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Stop Panicking About the Skilled Labor Shortage in Manufacturing

Augmentir’s take on the trending Workforce Institute’s staggering survey numbers.

Última actualización:  

Everyone is talking about it. The skilled labor shortage. It’s not a temporary problem. It’s here to stay. So instead of panicking and trying to use the same old strategies to identify, recruit and retain the increasingly rare skilled and experienced worker, let us present a different way of looking at the labor challenge. Spoiler alert: we see opportunity!

But first, let’s unpack some recent survey findings about the labor market. 

According to a survey by the Workforce Institute, a whopping 87 percent of manufacturers are feeling the ramifications of the shortage of skilled labor, including staff misalignment along the production lines, burnout, and supply chain disruption. 

Finding workers with the right skills, education and certifications can feel like looking for a needle in a haystack–hopeless and painful. The shrinking talent pool is forcing companies to rehire former employees who previously quit with limited skills or individuals with no manufacturing experience; it probably feels like the only viable option for production survival.

Where do you start with this new variable workforce? Standardized training programs? Excel spreadsheets for tracking and monitoring? These methods pose a concern for all workers on your production lines, regardless of their experience or skill set. Who needs what training? Who is responsible for tracking productivity and capturing relevant data? How confident are you in endorsing skills and assigning production teams with limited or imprecise information?

The old way would have led to panic. Today, there’s a better, smarter way. Today’s variable workforce in the manufacturing world is perfectly suited to adopt smart technology that will reduce, if not eliminate, the challenges associated with the labor shortage. Remember that thing we said about opportunity? Here it is.

Stay calm and carry on: smart digital tech can have an immediate and direct impact on learning about and managing worker skills.

Imagine if you could learn about a worker’s skills by tracking their performance in real time, immediately deliver training resources tailored to them based on their proficiency and certifications and then match them confidently to a production team where they’ll make a meaningful contribution. Sound like wishful thinking? It’s not.

Smart connected worker technology can collect data on worker patterns by tracking their performance journeys. It pulls relevant resources from the company inventory to deliver customized training programs. With the right training in place workers are engaged and feel safe while performing tasks. And, your teams are equipped to meet productivity goals.

The labor shortage is just a statistic. A smart connected worker suite is the solution.

Augmentir’s smart connected worker suite closes the gap between training and worker execution. Digitized instruction and skills management programs display and organize workers’ proficiencies based on levels of expertise. AI-driven insights monitor and easily match workers with procedures by assigning skills criteria. This proprietary Smart AI technology intelligently prompts workers for continuous training and accurately identifies appropriate skills endorsements to managers, helping them create better production lines. It’s the only solution of its kind on the market.

Kylene Zenk, Director of the Manufacturing Practice at UKG sees opportunity, too:

“If you can offer training or can tailor a job to meet candidates’ flexible qualifications, filling open headcount becomes more realistic in a tight labor market.”

We couldn’t agree more. Find out more about how and why manufacturers are taking smarter approaches to building a strong talent pipeline with Augmentir. Contact us for a demo today.

Like peanut butter and jelly, skills management and work execution are better when served together

Smart Skills Management software is helping manufacturers bridge the gap between training, skills, and work to build a more resilient and agile workforce.

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Where are you on your journey with adopting new and emerging technologies? Many manufacturers are jumping on the bandwagon for some of the latest tools that provide digital guidance to workers. Maybe you decided to implement digital work instructions to help workers safely and efficiently perform tasks. Or maybe you’ve bought software de gestión de habilidades to help you catalog and organize the skills and capabilities of different workers. But are either of these enough on their own to achieve all your production goals? Possibly, but unlikely.

Digital work instructions on their own deliver standard work guidelines but fail to consider the unique skills of each worker. Standalone skills management programs may offer a highlight reel of the skills and certifications of your workers but neglect to capture performance in real-time to provide accurate skills evaluations. Nor do they offer personalized training content needed to ensure workers perform their absolute best. Can we agree then these two features should go hand-in-hand?

One cannot exist without the other: Blending skills into the flow of work

In the past, standalone skills management systems were sufficient because:

  • Turnover was infrequent so line supervisors knew everyone on their team and their current skills and endorsements, making it easy for the supervisor to assign work safely and optimally
  • Investments in training, reskilling, and upskilling were performed either in a one size fits all approach or through a purely subjective or anecdotal approach

Today, however, a different situation exists.

