Learn how manufacturers combat the manufacturing skilled labor shortage and close skills gaps with an Augmented Connected Workforce (ACWF).

An Augmented Connected Workforce (ACWF) offers manufacturing and other industrial organizations a powerful solution to combat the ever-worsening skilled labor shortage and skills gap. According to a report by Deloitte and the Manufacturing Institute, an estimated 2.1 million manufacturing jobs could go unfilled by 2030 and the cost of those missing jobs could potentially total $1 trillion in 2030 alone.

augmented connected workforce acwf manufacturing

By integrating advanced technologies like artificial intelligence (AI), connected worker platforms, and other emerging solutions manufacturers can enhance the capabilities of their existing workforce and bridge skill gaps. Connected worker tools offer real-time monitoring of your frontline workforce, ensuring seamless operations. Moreover, connectivity enables remote collaboration, allowing experts to assist frontline workers from anywhere in the world. This interconnected ecosystem empowers workers with the tools they need to succeed and attracts new talent by showcasing a commitment to innovation and technology-driven growth.

Through an ACWF, manufacturers can effectively combat the manufacturing skilled labor shortage and close the skills gap while driving productivity, innovation, and remaining competitive. Read more about ACWF in manufacturing below:

Implementing an ACWF in Manufacturing

A critical element of transitioning from a traditional workforce to an Augmented Connected Workforce (ACWF) is implementing and adopting new technologies and processes. Here are a few steps that can help with the adoption of ACWF technologies and smooth transitions in industrial settings:

  • Step 1: Assess Current Processes – Organizations must understand existing workflows and identify areas where AI, connected worker platforms, and other ACWF technology can replace paper-based and manual processes to enhance efficiency and productivity.
  • Step 2: Invest in Technology – Procure  AI-driven analytics platforms, mobile technology, and wearable technology to enable real-time data collection and remote collaboration.
  • Step 3: Training and Onboarding – Provide comprehensive training programs to familiarize workers with new technologies and workflows. Emphasize the importance of safety protocols and data privacy.
  • Step 4: Pilot Programs – Start with small-scale pilot programs to test the effectiveness of the implemented technologies in real-world manufacturing environments. Target high-value use cases that can benefit from a transition from paper to digital.
  • Step 5: Continuous Improvement – Gather feedback from workers and supervisors during pilot programs and adapt implementation initiatives based on their input. Continuously optimize processes and technologies for maximum effectiveness.

By following these steps, manufacturers can smooth the transition from a traditional manufacturing workforce to an ACWF, empowering their frontline workers with improved capabilities, skills, and overall operational excellence.

Supporting Learning in the Flow of Work

Augmented Connected Workforce (ACWF) technologies allow for increased frontline support and for new processes around learning and training to strategically upskill and reskill, reduce time to competency for new workers, and to combat the skilled labor shortage in manufacturing and more. Connected worker tools, such as wearable devices and IoT sensors, enable real-time monitoring of worker performance and environmental conditions, ensuring safety and efficiency on the factory floor.

pyramid of learning

An ACWF also allows for improved workflow learning capabilities giving frontline workers access to expert guidance, remote assistance and collaboration, microlearning, and other learning in the flow of work options regardless of the worker’s location.

ACWF tools further enhance frontline activities through:

  • Digital work instructions and guidance: Smart, connected worker platforms provide digital work instructions, procedures, and visual guidance easily accessible to workers on mobile devices.
  • Digital mentors and training: Some ACWFs incorporate “digital mentors” – GenAI-powered industrial assistants that can provide step-by-step guidance to workers, especially new hires.
  • Knowledge capture and sharing: Connected frontline worker applications capture data and insights from frontline workers, which can then be analyzed by AI software and used to improve processes, update work instructions, and share knowledge across the organization
  • Performance monitoring and feedback: ACWF solutions provide visibility into worker performance, allowing managers to identify areas where additional training or support is needed.

augmented connected workforce in manufacturing

In summary, ACWF initiatives empower frontline workers with the digital tools, knowledge, and support they need to learn and improve their skills directly within their daily workflows, rather than relying solely on formal training programs. This helps close skills gaps and drive continuous improvement.

Future-proofing Manufacturing Operations with an ACWF

Adopting an Augmented Connected Workforce (ACWF) approach centered around augmenting frontline workers with mobile technology, immersive training, collaborative decision-making, and continuous improvement, allows manufacturers to future-proof their operations and gain a sustainable competitive advantage. This concept empowers employees with powerful tools that augment and enhance their capabilities, productivity, and overall business processes by accessing critical information and fostering collaboration

AI-powered software can analyze vast amounts of data to optimize production processes and predict workforce development needs. At the same time, connected frontline worker solutions enable the integration of mobile and wearable technologies and provide real-time data insights, aiding in optimizing factory operations and adapting to evolving industry trends.

