Everyone knows about the manufacturing skills gap, right? In a nutshell, there are hundreds of thousands of open manufacturing positions that companies are having a hard time filling. And they’ve been having a hard time filling positions for years now. Why is that?
Experts began using the term “skills gap” years ago to reflect the fact that manufacturers utilizing new advanced automation technologies needed not only more workers, but workers who possessed more advanced skills than ever before. Simply put, the demand for highly skilled workers far exceeds the current supply. In fact, Deloitte and the Manufacturing Institute estimate that 1.9 million manufacturing jobs could remain unfilled by the year 2033 if things don’t change.
In a recent SupplyChainBrain article, author Josh Cranfill discusses the curious role that technology plays in the ongoing manufacturing skills gap problem. Cranfill notes that “[a]utomation…is a double-edge sword, capable of accelerating production and reducing the need for humans on the shop floor, yet also creating new opportunities, especially since many manufacturers have a long way to go on their digital transformation.”
Cranfill highlights some of the struggles that manufacturers face as they implement more and more technology: “the rise of digital transformation in manufacturing has resulted in a glut of digital tools being used alongside paper-based processes. For teams and individuals, digital tools are a great way to streamline and automate what were once time-consuming and redundant tasks. Yet they also create information silos that mask big-picture views of what’s happening throughout the company.”
Why is this an issue? Cranfill elaborates: “When you have information silos and still rely on paper processes, it takes longer than expected for employees to create weekly or quarterly reports. It’s also impossible to quickly generate a snapshot of what’s happening on the shop floor, or gain a greater understanding of how a snag in the supply chain will cause a ripple effect on customers, staff and distributors. A recent productivity survey found that employees are spending 11 or more hours each week reconciling data to get that big-picture view. Imagine the frustration of employees having to regularly track down information and rekey data to create reports.”
What can manufacturers do to improve productivity while also reducing employee frustration? Cranfill believes technology consolidation, especially amongst software solutions, may be the answer. The author is quick to note that “[t]his doesn’t mean they’re ditching their investments in software with the goal of having less on their plate. Instead, they’re taking a hard look at what employees need to run the business, and which tools are duplicative.”
Can this really help bridge the skills gap? Cranfill is hopeful, because he believes that “the strategic use of technology to streamline information sources and digital tools enables manufacturers to close labor gaps by evaluating which systems and processes undermine productivity. When critical information is centralized and easily accessed through a work-management platform, employees are no longer spending valuable time recreating reports. That’s a plus for both productivity and employee retention.”
Such an approach can also facilitate better training. Cranfill points out that “[h]aving consistent sources of digital information on newer platforms makes training easier, especially since 71% of manufacturers report hiring less skilled workers while increasing on-the-job training. This also appeals to generations who want to work with the latest technologies, and acquire skills that make them attractive to a variety of employers, as opposed to mastering legacy technology.”
As companies embrace new technologies, they will often need to either upskill current workers or hire new workers with the advanced automation technology skills they require. If hiring new workers ends up being part of their automation implementation plan, manufacturers should look for candidates with industry-standard credentials that prove they already possess the advanced automation skills needed to thrive.
For example, if workers possess a certification from the Smart Automation Certification Alliance (SACA), employers can feel confident they’ve already proven they have the knowledge and hands-on skills needed for working with advanced smart automation technologies. SACA has been hard at work collaborating with industry leaders to develop a wide variety of industry-standard certifications that will help employers find workers who possess the advanced connected-systems skills they need to take their businesses to the next level. Be sure to check out SACA and all it has to offer!
