Assembling a team with the right technical skills is one of the biggest challenges in establishing a solar module factory. While entrepreneurs often focus on machinery and financing, the availability of experienced labor determines the speed and success of the entire venture. For businesses in regions without a mature solar industry, this can feel like an insurmountable obstacle.
However, a solution lies in an adjacent industry from an unexpected location: Denmark’s world-leading wind energy sector. For over three decades, Denmark has cultivated a deep pool of highly skilled technicians who specialize in complex electromechanical systems. This article explores how their talent can be recruited and retrained to form the expert core of a new solar manufacturing operation.
The Core Challenge: The Technical Skills Gap in New Solar Factories
Modern solar module manufacturing is a precision process. This is not simple assembly work; it requires operators who understand process control, quality assurance, and the nuances of sophisticated machinery like automated stringers and laminators.
The key competencies required include:
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Electromechanical Proficiency: Understanding how to operate, maintain, and troubleshoot automated production equipment.
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Process Discipline: The ability to follow strict protocols for material handling, cleanroom standards, and quality checks at every stage.
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Problem-Solving Acumen: Diagnosing and resolving issues, from a misaligned solar cell in a stringer to pressure inconsistencies in a laminator.
In many emerging markets, finding personnel with direct experience in these areas is a major hurdle. This skills gap can lead to extended ramp-up times, lower initial production yields, and higher rates of material wastage—all of which erode profitability.
An Untapped Resource: The Danish Wind Energy Sector
Denmark’s pioneering role in wind energy since the 1980s has created a unique and highly developed workforce. The country is home to industry leaders like Vestas and Ørsted, and its technical education system is finely tuned to support this sector. Over 30,000 people in Denmark are directly employed in the wind industry, a significant number for a country of its size.
This maturity presents an opportunity. The industry experiences natural cycles of project completion and restructuring, which means a segment of its highly trained workforce becomes available for new challenges. These technicians possess foundational skills that are remarkably transferable to solar PV manufacturing.
Why Wind Technicians are a Strong Fit for Solar PV
The parallels between maintaining a wind turbine and operating a solar module production line are stronger than they first appear. Both fields demand precision, a deep understanding of electrical systems, and adherence to rigorous international standards.
Here is a comparison of transferable skills:
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Electrical Systems Expertise: A wind technician’s experience diagnosing turbine inverters, generators, and control systems is directly applicable to managing electrical testing phases in a solar factory, such as EL (electroluminescence) and Hipot testing.
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Materials Handling: Handling large, delicate composite turbine blades instills a respect for precision and care that translates well to managing fragile solar cells and large panes of tempered glass.
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Automation and PLC Control: Wind turbines are complex automated systems. Technicians are trained to work with Programmable Logic Controllers (PLCs) and automated machinery—a core requirement for operating modern solar stringers, lay-up stations, and laminators.
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Commitment to Quality and Safety: The wind industry operates under extremely strict safety and quality protocols (ISO standards). This background ensures technicians appreciate the importance of a structured, process-driven manufacturing environment.
A Practical Framework for Recruitment and Retraining
The objective is not to staff an entire factory with foreign labor but to recruit a small, expert ‘core team’ of two to four lead technicians. This team forms the foundation of the operation, responsible for running key machinery at the start and, most importantly, for training the local workforce. Based on experience from J.v.G. turnkey projects, this model significantly accelerates the path to full production capacity.
Step 1: Strategic Sourcing and Selection
Recruitment should focus on technicians with five to ten years of hands-on experience in wind turbine manufacturing or field maintenance. Ideal candidates can be found through:
- Danish technical universities and vocational schools.
- Professional networks and industry-specific recruitment agencies in Denmark.
- Online platforms where skilled industrial professionals seek international opportunities.
The selection process should verify not only technical skills but also a candidate’s aptitude for training and mentoring others.
Step 2: Designing a ‘Bridging’ Training Program
Once recruited, the core team undergoes a focused retraining program to bridge the gap between wind and solar technologies. This is not about starting from scratch but about adapting their existing expertise.
A typical bridging program lasts six to eight weeks and concentrates on solar-specific processes:
- Solar Cell Handling: Understanding the specifics of tabbing, stringing, and bussing.
- Lamination Process: Learning the thermal and pressure parameters unique to EVA/POE encapsulation.
- Module Testing: Mastering EL imaging interpretation, sun simulation (flash testing), and junction box application.
This training is most effective when conducted on the actual machinery that will be used in the new factory, often at the machine supplier’s facility before shipment.
Step 3: Building a Core Technical Team for Knowledge Transfer
Upon arriving at the new factory site, the core team’s primary role shifts to knowledge transfer. They work alongside locally hired operators, providing hands-on training and establishing best practices for the complete solar module manufacturing process.
This approach ensures that operational standards are high from day one and cultivates a skilled local workforce capable of running the plant independently in the long term. This strategy is a cornerstone of building a sustainable and self-sufficient operation.
Financial and Operational Considerations
Engaging expatriate specialists involves higher initial salary costs and relocation expenses. However, this should be viewed as a strategic investment rather than a simple operational cost. The return on this investment is realized through:
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Faster Ramp-Up: A skilled core team can bring a new production line to its target capacity months earlier than a team learning from scratch.
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Higher Initial Yield: Expert operators minimize errors, reducing material waste and increasing the output of high-quality, certified modules from the first production runs.
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Reduced Machine Downtime: Experienced technicians can perform preventative maintenance and troubleshoot issues more effectively, maximizing uptime.
When calculated over the first 12–18 months of operation, the cost of an expatriate core team is often more than offset by the financial gains from accelerated production and improved efficiency.
Frequently Asked Questions (FAQ)
Why not just hire local engineers to run the machines?
While graduate engineers possess theoretical knowledge, they often lack the hands-on, practical experience required to operate and troubleshoot sophisticated industrial machinery. A seasoned technician brings years of applied problem-solving skills that are invaluable during the critical startup phase.
How many expatriate technicians are typically needed?
For a standard 20 MW to 50 MW semi-automated production line, a core team of two to three lead technicians is generally sufficient. One can focus on the ‘front end’ (stringing and lay-up) and another on the ‘back end’ (lamination and testing), with a third potentially acting as a line supervisor. The exact number of employees a solar factory needs will vary based on the level of automation.
Is this approach only viable for large-scale factories?
No, this strategy is highly effective for small to medium-sized enterprises. For an entrepreneur new to manufacturing, having an experienced team on the ground provides immense operational security and reduces the risk of costly early mistakes. It is a key part of the planning process when learning how to start a solar factory.
What are the challenges with visas and relocation?
Navigating work permits and international relocation requires professional planning. This is a standard business process that should be managed by legal and HR specialists. The key is to begin the process early to avoid delays in the project timeline.
Next Steps in Building Your Team
Finding the right people is as critical as choosing the right equipment. By thinking creatively about where to source talent, entrepreneurs can overcome one of the most common hurdles in launching a solar manufacturing business. The Danish wind sector represents just one example of an unconventional talent pool that can provide the foundational expertise needed to build a successful and profitable operation.
Further planning should involve creating a detailed staffing plan, defining roles, and outlining a comprehensive training schedule for the entire local workforce.
