6 Critical Ways to Future-proof Your Workforce For The Tech Revolution in Manufacturing

Automation, AI and robotics are reshaping the manufacturing industry. In the midst of the evolution to ‘Industry 4.0’, any business that wishes to remain competitive is facing a number of challenges, from understanding how artificial intelligence can streamline workflows to managing incoming security risks and safety implications.

One of these challenges is building a team with the necessary skills and flexibility to adapt to the tech revolution in manufacturing. To create a fit-for-purpose workforce, HR and procurement teams have a critical role to play.

A digitally literate, automation-ready and innovation-driven manufacturing business is more sustainable and open to opportunities. If you’re in procurement or HR, the following six steps will help you future-proof your workforce and enhance technology adoption within the manufacturing sector.

How to future-proof your workforce for the tech revolution in manufacturing

1. Invest in continuous learning and development

As automation and AI become commonplace, the need for up-skilling manufacturing employees is greater than ever.  Staff at all levels require continuous learning and development to adapt to new workflows and keep up with the tech revolution.

To implement new learning and development strategies at your organisation:

• Conduct a skills gap analysis: Regularly assess the existing skill levels of your workforce to identify gaps in technical knowledge.
• Personalise learning paths: Develop customised learning paths for employees or roles and provide education through online courses, off-site training, workshops or mentorship programs.
• Partner with external education providers: Collaborate with universities or tech training organisations that offer programs and courses related to technology adoption in manufacturing.
• Allocate time for learning and development: It’s one thing to ask people to learn on the job, but employers often make the mistake of failing to give employees the time they need to complete training. A few hours a week may be enough but managers should be mindful of this.

2.  Adopt flexible workforce models

A flexible workforce model allows manufacturing companies to scale quickly in response to project demands, which is crucial when implementing workforce strategies for Industry 4.0.

A future-proof workforce  will have a core group of permanent employees who are supplemented by freelancers, consultants and contractors who hold the latest skills.

Implement a flexible workforce model in manufacturing by:

• Building a network of freelancers, contractors and temporary staff: When you have a pool of skilled workers to draw from, you’ll be able to fill roles when specialised tasks arise.
• Hiring on-demand specialists: Engage contract workers for specific projects, particularly those that involve new technologies.
• Using staff management tools: Use tools like scheduling software to manage shifts and payments for contractors and casual employees.
• Create flexible contract templates that can be adapted to accommodate a rapidly scaling workforce.
• Engaging professional support: Having a go-to provider of contract and casual workers for your manufacturing company can take the pressure off your busy internal teams.

3. Focus on digital literacy

Digital literacy refers to the ability to effectively and responsibly use digital technologies and tools. A study from RMIT University found that 87% of jobs, including those in manufacturing, require digital literacy skills. However, almost 25% of Australians feel they don’t have the skills they need.

The levels of digital literacy individuals need will differ between teams and can range from using automated systems to simply being aware of what’s possible when it comes to technology adoption in manufacturing. However, staff should be empowered to have a digital-first mindset so they are better positioned to adapt to the tech revolution in manufacturing and help the business to move forward.

How to improve digital literacy:

• Be proudly digital-first: Facilitate buy-in from all levels of the organisation and ensure the leadership team is openly embracing incoming technology.
• Introduce company-wide digital literacy programs: Offer training to all employees that covers the fundamentals of digital skills and technology use across all roles.
• Provide role-specific tech training: When up-skilling manufacturing employees, make sure training is relevant to their responsibilities.
• Introduce digital skills assessment tools: Use tools to evaluate current levels of digital literacy and track progress as you work towards a future-proof workforce.
• Encourage peer-to-peer learning: Ask employees to share their digital knowledge with each other, fostering a culture of collaborative learning.

4. Promote cross-functional collaboration

As reported by Forbes, cross-functional teams break through the ‘silos’ of a traditional organisational structure so people can see the big picture.

A manufacturing business that is preparing its workforce for automation needs teams and leaders to work together to facilitate seamless technology integrations.

Foster collaboration between teams as part of a diverse and inclusive environment. Taking this step ensures technological decisions are informed by various perspectives, leading to better systems and processes.

To implement a culture of cross-collaboration:

• Create cross-functional teams: Teams composed of members from various departments can collaborate on tech integration projects.
• Use project management tools: Tools like Trello, Asana or Slack can facilitate communication and coordination between teams.
• Schedule cross-functional meetings: Hold meetings and encourage employees from different departments to share insights about technology initiatives.
• Implement key performance indicators (KPIs): KPIs make efforts measurable and hold people accountable.

5. Build strong employer branding for tech talent

Building an employer brand that highlights innovation will help with recruitment for your manufacturing company and position it as a future-focused organisation that attracts top talent.

Employer branding is critical if you want to appeal to candidates who understand cutting-edge technologies and are excited to contribute to a culture of innovation.

How to strengthen your employer brand:

• Highlight tech initiatives: Showcase your company’s technology projects and future plans on your website, careers page and social media.
• Partner with universities and tech organisations: Collaborate with academic institutions and tech companies to attract skilled graduates and professionals.
• Sponsor industry events: Take part in and sponsor industry events focused on the future of manufacturing and innovation.
• Pay competitively: Offer attractive compensation to attract talent with in-demand tech skills.
• Offer benefits: Flexible/remote work and perks such as additional leave or subsidised costs can help your manufacturing business become the employer of choice.

6. Create a culture of innovation

Innovation means continually finding better ways to do things. As explained by Business Victoria, innovation brings:

• increased competitiveness
• improved staff retention
• a more proactive approach to business
• more customers

Your manufacturing business needs to have a collective mindset of creativity, experimentation and problem-solving. This can be embedded over time across all teams, at every level.

Encouraging a culture of innovation in your manufacturing business will keep your employees open to adopting new technologies and methods, and ultimately drive long-term success.

Embed an innovative culture through:

• Innovation labs, incubators and brainstorming sessions: Establish spaces or ‘Hack Days’ where employees can experiment with new ideas and technologies.
• Internal rewards programs: Recognise employees who contribute to technology-related innovations.
• Leadership vision: Ensure company leadership sets the tone and communicates a clear vision around technology adoption in manufacturing.

As reported by McKinsey, data and connectivity, analytics, human-machine interaction and improvements in robotics are all increasingly important as the manufacturing industry reaches Industry 4.0. Organisations that take steps now to upskill and future-proof their workforces will unlock new opportunities for growth, partnerships and success.

Do you have a workforce strategy for Industry 4.0? Connect with the manufacturing and supply chain recruitment specialists at Adecco to discuss a framework for a more future-proof organisation.