Line supervisors are dealing with team members that they don’t know well, new ones starting every day, and experienced ones leaving.  This creates safety issues and makes optimally assigning work difficult as not only are the workers variable, but their skill levels and certifications are a constantly moving target.

An integrated, closed-loop skills management system is the solution for this era of high workforce turnover and absenteeism.

 

skills and work

 

Skills management solutions that combine skills tracking capabilities with connected worker technology and on-the-job digital guidance can deliver significant additional value. Data from actual work performance can inform workforce development initiatives allowing you to target your training, reskilling, and upskilling efforts where they have the largest impact.

It can generate an abundance of valuable data to provide tailored training support and skills endorsements and identify workforce opportunities. What else is possible? Imagine reducing training costs, optimizing job scheduling, increasing safety, and improving productivity. And now consider what will happen when you add smart technology to this all-in-one package.

 

asignar trabajos de forma inteligente

The power of smart digitization! Skills management and digital work instructions together boost productivity.

De acuerdo a Deloitte, organizations are shifting to a skills-based approach to meet the demand for agility, agency, and equity. Connected worker solutions that combine skills management with digital work instructions, collaboration, and knowledge management are uniquely suited to optimize today’s variable workforce. AI-generated insights are pulled from patterns identified across all work activity in real-time. These insights identify where new and experienced workers may benefit from either reskilling or upskilling.

This combination of smart digital technology can also leverage your training resources, such as instructional videos, written instructions, or access to remote experts, to deliver personalized guidance for the worker to perform their best. These tools intelligently work together to help you assign workers to procedures based on required skill levels. No second guessing! Augmentir is the only smart connected worker solution to intertwine these management tools with AI making it a powerhouse for optimizing your operations and meeting production targets.

 

 

Learn how Smart Skills Management software is helping manufacturers bridge the gap between training, skills, and work to build a more resilient and agile workforce.

Download our latest eBook – The Future of Work: Connecting Skills Management with Standard Work.

Download the eBook

 

Five Steps to Reskill and Upskill Manufacturing Workers

Learn the five steps to upskill and reskill manufacturing employees. Find out the benefits such as improving productivity and retention.

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While the terms ‘upskill’ and ‘reskill’ in reference to manufacturing workers are often used interchangeably, they are not the same.

Upskilling refers to cultivating a worker’s skillset to help them excel in their current role. Meanwhile, reskilling involves teaching an employee new skills in order to transition to a new role.

For example, a programmer can be reskilled to become a systems analyst. Or workers can be upskilled to manage technology as more jobs become automated.

Half of all workers will need to be upskilled by 2025 as more jobs become digitized, according to the World Economic Forum. Workers will take on more critical thinking and problem-solving roles, leaving technical tasks to artificial intelligence and machine learning. Furthermore, the growing skilled labor gap in manufacturing has created a workforce shortage, and upskilling and training are becoming necessary to ensure production capacity is met.

Explore the following topics below to learn more about upskilling and reskilling in manufacturing, including a step by step guides to reskilling and upskilling manufacturing workers.

What does upskill mean?

Upskilling involves evaluating an employee’s existing skills and helping them to advance in their current role. It helps facilitate continuous learning by providing training opportunities to develop employee skills.

It can involve refining either soft skills or technical skills to fill workplace gaps. For instance, emotional intelligence is a soft skill that can be honed in leadership roles. Similarly, technical skills are needed in many manufacturing positions. Working with technology is a must as companies automate more and more of their operations.

An HR representative with data analytics experience, for example, can hone their skills to take on more specialized tasks. This can consist of taking a class to gain more knowledge or attending a virtual conference to learn about industry-specific technology.

Upskilling staff can help your business stay on top of industry trends and pivot in an ever-changing digital landscape.

What is reskilling?

Reskilling involves learning new skills to move on to a new role within a company. It’s also a cost-effective alternative to hiring new employees.

For example, an electrician may have excellent planning and job estimation skills. The organization could choose to reskill that worker to an estimation position instead of hiring someone from the outside.

Or an employer could reskill a production assembler to work as a maintenance technician. The new role may require taking a series of training courses and completing certain safety classes or certifications.

Reskilling and upskilling are efficient ways to retain a manufacturing workforce. Both provide opportunities to help workers grow and advance skills. Learn how to upskill and reskill staff with the following steps.

How to upskill manufacturing workers

It’s important to have a clear plan to upskill manufacturing workers:

Step 1: Assess current skills.

