In the manufacturing space, there is a shortage of workers with the right skills—skills that are in high demand right now and expected to remain crucial in the future.
This article zeroes in on one method for assuring you have the skilled talent you need: upskilling your current workforce.
What are Skilled Technical Roles?
As industrial automation continues to advance at lightning speed, there is growing demand for workers to design, operate and repair automated systems and equipment. These so-called skilled technical roles bridge the gap between manufacturing processes and high-end digital capabilities, often requiring an advanced level of technical knowledge but not necessarily a post-secondary degree.
Some of these in-demand roles include:
- Maintenance technician
- Quality technician
- Manufacturing technician
- Automation technician
- Engineering technician
How urgent is the need?
According to the World Economic Forum (WEC), nearly a billion people worldwide will need to be upskilled by 2030 to meet the demands of AI and automation. Upskilling will not only help workers advance from one job to another—it could lead to the net creation of 5.3 million new jobs in that timeframe.
This is not just a “near-future” problem. According to the WEC, 60% of businesses today face skills gaps—making this the top global barrier to business transformation.
Upskilling or Reskilling?
Upskilling focuses on enhancing existing skills within the same domain or career path, enabling access to more advanced roles. Reskilling addresses the need to match skillsets with the evolving demands of the job market, potentially involving a career “makeover.”
It’s likely that your “skilling” plan should be a combination of the two.
Developing your program
There are countless ways to upskill or reskill your workers—but here are some basic steps for creating a successful program:
- Identify skills gaps. Conduct a thorough assessment to determine the skills your workforce currently has, and what it will need. This can be done through surveys, performance reviews, and feedback from managers.
- Identify candidates to fill those gaps. Upskilling workers in adjacent jobs is a good start, but identifying individuals for reskilling can be less straightforward. This is where soft skills play a crucial role. For example, if you are in need of engineering technicians, soft skills such as attention to detail and problem-solving are crucial.
- Set clear objectives. Define what you aim to achieve with the program. Whether it’s improving productivity, preparing for future roles, enhancing job satisfaction or all of the above, having clear goals will guide the program’s direction.
- Obtain buy-in from leadership. Without it, any reskilling program is likely to fail to reach its full potential.
- Outline your program.
- Explore available options: There are many existing online and third-party learning programs offered by organizations, businesses and educational institutions. It’s quite likely one of these offers the type of training your team needs. Manpower associates have access to several no-cost training programs to prepare them for skilled technical roles.
- Create your own curriculum: If you don’t find a suitable solution from a third-party source, you can create your own program, perhaps leveraging some online courses and blending them with workshops and hands-on learning. Ensure the content is up-to-date and aligned with industry standards.
Whichever route you choose, make sure that your program aligns with business objectives, and is flexible enough to meet the needs of all learners. Consider micro-learning, where units are broken down into easily digestible chunks.
- Engage and motivate employees. Encourage participation by highlighting the benefits of upskilling and reskilling, such as career advancement and personal growth. Provide incentives like certifications, promotions, or bonuses. Maintain engagement by soliciting—and acting on—feedback from participants.
- Provide support and resources. Offer resources such as mentorship programs, study materials, and access to industry experts. Ensure employees have the support they need to succeed.
- Monitor progress and adjust. Regularly evaluate the program’s effectiveness through feedback and performance metrics. Be prepared to make adjustments based on what works and what doesn’t.
An upskilling program will provide the kind of continuous improvement that will help you gain competitive advantage, feed your digital transformation, and bolster workforce retention. Read more about the benefits of an upskilling plan in Invest in Your Talent, Reap the Rewards.
Explore the advantages of partnering with Manpower. We offer a variety of upskilling options available to all our associates, including an exclusive skilled technical upskilling program.
