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June and July are the annual college entrance examination season, which is the key node for tens of millions of students to choose their future career paths. But for the industrial manufacturing industry, attracting young people to the industry, learning about the technology, and eventually encouraging them to return to the "factory" seems to be a constant problem. With the rise and popularity of robotics and artificial intelligence technology, technology is also reshaping the face of related industries. So, how can the use of technology and automation in manufacturing help companies attract and retain talent? What is the key role of HR managers in this process, and why do they need to lead this change?
撰文:优傲人力资源副总裁洛特·索德曼·索伦森(Lotte Sodemann Sørensen)
I grew up in an industrial environment with roaring machines, and my father was the head of a large Danish brewery. In my childhood memories, I witnessed the hard physical labor of the workers on the production line, which undoubtedly put a heavy burden on their physical health.
The risk of work-related injuries looms over workers at all times. With the gradual application of robotics, the working environment has also been positively transformed, which can also improve work safety and create better career development space.
Today, robotic automation technology has developed to a new level, and technological innovation is advancing at an astonishing rate. In large manufacturing companies, automation has become a central component of the production process. But for many HR managers, robotics is still a relatively new field, often accompanied by misunderstandings and biases. In fact, robotics not only creates a better working environment for companies, but also plays an important role in attracting and retaining talent.
As practitioners in the HR industry, we need to keep up with the development of this technology. Because of the labor shortage and skills mismatch, it is still a big problem for us to recruit on a daily basis. But the rise of robotics offers us new ways to address this challenge.
Let your employees grow
HR teams generally recognize that robotic automation can not only compensate for labor shortages, but also improve productivity and ensure high standards and consistent product quality. It's no secret that robots are particularly well-suited to work that people don't want to do or that aren't meant to be done by humans. At Universal Robots, we often boil down the boring, dirty, and dangerous jobs into 3D jobs. By automating these tasks, we not only improve worker safety, but also reduce physical injury.
Investing in technology is an important part of building an attractive work environment. Not only does it help employees improve their personal skills, but it also increases the company's attractiveness to employers. This is especially critical for young workers, who need to understand that jobs in manufacturing are safe and fulfilling, and offer abundant opportunities for career development and advancement.
Young workers use cobots to start automating their work
In addition, through the implementation of strategies such as cross-training, personal development plans and career planning, combined with continuous updating of technology and equipment, we are able to significantly enrich the skills pool of our employees. The deep convergence of technology, automation and digitalization in the manufacturing industry makes the job more attractive and challenging. At the same time, staying ahead of the curve in production technology and motivating employees to familiarize themselves with these new technologies and industry dynamics is a key strategy for creating a consistently attractive work environment.
Future Workforce Trends
The manufacturing industry across the globe is experiencing serious challenges in attracting a highly skilled workforce. It is expected that by 2030, there will be 2.1 million job openings in the U.S. manufacturing industry. Last year, more than 80 percent of manufacturers in China experienced labor shortages. In Japan, South Korea, and Western Europe, an aging population will lead to a significant reduction in the number of workers. In these countries, labor shortages have become an urgent and worsening problem.
At the same time, our workforce is gradually aging. Therefore, it is critical to find effective ways to attract and retain experienced workers with a wealth of knowledge and expertise.
Elderly employees working at the Migatronic plant
Providing ongoing skills development and training opportunities is critical to attracting and retaining senior workers. Not only does this keep them up to date with industry trends and technologies, but it also stimulates their enthusiasm for their work and combines their extensive experience to drive company growth. At the same time, by introducing cobots to reduce physical labor and adapt to the physical needs of older employees, a more supportive work environment can be created and their contribution can be enhanced. For example, Carbody in France has relieved an exemplary worker of the physical burden with a cobot, allowing him to continue working. At our UR plant in Odense, Denmark, cobots have become an integral part of our production and daily work.
In short, while robots on the factory floor may seem far removed from the field of work of HR professionals, they are actually closely related. Robotics presents a huge opportunity for companies to not only improve production efficiency and product quality, but also to create a safer, more fulfilling and better working environment for employees.
So, my message to HR practitioners is to embrace and leverage new technologies for strategic workforce planning. The future of work requires innovation, and it is our responsibility to lead that innovation.