With the flurry of advancements in the manufacturing sector, keeping pace with the needs of manpower is one of the biggest supports expected from HR. Besides, the challenges of retention and getting quality hire catering to the manufacturing niche, in the stipulated time still haunts the HR department. That’s why it’s incumbent upon the HR to keep track of the following trends in the manufacturing industry.
The manufacturing industry embodies change like no other with its swift advances in technology and tremendous employment and financial footprint. This makes it imperative for the Human resources in the manufacturing industry to accommodate changes and mold as per the changing dynamics.
Hiring through Artificial Intelligence
Several manufacturing companies could partner with digital HR service providers to reduce human intervention in hiring activities such as sourcing resumes, allying with colleges and universities, selecting more relevant candidates or even arranging follow up interviews through AI With benefits ranging from cost-effectiveness and more diverse talent, AI will make the process transparent and more efficient. HR professionals should look out for such opportunities and monitor the feasibility and effectiveness of such initiatives. Besides, AI also holds the potential to manage the mechanics of production and operation and conduct audit and quality controls through its self-learning abilities.
Rise of Robotics and Automation
The possibility of greater involvement of robotics and automation in manufacturing is certain, but its implication won’t be to annihilate jobs, but rather to complement the businesses.
With robotics, manufacturers can expand their business into more production lines and eliminate redundant operations with the lesser workforce to achieve greater efficiency. This will lead to an increase in the demand for manpower in supervisory, maintenance or administrative roles with valuable skillsets such as engineers who have specialized in machinery and robotics.
Focus on Employee Experience and Employee Value Proposition
With the change in the industry dynamics, it’s the talent that holds greater power and companies need to compete for those candidates with its brand repertoire. This is where the aspect of the brand image and employee value proposition comes into the picture. Employer branding and the projection of the company culture through employee experience have become crucial in a contemporary setting and the onus of bringing it into the foray lies on the HR. Creating the right employee experience by integrating the core dimensions of culture, engagement and performance management will be the key to attract the best talent.
Eye on 3D printing technology
3D printing or additive manufacturing has gained prominence in the industry as it allows the production of digital designs into solid objects via a machine. Several companies such as BAE have utilized the technology to produce products that are difficult to procure, thus reducing their costs and time and improving their revenues.
HR professionals may find a surge in demand for candidates that have experience in Computer Aided designs (CAD) or people who have knowledge of product development and design.
Emergence of Big Data and Analytics
With its application in multiple fields, manufacturing will not stay aloof from the power of big data with more and more companies welcoming the trend and investing on its implementation. Measuring metrics such as lead time, downtime, lag time; productivity rate, level of efficiency and defect rate will become easier with the help of analytics and reporting. The insights generated from the data will help companies to draw an accurate understanding of the evolving market and how to adapt to it and thus serve their customers better.
All the above trends point out the need for a holistic balance at the manufacturing workplace. With these impending trends knocking at the door, HR people need to be prepared to adjust and alter their ways to adapt to these changes.