It’s crucial to map employees’ current skills. This data will serve as the baseline for measuring employee progress.

A great way to outline worker skills is through a matriz de habilidades, which digitizes and helps accurately track skills across your organization. This can help identify any skills gaps that exist in current departments.

matriz de habilidades

Step 2: Access skills needed for the future.

After assessing current employee skills, it’s time to identify any skills needed for the future. Keep in mind that these must align with any changes expected to occur in the manufacturing industry or in your long-term business plan.

Step 3: Create upskilling goals.

Set employee-specific goals. For example, you may want each worker to take training courses to hone job-specific skills.

Step 4: Match workers with new learning opportunities.

Workers can develop skills through new learning opportunities. It’s important to offer training and development opportunities that help workers grow and foster their skills.

Step 5: Monitor progress.

By this stage, you should have mapped employee skills and outlined which ones are needed. It’s important to monitor any progress made. Organizations that digitally track employee skills can map “what the worker has been trained on” to actual job performance (“how the worker is doing”) to create a true representation of proficiency gaps and upskilling opportunities.

Mapeo de competencias laborales y habilidades

How to reskill manufacturing workers

If you’re looking to reskill manufacturing workers, consider the following steps below:

Step 1: Identify what skills need cultivating.

Pinpoint which skills are the most valuable and create training programs to train workers on those skills. Think about which new roles need to be created.

Step 2: Integrate upskilling.

It’s vital to start training employees and offering resources to advance skills. For example, training your workers on how to operate digital tools or a specific piece of equipment can help them take advantage of promotion opportunities down the line.

Mapeo de competencias laborales y habilidades

Step 3: Customize learning plan.

Develop a plan of core learning opportunities for any skillsets that are needed now or in the future. For example, you can customize learning plans to specific roles.

Step 4: Test and adjust.

Developing a perfect reskilling plan on the first try is no small feat. Be willing to acknowledge any mistakes and fix them.

Step 5: Invest in budget.

Allocating enough financial resources for reskilling employees is vital to company growth. Modify your budget to make reskilling a priority.

Benefits of upskilling and reskilling manufacturing employees

Workplace roles are changing and expanding in the age of automation. This change can bring about skill gaps that need to be filled for a business to stay ahead of the curve.

Upskilling and reskilling manufacturing employees has a number of long-term benefits for employers, such as:

  • Boosts retention. Investing in your employees’ skills development fosters better relationships. Workers who feel valued are less likely to leave. Improving retention can save businesses money on hiring and training new workers.
  • Improves morale. Businesses that offer training and development opportunities help their workers grow and move forward in the company. This can help employees feel like they’re working toward something and not staying stagnant within the company.
  • Improves quality and productivity. Beyond retention and morale improvement, upskilling and reskilling can have production benefits. A more skilled and trained workforce can result in improved quality, productivity, and efficiency throughout your organization.

Looking to improve upskilling and reskilling within your organization?

Aumentar de suite of smart connected worker tools helps manufacturing organizations create a more skilled and productive workforce. Find out how our software can make it easier to reskill and upskill manufacturing workers in your organization. If you’d like a demo, let us know and we’ll be in touch.

How to Find the Best Skills Tracking and Management Software

Smart Skills Management software is helping manufacturers bridge the gap between training, skills, and work to build a more resilient and agile workforce.

Última actualización:  

Skills management and tracking software helps manufacturers identify and track employee expertise. You can map skills from a centralized library to individual workers, analyze the performance of your teams, and fill any skill gaps that exist.

These smart insights can help businesses improve their talent management strategy, including training and development programs and recruiting opportunities.

If you’re interested in learning how to find the best skills tracking software, explore this article as we cover:

  • Benefits of skill management and tracking software
  • What to look for in tracking software
  • FAQs about skills tracking and management tools
  • Why Augmentir

Benefits of skills tracking and management software

Skills management involves identifying workers’ expertise and experience to determine whether they’re a right fit for a role, which areas need improvement, and how to best facilitate learning opportunities. A reliable skills tracking and management software solution lets you keep track of what your employees can and can’t do, and integrates that information with the actual work being done.

Here are a few reasons why you should invest in a tracking tool:

Enhanced training and development programs: Improve employee engagement by making sure courses and training opportunities are relevant to the jobs they perform. Management software makes it easier to assign employee courses that are appropriate and timely, and then track each individual’s training progress.

A more productive workforce: Employees who have access to training resources can further develop their skills to better perform assigned job duties and maximize output. This will empower workers to strive for continuous improvement and grow in their roles.

