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WORKFORCE MANAGEMENT
WHERE DIGITAL AND HUMAN TALENT MEET
The manufacturing industry is suffering from labour shortages and a lack of skilled workers. Steve Tonks, SVP EMEA at WorkForce Software, outlines three trends that are helping tackle these challenges
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abour shortages are a perennial problem in manufacturing. By 2030 estimates point to a shortage of 8 million workers. To recruit and retain vital talent, manufacturers must adapt or risk becoming obsolete. Just as other industries have embraced new ways of working, so must manufacturing. And, in today’s digital landscape, this means exploring technological innovation through data and connectivity, to better support the changing needs of workers. Manufacturers are increasingly exploring digitalisation in the form of smart factories, and the same digital innovation must be applied to workforce management. Here, we explore three emerging trends which will ensure manufacturing keeps apace with employee expectations, attracting talent back to the production line.
Trend #1: Accelerating Smart Factory initiatives to power people-focused outcomes The vision of Industry 4.0, enabled and empowered by AI, rich data analytics and digital automation, is already being realised. Smart factory approaches have been shown to deliver an average of 10-12% improvement in labour productivity, factory capacity utilisation, and manufacturing output. However, this misses one vital thread that could pull people, technology and processes together to deliver beyond productivity. Such digital technologies can also be harnessed to dramatically improve the whole employee experience. Teams must have access to the information necessary for them to perform in their roles, as well as just-in-time training and scheduling reminders, to ensure they feel supported and engaged, as valued colleagues, not just as another set of machines. A modern workforce management system analyses everyday employee data to better understand the workforce's productivity, needs, and challenges. Workforce management technologies empowers manufacturers to have better visibility of their employees and respond to them in timely and impactful ways. For example, it facilitates an easier way for workers to communicate with their employers, allowing them to monitor their employee data, request
time-off, receive to-do checklists and many other role-supportive functions.
It all comes back to using all means possible to create a positive employee experience, not only to retain existing employees but to attract prospective workers.
Trend #2: Adjusting Operations and Supply Chains
The aftermath of the COVID-19 pandemic has disrupted the usual cycles of supply and demand, production, and distribution. In addition, fluctuating numbers of key workers due to illness and the so-called Great Resignation have made it difficult to keep production and transport on schedule. In response, 75% of manufacturers worldwide plan to fight this by reshoring (bringing operations closer together geographically) and localising supply lines.
This points to the need for organisations to be agile and responsive to changing demands and global environments. Such agility can only be achieved when teams are ready and supported to pivot at a moment’s notice. For today’s employees it is essential that, when they are asked to adapt, employers offer quid pro quo in terms of enhanced scheduling and communication channels.
Manufacturers can adapt to change and battle short staffing with enhanced scheduling abilities to assure shifts are filled with qualified workers. At the same time, these tools can enable greater flexibility for employees. Digital communication abilities allow for real-time process changes and streamlined two-way dialogue with workers who are often deskless. Advanced analytics in labour forecasting can optimise the use of labour to meet demand. Trend #3: Brain Drain and Skill Deficits It is not just people willing to work in manufacturing who are in short supply. Those that do are increasingly lacking the skills the industry needs most, and closing the skills gap
The opportunities digitalisation can bring to workers must be integrated as part of a strategy of holistic innovation
is a constant challenge. As the talent pools shrink, 57% of manufacturing leaders say they lack skilled workers to support plans to implement smart manufacturing. Part of the issue is that training is seen as a costly process, both in terms of time and money. Moreover, many standard training methods are inefficient, with many employees forgetting most of the content within six months of undertaking training. With digital workforce management tools, new training materials can be provided at any time to employees and sent directly to their personal devices. Whether brand new workers or seasoned professionals looking to fine tune their skills, these in-the-moment, micro-training opportunities provide workers with the tools to troubleshoot any obstacles that may interfere with their work. This won’t solve the whole skills issue, but can go a long way in ensuring that your employees are supported, in the moment, to be effective, safe, and productive, with access to resources they need.
Another obstacle to delivering heightened employee experiences to manufacturing workers is that they are often dispersed and deskless. There is an experience gap between those in office roles and those providing vital deskless services. Deskless workers need a more creative approach to ensure they are engaged.
This is where digital technologies are closing the experience gap. The opportunities digitalisation can bring to workers must be integrated as part of a strategy of holistic innovation. Where digital technologies meet human talent, the future is created - no matter the industry or workplace.
Workforce Software
www.workforcesoftware.com
OCTOBER 2022 | PROCESS & CONTROL 53
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