For some years, the industrial ecosystem has been undergoing tremendous transition. Despite the fact that recent events have caused enterprises in the industry to restructure their operations, the transformation has been predominantly driven by digitisation and automation. This has prompted a lot of businesses to implement digital manufacturing solutions for their personnel. These technologies not only boost productivity and efficiency, but also assist managers in implementing more agile, sustainable manufacturing techniques that enable quicker iteration, more customisation, faster time to market, and better profitability. 

Manufacturing’s digital transition has enormous possibilities. However, it also brings with it a number of new obstacles, the most notable of which are new duties and responsibilities. Many businesses are experiencing skill shortages. Even though they have been doing their job for years, not every employee have the requisite abilities. As a result, the improvements in productivity, efficiency, and quality enabled by industry 4.0 production may be lost, negating the fundamental goal of digital manufacturing programmes. 

The global labour shortage complicates issues even further. According to research, more than 85 million positions may go vacant by 2030 owing to a lack of competent personnel. If manufacturers are to survive the Fourth Industrial Revolution, they will need to educate and upskill their personnel. 

Employee Upskilling Benefits 

According to Oxford Economics, robots might replace up to 20 million worldwide industrial jobs by 2030. Manufacturing digitisation, automation, and artificial intelligence have cleared the door for new production processes. Employees must be upskilled and trained if they are to take on new duties and operate linked gadgets. Companies who are not prepared to keep up with current and emerging technology will fall behind. 

Employee upskilling entails more than just teaching them how to use new equipment and gear. It also allows staff to focus on jobs that cannot be mechanised or digitalized. Upskilled individuals can thus be more productive and strategic in their professions. According to West Monroe, 61% of employees believe technology helps them enhance their job quality and 56% believe it makes them more efficient. Companies often agree: 78% cite technology-driven efficiency benefits and 71% report productivity gains. 

Training and upskilling employees can also affect morale. When companies invest in their workers, it empowers them and makes them feel valued. West Monroe also found that 53% of organizations think the overall employee experience is enhanced through employee-enablement technology. Naturally, an improved employee experience can support increased engagement, which encourages greater loyalty, less absenteeism, better retention, and improved efficiency. Moreover, it equips employees with new competencies that directly impact career development and enable them to move up in the company. 

How to Effectively Upskill Employees 

Employee upskilling may appear to be a difficult endeavor, especially when combined with a company’s digital manufacturing projects. Fortunately, upskilling is similar to regular training in that it may be pretty simple with adequate preparation. Here are a few ideas to get you started: 

1.Conduct skill evaluations.

 The first order of business is to assess workers’ digital competency. Manufacturers could think about utilising surveys to determine how much training each employee will require. These questionnaires may also be used to track progress and identify gaps that need to be filled throughout training sessions.  

2.Digitize the learning process. 

Organizations should think about developing applications that allow employees to readily access instructional resources. They not only make the procedure more convenient, but they also encourage staff to use the technology. Employees may study on the road without the constraints of traditional classroom settings. People may study when it is convenient for them, at their own speed, and on their own terms. 

3.Create content that is easily digested.

 New technology might be intimidating for many employees. Learning them entails venturing into unfamiliar terrain, which frequently comes with the extra pressure of putting what they’ve learned into practise on the floor. Employees will be more eager to engage and embrace new methods of working if manufacturers deliver learning materials in bite-sized chunks.

4.Include a component of reward and appreciation.

Motivating employees to master new skills can sometimes be as simple as praising and acknowledging their efforts. Organizations can experiment with gamifying the upskilling process by allowing workers to track their progress, check leaderboards, and compete with other team members. This makes learning more enjoyable and encourages more engagement. 

5. Employees should be trained in other key abilities. 

Manufacturers should not overlook the other skills required for company success, no matter how crucial new technology training is. Soft skills like creativity, critical thinking, problem-solving, and bargaining are vital to focus on when upskilling staff. 

With 83% of HR professionals reporting difficulty in recruitment, it pays to engage in current employees – not simply to enhance retention or enjoy the full advantages of industry 4.0 production, but also to inspire a sense of purpose in workers. Employees who feel valued become more vocal supporters of their employers. This can improve manufacturers’ reputations and provide them with a larger pool of talent to pick from when growing their teams. All of this equips firms to confront the next wave of digital revolution in manufacturing.