Improved retention: Offering continuous development and training programs can help your employees feel appreciated and taken care of. In return, they are more likely to stay and do a good job. Considering that turnover rates cost manufacturing firms an overwhelming amount, it’s critical to invest in programs that will improve retention rates.

What to look for in tracking software

Knowing how to effectively track employee skills can be challenging, but the right software can ease the burden. It makes it easier to identify who is lacking which skills and how to best close the gap.

Unfortunately, standalone skills management software solutions that attempt to automate skills tracking fall short of meeting the needs of today’s manufacturers because they do not connect the “skills that workers know” with the “work being done”. These standalone skills management solutions may have been ideal for the stable, unchanging workforce of the past, but they are not suited for today’s era of high workforce variability.

Skills management solutions that combine skills tracking capabilities with connected worker technology and on-the-job digital guidance can deliver significant additional value. Data from actual work performance can inform workforce development investments allowing you to target your training, reskilling, and upskilling efforts where they have the largest impact.

When looking for the best skill management and tracking software, its critical to make sure it can:

  • Keep a centralized database of competencies
  • Pinpoint worker skill gaps
  • Let management look for employees with specific expertise
  • Track the skills of individual employees in a centralized database
  • Intelligently assign work based on true worker skills and competencies
  • Personalize on-the-job guidance based on worker skills and experience
  • Create reports or dashboards to study competencies and skill gaps across departments

AI-powered software enables managers to filter through employee databases by skill to assemble teams best suited for a project.

 

software de seguimiento de habilidades

 

Skill management solutions should also integrate with core human resources software to offer seamless sharing of employee data. Some tools may even work in tandem with corporate learning management systems to provide access to educational content that could help workers develop new abilities.

Lastly, HR can use skill management software to make it easier to follow compliance regulations that require evidence of employee capabilities or certifications. For example, a health manufacturing facility may need workers to upload certain certifications to show proof of compliance.

FAQs about skills tracking and management tools

How do you keep track of employee skills?

You can track employee skills using software that manages worker competencies. These programs should allow you to build customized job profiles, create reports to study competencies, and fill skill gaps.

What is skills software?

Skills software is a tool that helps manage and keep track of worker expertise and experience. It’s used by businesses to optimize job performance and boost worker productivity.

Should I invest in skills tracking software?

Manufacturing facilities can benefit from investing in software that provides an easy-to-use centralized database of worker profiles, training resources, and much more.

Why Augmentir

Augmentir can help manage the skills of your workforce with its AI-powered connected worker solution. Our skills management tools create visibility at all times to optimize training programs, track individual and team progress, and initiate more targeted training. Check out our demostración en vivo.

 

Learn how Smart Skills Management software is helping manufacturers bridge the gap between training, skills, and work to build a more resilient and agile workforce.

Download our latest eBook – The Future of Work: Connecting Skills Management with Standard Work.

Download the eBook

 

Manufacturers are onshoring at a rapid pace. Here’s how to get ready for this growing trend.

Augmentir’s take on the trending Workforce Institute’s staggering survey numbers.

Última actualización:  

Do you remember when offshoring–the outsourcing of production internationally–was once considered the “gold standard” for manufacturers because of reduced costs? Funny how things change. We can partly thank the global pandemic for this. Reshoring, also referred to as ‘onshoring’, in manufacturing is now the way to go–the apparent panacea to supply chain disruptions and a healthier economy. This should have manufacturers cheering and dancing in the streets, right? Not so fast. We’ve also got a massive labor shortage to deal with. But don’t fret. There are solutions to be found, and they happen to exist in software tools already being embraced by organizations on their journey to digital transformation.

The perks and pressures of onshoring in manufacturing

If your organization isn’t already thinking about onshoring its operations, maybe you should be. Onshoring in manufacturing means greater resiliency, agility, and sustainability by shortening the distances between process and delivery. Less travel means reduced emissions and adherence to ESG standards. Reshoring addresses issues associated with shipping costs, lead times, and new regulations. Working in familiar markets can help identify supply and demand trends more accurately. National employment rates are likely to increase when hiring residents and working with other domestic business partners.

But labor shortages and the variability of today’s workforce have not made reshoring an easy shift. So while there is tremendous opportunity to bring production home, the lack of affordable and skilled labor is having a tremendous impact on our domestic production capacity.

