low learner numbers.
- work-based learning supported by high-quality technical resources
- online delivery where it improves access, without making Moodle the course itself
- workplace evidence, process scenarios and practical observation
- recognition of existing skills and prior learning
- progressive development from operator to skilled and technical roles
- delivery arrangements that do not impose disproportionate administrative burden on a small specialist sector
Priority sequence
- Retain and transfer knowledge before experienced capability is lost.
- Strengthen intermediate technical training for existing operators and emerging technical staff.
- Develop succession and progression pathways within businesses.
- Improve longer-term recruitment through clearer technical career pathways and engagement with education providers.
This page summarises industry discussion arising from the LASRA Conference 2026 and is intended to inform ongoing workforce and training development.