Francisco Alonso Elected New President of Valencian Metal Business Federation FEMEVAL, Succeeding Vicente Lafuente

Francisco Alonso Elected New President of Valencian Metal Business Federation FEMEVAL, Succeeding Vicente Lafuente

April 24, 2026

When news broke from Valencia this week about Francisco Alonso taking over as president of Femeval, it might have seemed like just another regional business leadership change halfway across the world. But dig a little deeper and the implications ripple out in ways that hit surprisingly close to home—especially if you’re in a place like Detroit, Michigan, where the legacy of manufacturing and skilled trades still shapes the local economy. Alonso’s warning about a critical shortage of professionals isn’t just a Spanish metal industry concern; it’s a mirror held up to challenges facing American industrial hubs right now, from the assembly lines of Warren to the fabrication shops along 8 Mile Road.

The source material is clear: Alonso, 59, founder and manager of Grupo Sima, was elected unanimously after Vicente Lafuente stepped down following 21 years at the helm of Spain’s Federation of Valencian Metal Business Associations (Femeval). His background spans over three decades in electrical, thermal, gas, and water installations, with active roles in national bodies like Conaif (National Confederation of Installers and Fluids Associations), Cepyme (Spanish Confederation of Small and Medium Enterprises), and Confemetal (Spanish Metallurgical Employers’ Confederation). What stood out in his first statements wasn’t just continuity—it was urgency. Alonso emphasized that the real crisis isn’t unemployment but the lack of qualified professionals to meet rising demand from companies, a sentiment he framed as central to Femeval’s strategic focus moving forward.

This resonates powerfully in Southeast Michigan. Consider the historic role of institutions like Wayne State University’s College of Engineering or the specialized training programs at Macomb Community College’s Applied Technology and Apprenticeship division—both pillars in developing the skilled workforce that once powered the Arsenal of Democracy. Today, those same pipelines face strain. Local manufacturers, from Tier 1 auto suppliers in Sterling Heights to custom metal fabricators in Hamtramck, report persistent difficulties finding welders, CNC machinists, and certified technicians—not because jobs aren’t there, but because too few young people are entering these fields with the necessary credentials. Alonso’s point about valuing the creators of employment and well-being strikes a familiar chord here, where debates over workforce development often echo at places like the Detroit Regional Chamber or the Michigan Manufacturers Association.

There’s also a second-order effect worth noting: as industries evolve toward greater automation and green tech integration—think electric vehicle battery production or advanced thermal systems—the definition of a “skilled professional” shifts. Alonso’s affiliation with Sedigas (the Spanish Gas Association) hints at this transition; similarly, in Michigan, organizations like NextEnergy in Detroit are pushing workforce retraining for emerging energy sectors. The challenge isn’t just filling current vacancies but preparing a workforce adaptable enough for technologies that didn’t exist a decade ago. This mirrors Alonso’s call to focus on talent and qualification, suggesting that solutions require more than just job fairs—they need sustained investment in apprenticeships, industry-education partnerships, and respect for the trades as viable, vital career paths.

Given my background in analyzing macroeconomic trends and their local manifestations, if this skilled labor shortage impacts you in Detroit—whether you’re a small business owner struggling to hire, a worker considering a career shift, or a parent guiding a student’s path—here are three types of local professionals you should seek out, based on verifiable criteria:

  • Workforce Development Strategists: Look for consultants or agencies deeply embedded in Southeast Michigan’s ecosystem, ideally with proven ties to groups like the Detroit Employment Solutions Corporation or Michigan Works! Agencies. They should demonstrate specific experience designing apprenticeship pipelines for manufacturing or skilled trades, not just generic HR advice. Ask for case studies showing measurable increases in program completion or job placement rates within the last 18 months.
  • Technical Education Liaisons: Seek professionals who actively bridge employers and educational institutions—think individuals with roles at places like the Southeast Michigan Community Alliance (SEMCA) or specific college career centers (e.g., Oakland Community College’s Skilled Trades Institute). Key criteria include current involvement in curriculum advisory boards for local colleges and a track record of securing state or federal workforce grants (like those from the Michigan Strategic Fund) for regional training initiatives.
  • Industry-Specific Retraining Specialists: Focus on experts with direct experience in sectors undergoing transformation, such as EV production or advanced metalworking. Verify their credentials through associations like the American Welding Society (AWS) or the National Institute for Metalworking Skills (NIMS), and prioritize those who partner with local unions (e.g., UAW locals) or community colleges to deliver up-to-date, certified training modules—not just theoretical seminars.

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