Here’s how you make onshoring work for you. First, stop thinking the old way of recruiting, training, and retaining workers will still work today.

Work with what you’ve got

What’s wrong with training today? Yes, training programs can help improve worker knowledge and skills development. But only if they are meeting the unique needs of individual workers with content-rich, high-impact learning and hands-on training programs. Forget those standard training programs–they are useless in the face of the variable workforce we have available today. The workers you can find are showing up with a mixed bag of experience and skills. That doesn’t have to be a disadvantage anymore. Because there is a smarter way to train and optimize the skills of each of those workers to meet productivity goals individually and fulfill the potential for your organization’s production capacity.

Smart digitization is the ticket to effective onboarding, training, and more–from hire to retire

“The secret of change is to focus all your energy not on fighting the old, but on building the new.” – Socrates

This new era of workforce instability is forcing manufacturers to change. It’s forcing them to turn to digital technology and look at smarter ways to hire, onboard, train, and retain their workers. At Augmentir, we call this Smart Digitization.

What do we mean by ‘smart’ digitization? Smart digitization involves adopting modern, digital tools, mobile technology, and supporting workers throughout their entire lifecycle.

smart digitization throughout worker lifecycle

 

Modern connected worker tools are at the core of the solution that supports workers throughout their employment, from training to troubleshooting in real-time to ongoing learning and development. If you look at the entire employee lifecycle, this means:

  1. Using software tools to digitize and automate onboarding and skills tracking to help get workers operational faster, regardless of their skill and experience.
  2. Once on the job, digitizing and personalizing work instructions based on the individual needs of the worker – whether they are a novice worker or an expert.
  3. Proving instant access to support, within the flow of work.
  4. And finally, using an AI-based system to analyze how workers are performing on the job, and intelligently targeting upskilling and reskilling based on actual work performance.

Workers have access to a suite of digital tools and knowledge resources at their fingertips – digital work instructions, collaboration, and support tools to guide them on the job and quickly problem-solve complex tasks, allowing them to do their personal best.

For employers, this means not only more engaged and collaborative workers, it also means deeper insights into work performance that can help drive continuous improvement efforts.

Mapeo de competencias laborales y habilidades

AI-based smart insights intelligently optimize workers’ performance by identifying and tracking their skills in real-time. Smart insights pull from these performance metrics and learn to prompt workers who need new training programs or work opportunities, continuously upskilling and reskilling.

It’s the advanced medicine needed to maximize productivity and operational health.

So as you plan to bring more of your production back home, make sure you’re ready to seize the opportunity and address the challenges of a restricted labor market at the same time.

 

Find out how and why so many manufacturers are turning to Augmentir to turn their workers into efficient, productive, and long-term assets for their businesses.

Check out our latest webinar – Smart Digitization of Frontline Workers to learn more.

Mira el seminario web

 

Uso de IA para operacionalizar la capacitación para fabricantes

La inteligencia artificial y la tecnología de los trabajadores conectados están ayudando a los gerentes de primera línea a combatir el agotamiento de los empleados y mejorar el compromiso y la retención.

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En la acelerada industria manufacturera actual, mantenerse a la vanguardia es fundamental para el éxito. Para seguir siendo competitivas, las empresas deben capacitar y mejorar continuamente a su fuerza laboral. Una forma de lograrlo es implementar la capacitación y acercarla a la planta de producción mediante inteligencia artificial (IA) y tecnología para trabajadores conectados. Implementar la capacitación implica adoptar un enfoque más sistemático para la capacitación y el desarrollo de la fuerza laboral, en lugar de tratarla como un evento puntual.

operacionalizar el aprendizaje

Según un Informe de McKinseyLas empresas que adoptan el aprendizaje impulsado por IA redujeron el tiempo de capacitación hasta en un 50% y mejoraron los resultados de aprendizaje hasta en un 60%.

Las soluciones basadas en IA hacen que el aprendizaje sea más accesible, atractivo y eficaz; y al integrar soluciones de formación y aprendizaje en las operaciones diarias de la empresa, los fabricantes pueden crear una cultura de aprendizaje y mejora continuos. De hecho, en Augmentir hemos visto a empresas manufactureras utilizar este enfoque para... reducir la incorporación de nuevos empleados y tiempo de entrenamiento hasta en 72%.

Aprendizaje: cuándo y dónde se necesita

La IA tiene el potencial de revolucionar muchas industrias, y la manufactura no es la excepción. Muchos trabajadores de la industria manufacturera trabajan en turnos, lo que les dificulta asistir a las sesiones de capacitación presenciales tradicionales.

