Manufacturing companies here and elsewhere face a significant labor shortage, it's no longer a secret. Organizations are investing heavily in continuous improvement because they are constantly improving their productivity. The simple display of real-time performance in the factories, via dashboards, increases productivity by 5 to 10%. All Industry 4.0 technologies allow manufacturers to remain competitive and improve their productivity, but without the right workforce, it becomes difficult for these companies to innovate and take the 4.0 shift. The current talent shortage is therefore a very critical issue. Many creative and innovative ideas exist to improve the attraction of the workforce, but what about the retention of talent within companies?
Banking on talents
In the age of Industry 4.0, it is in companies' best interest to capitalize on existing talent and on training and development. As we know, the 4th Industrial Revolution transforms the desired job profiles. New jobs and new skills are being created. Innovation and creativity are increasingly sought after in companies, regardless of the hierarchy of positions. Collaborative interpersonal skills and very specific technical skills (robotics, metadata, RNs, etc.) are required among employees. To cope with these changes, organizations must quickly put in place mechanisms for training and skills development. The good news is that training opportunities are almost endless!
Online training
Online training is an interesting and technological way of passing knowledge to employees. You have just introduced a new technology on the production lines? Design a short, short training that you can place on the company intranet and make it available to employees for independent learning. Some have the reflex to associate online training with very expensive investments, but it is now very accessible to design classes online at low cost.
Mentoring and companionship
Another way to train your employees on a new implanted technology would be to identify mentors who would receive more comprehensive training from a supplier, for example, who would then be responsible for transferring skills to their colleagues. Thus, a new employee who is unfamiliar with the new ways of working could be paired with a mentor who trains them on a daily basis through the actual execution of the task.
In addition to increasing employee engagement, skills development will increase productivity without adding new employees. Your employees will be your best ambassadors through Turn 4.0, building on their strengths and knowledge is a winning practice!