Con la IA, las organizaciones pueden incorporar más procesos de aprendizaje en la jornada laboral diaria de sus trabajadores de primera línea, lo que permite, en esencia, operacionalizar la capacitación y reducir la brecha entre el conocimiento y la acción. Este "aprendizaje activo" se alinea con el modelo visual de la Pirámide del Aprendizaje, que ilustra las diferentes etapas del aprendizaje y su eficacia relativa.

pirámide del aprendizaje

El aprendizaje activo implica que el alumno participe activamente con el material, a menudo a través de la resolución de problemas, el debate o la aplicación del conocimiento mientras está en el trabajo.

En general, el aprendizaje activo (o aprendizaje del flujo de trabajo) se considera más eficaz que el aprendizaje pasivo para promover una comprensión profunda y la retención de información. Por lo tanto, los líderes de aprendizaje suelen esforzarse por diseñar experiencias de aprendizaje que impliquen niveles más altos de aprendizaje activo, superando los niveles inferiores de la pirámide y promoviendo el pensamiento crítico, la creatividad y la resolución de problemas.

Este enfoque se puede implementar con soluciones de aprendizaje móvil que aprovechan la tecnología de los trabajadores conectados y la IA para ofrecerles módulos de capacitación breves y a la carta, a los que pueden acceder desde sus teléfonos inteligentes o tabletas. Estos módulos se pueden personalizar según el nivel de habilidad de cada trabajador, lo que les facilita aprender a su propio ritmo.

Además, las soluciones de aprendizaje impulsadas por IA ofrecen:

  • Aprendizaje personalizadoLas soluciones de aprendizaje basadas en IA se pueden personalizar según el nivel de habilidad de cada trabajador, lo que facilita que aprendan no solo a su propio ritmo, sino también a su nivel de experiencia. Por ejemplo, a los trabajadores principiantes se les puede exigir que vean un microvideo de aprendizaje como requisito de seguridad para realizar una tarea, mientras que a un trabajador con mayor experiencia y competencia laboral adecuada podría no ser necesario.
  • Aprendizaje basado en el rendimientoLas soluciones basadas en IA ofrecen a los trabajadores experiencias de aprendizaje prácticas, personalizadas según su desempeño laboral. Estas experiencias pueden ofrecerse a través de diversos medios de contenido: multimedia, guías de autoayuda, vídeos de microaprendizaje e incluso experiencias de realidad aumentada (RA).
  • Retroalimentación en tiempo realLas soluciones impulsadas por IA pueden monitorear el desempeño de los trabajadores en tiempo real, brindando retroalimentación instantánea para ayudarlos a mejorar y brindar acceso a contenido para ayudar a resolver problemas en el flujo de trabajo.

La IA también puede ayudar a evaluar el desempeño de los empleados. Las evaluaciones de desempeño tradicionales suelen basarse en evaluaciones subjetivas de los gerentes. Por otro lado, las evaluaciones de desempeño impulsadas por IA pueden proporcionar una evaluación más objetiva y basada en datos del desempeño de los empleados, a la vez que ofrecen una visión más precisa de sus fortalezas y debilidades.

Mejor formación, mejor trabajo

Al implementar soluciones basadas en IA, las empresas pueden identificar y gestionar las necesidades de capacitación en toda la organización. Utilizando datos de rendimiento, la IA puede detectar deficiencias en el conocimiento o las habilidades de la plantilla, lo que permite desarrollar programas de capacitación específicos para subsanarlas.

Una vez implementada, la IA se puede utilizar para rastrear y mejorar eficazmente la efectividad del aprendizaje y la capacitación, aprovechando los datos sobre el desempeño de los trabajadores antes y después de la capacitación para medir el impacto y refinar los programas de capacitación para garantizar que brinden el mejor resultado.

A medida que la industria manufacturera continúa evolucionando, también debe evolucionar la forma en que abordan las soluciones de aprendizaje. Un estudio reciente... Encuesta de Deloitte Se descubrió que más del 90% de las empresas creen que el aprendizaje basado en IA será importante para el éxito de su organización en los próximos tres años. La IA tiene el potencial de operacionalizar la capacitación y transformar el aprendizaje en la industria manufacturera, acercándolo a la planta de producción. Al aprovechar el aprendizaje personalizado basado en IA, la retroalimentación en tiempo real, las evaluaciones de desempeño basadas en datos y la identificación de las necesidades de capacitación, las organizaciones industriales pueden crear una fuerza laboral más eficiente y eficaz.

Matriz de Habilidades: ¿Cómo crearla y cuáles son las alternativas?

Conozca qué es una matriz de habilidades, cómo se pueden utilizar y alternativas para ayudar a realizar un seguimiento de las habilidades de los empleados.

Última actualización:  

Una matriz de habilidades es una cuadrícula que representa las habilidades y cualificaciones de los empleados. Las empresas utilizan esta información para gestionar, planificar y supervisar las habilidades actuales y deseadas para un puesto, equipo, departamento o proyecto.

Tener un lugar para registrar las habilidades y el nivel de experiencia de cada empleado puede ayudar a los gerentes a decidir cómo distribuir las tareas. También es una excelente manera de evaluar las áreas de mejora.

Una matriz de habilidades suele gestionarse mediante una hoja de cálculo, pero existen alternativas. Por ejemplo, el software de gestión de habilidades en la nube puede ayudar a identificar y monitorizar las competencias de los empleados y correlacionarlas con su desempeño laboral real. El software también puede ayudar a los gerentes a filtrar las bases de datos de empleados por habilidades para formar equipos o asignar tareas según cualificaciones específicas.

matriz de habilidades

Para ayudarle a aprender más sobre la matriz de habilidades y su alternativa, este artículo explora los siguientes temas:

¿Qué es una matriz de habilidades?

Una matriz de competencias es una herramienta que utilizan los empleadores para registrar las habilidades y la experiencia de los trabajadores. Generalmente, se mantiene en formato de hoja de cálculo e incluye las habilidades que los trabajadores ya poseen, las necesarias pero poco desarrolladas, y las requeridas para completar un proyecto o desempeñar una función laboral.

Cada empleado recibe una calificación según su dominio de cada habilidad y su interés en desarrollarla. Esto proporciona a los gerentes una visión clara de quién está cualificado para realizar determinadas tareas.

¿Cuáles son los beneficios de utilizar una matriz para realizar el seguimiento de las habilidades de los empleados?

Una matriz de habilidades ofrece múltiples beneficios que pueden aumentar el rendimiento del equipo y la productividad. Algunos de sus beneficios incluyen:

1) Concientiza sobre las habilidades de los empleados.

Esta herramienta muestra en qué área destaca un miembro del equipo y dónde puede mejorar. Esto permite identificar qué habilidades deben cultivarse y en qué áreas ya dominan los miembros del equipo.

2) Establece expectativas del equipo

Con la matriz que describe qué habilidades se necesitan para completar un proyecto, los empleados tienen una mejor idea de lo que se espera y se requiere para ser competentes en sus funciones.

3) Muestra dónde se necesitan nuevas contrataciones

La matriz permite a los empleadores comprender mejor si es necesario contratar a alguien para un puesto determinado. Conocer las habilidades que faltan ayuda a los gerentes a determinar qué tipo de empleado se necesita contratar para un proyecto específico.

¿Cómo creo una matriz de habilidades?

Crear una matriz de habilidades puede aportar numerosos beneficios a una empresa. Puede configurarla siguiendo estos pasos:

  1. Determine qué habilidades son necesarias para su equipo según la función o responsabilidad del trabajo.
  2. Evalúe las habilidades y cualificaciones de sus trabajadores.
  3. Cree un sistema de calificación para evaluar el nivel de habilidades actual de cada empleado.
  4. Complete los criterios que faltan y gestione la información en un sistema central de gestión de habilidades.

Matriz de habilidades para la gestión de habilidades

¿Cómo se pueden utilizar las matrices de habilidades en la industria manufacturera?

La industria manufacturera busca constantemente empleados cualificados. Las matrices de cualificación son una excelente manera de desarrollar las habilidades de los trabajadores de las plantas de producción y aumentar la productividad.

Esta herramienta organizativa también simplifica el proceso de contratación. Por ejemplo, permite a los gerentes comprender mejor qué habilidades faltan y quién podría ser el candidato ideal para el puesto.

Cuanto mejor preparado esté un empleado para realizar su trabajo, mejores serán los resultados de la empresa.

¿Cuáles son las alternativas al uso de una hoja de cálculo para su matriz de habilidades y competencias?

Si busca una alternativa a usar una hoja de cálculo para gestionar las habilidades de su equipo, considere un software de gestión de habilidades basado en la nube. Estos programas ayudan a las empresas a identificar y monitorear las competencias de sus empleados.

Por ejemplo, este software asigna habilidades de una biblioteca centralizada a perfiles de puestos y empleados individuales para ayudar a los gerentes a analizar las capacidades de sus equipos, las habilidades deseadas para cada puesto y las carencias de habilidades existentes. Más información sobre software de gestión de habilidades en nuestra guía.

Además, el software de gestión de habilidades no solo le permite gestionar de manera eficiente las habilidades de sus trabajadores de primera línea, sino que también le permite utilizar este mapeo de habilidades para asignar trabajo de manera inteligente o identificar necesidades de mejora o reciclaje de habilidades.
Mapeo de competencias laborales y habilidades

 

¿Le interesa saber cómo la plataforma de trabajadores conectados de Augmentir puede ayudarle a digitalizar y gestionar eficazmente las habilidades en su planta de fabricación? Contáctenos para una demostración gratuita.

Obtenga una demostración

 

Dust Away One-Size-Fits-All Work Instructions

La tecnología impulsada por IA puede ser la pieza faltante del rompecabezas para la crisis laboral actual.

Última actualización:  

Are you still printing work instructions and operating manuals? If so, we need to have a serious chat! Maybe you invested in “going digital” a while back and think your work is done. You’re not alone. It was considered “groundbreaking” when PDF files made their way to the factory floor. 

The first generation of digital work instructions were birthed after learning 46 percent of field technicians claimed paperwork and administrative tasks were the worst part of their day-to-day job. No argument here. Completing and filing paperwork is time-consuming and there is potential for lost information. There was an obvious upside to going digital, except for no longer being able to tell your supervisor that your dog ate your worker performance report. 

But even now that technology is ready for the archives. An estimated $1.3 trillion (and counting!) has been spent on digital transformation initiatives as the online connected workplace and market continue to move at a rapid pace. 

We are no fortune tellers, but studies show that 25 to 31 percent of 3.3. million business service jobs will be automated in the next decade. This doesn’t mean everyone is being replaced by robots. On the contrary. It means technology is improving to help workers do their jobs even better. Manufacturing companies need to be prepared to hop on this next-generation train if they aren’t already.

Move over one-size-fits-all training and work instructions 

The individualized, real-time, connected worker platform is here. Let us emphasize individualized. Connected worker platforms are being implemented in myriad industries, from automotive to food processing. Any industry which is adapting daily to the constant shifts and pressures of the global economy. Regardless of the industry, standard digital work instructions are no longer effective. They do not reflect the real-time changes happening in the operation, such as order fulfilment and materials inventory, or equipment maintenance needs and the capabilities of the workers operating the machines. Imagine working on the manufacturing floor for five years and handed with the same instrucciones de trabajo estandarizadas as the new hire.

Does this make sense? Not anymore. Not when AI-based technology is changing what’s possible. And what’s different about this latest wave of technology that makes it so special? It’s built around optimizing the performance of people (Gasp.)

Change is inevitable. Growth is optional. – John C. Maxwell

A marriage made in heaven–the next generation of workers is ready for a digitally connected workplace

Recruiting and retaining talented workers is one of the greatest challenges facing operations today. We get it. But there’s good news. As one generation of workers readies for retirement, another is stepping up to fill the gap. Gen Z is overflowing with talented innovators in the tech world having grown up surrounded by non-stop advancements and devices. Need one of them to look somebody up in the phone book? Forget it. But need assistance when your home computer suddenly “dies”? These are your people. 

It’s more than video games. Their education has been largely based on a digital foundation. Nearly every function of their daily lives has an element of connectivity to the broader online world. You could say this generation is hardwired to respond best to customized digital learning platforms. It’s their love language. And so the potential to drastically improve productivity is real.

The beauty of the digitally connected worker–could they be “the One”?

The digitally connected worker has all the right stuff for a long-lasting relationship with your operation. The digital training and work instruction platform holds their unique inventory of skills, goals, and performance history, and works with them to become a better version of themselves on the floor. Workers whose individual needs are supported are better, more engaged employees. They have the self-confidence – as well as the tools and specific instructions – to address problems head on when they arise. An investment in AI-powered technology is an investment in a stable, adaptable, and reliable workforce.

Are you and your workforce ready to take this next step in digitization? Contact Augmentir to start the conversation. Together let’s step into the full potential that this generation has to offer to improve your operational efficiency.