For an Augmented Connected Workforce, integrating AI and connected worker technologies serves as a vital strategy for manufacturers navigating the skilled labor crisis. Augmentir encourages organizations to embrace ACWF transformations and expedites adoption through a comprehensive connected worker platform leveraging the combined benefits of connected worker and AI technologies.

With Augmentir, frontline workers can access critical information, real-time data and insights, and expert advice and guidance all in the flow of work preventing lost time and improving both efficiency and productivity. Schedule a live demo to learn more about how an Augmented Connected Workforce future-proofs manufacturing operations and enhances frontline activities.


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AI-powered technology may be the missing puzzle piece for today’s workforce crisis.

It wouldn’t be fair to attribute all of manufacturing’s current labor shortage woes to the pandemic–there are a lot of factors contributing to this frustrating situation, and many of them were looming long before we ever heard of COVID-19. Did it make things worse? Probably. And the forecast doesn’t look very sunny if you believe what analysts have to say about it. However, despite the current crisis, there is hope yet for manufacturing, specifically in the form of AI and Connected Worker Technology.

Sure, the face of the workforce has changed dramatically. The pool of potential laborers has shrunk. Businesses are being forced to hire people traditionally considered under-qualified. And that leads to a whole host of other complications, including a drop in operational efficiency, a rise in safety issues, and more. The pessimists out there would only see the threat to the global market these challenges pose–the manufacturing industry makes between 11 and 12 percent of the US economy after all.

Good thing we’re optimists at heart! Behind every challenge is an opportunity, as far as we’re concerned. And when it comes to this challenging labor market in particular, we see a huge opportunity for businesses to work with what they’ve got, and still reach operational goals. We have the potential to assess how every worker performs on the job, regardless of the experience and skill set they bring on day one, and use that information to improve individual and enterprise-wide performance. Puts a new light on the labor shortage, doesn’t it?

You can’t fix what you can’t see.

We know using data is important to directing and improving operations–that’s business best practices 101. But insights drawn are only as good as the data itself. And even though there can’t be many businesses out there who haven’t yet jumped on the digital transformation bandwagon, we suspect a lot still rely on outdated data collecting and reporting mechanisms. Those digital spreadsheets had their moment, but we’ve got better options now. Maybe you opted for a Bluetooth software program or distributing a digital survey for your workers. But even with those innovations, what do these data indicators really tell you? Is this reliable and usable information? We didn’t think so either.

Imagine what you could do with real-time data, rather than a summary of operational KPIs at the end of set periods? Even better–imagine capturing the performance metrics of each individual worker rather than their self-generated assessments and observations and having the potential to use that knowledge to improve their skill set and operational proficiency. That’s when data becomes intelligence. And that intelligence has the potential to become so valuable to your enterprise that you’ll wonder how you ever operated without it.

Not convinced you could benefit from data at that level of individual performance? Let us draw an analogy we think you’ll appreciate.

Think of each worker as a newly licensed driver; what happens after passing the road test?

Remember the day you got your driver’s license? We spent hours, if not days and weeks practicing behind the wheel, eagerly waiting to be evaluated by a driving instructor. And let’s be honest, plenty of us winged it, too. Either way, once you show them you can do a three-point-turn and know to stop at the flashing pedestrian crossing sign, everyone walks away with the proof of their proficiency–a driver’s license. 

Then what happened? Nothing. Maybe a celebratory high-five and then eventually years of driving. In one, five, or ten years, what do we know about each person’s capabilities? Unless they’ve wracked up a stack of tickets for traffic violations, we don’t know anything. For all we know, they haven’t sat behind the steering wheel since passing. There is no mechanism to re-assess whether drivers are highly skilled or at-risk of creating an accident in operations.

Now what if we looked at our frontline workers through that lens? You know when they were hired that they could perform X, Y and Z. Some could do even more. But what about after that? What if you could assign an AI-based driver instructor to follow each new driver around for ongoing assessment and intervention in the moment of need?

Put smart connected worker technology in the passenger seat

Adopting connected worker technology powered by artificial intelligence (AI) increases the reliability and credibility of data by analyzing employee performance in ‘real-time.’ That individualized data can be used to connect workers with a company’s digital library of training tools and resources, having an immediate impact on operational proficiency and cultivating a healthy learning environment for workers.

Connected worker technology that leverages AI offers self-guided learning processes when opportunities are identified, reduces human error and improves safety, provides updates on pressing issues and equipment failures and access to a variety of applications. Who wouldn’t want to work for an organization like this? One that offers a high probability of job satisfaction and encourages personal skill development? A culture like that can help the operation on many levels, from reducing operational costs to attracting new employees. 

What now? There is only one connected worker solution that can provide this level of intelligence on your workforce–contact us to learn more about how Augmentir can benefit your business and ask for a demo!

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

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.

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

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 skills matrix, which digitizes and helps accurately track skills across your organization. This can help identify any skills gaps that exist in current departments.

skills matrix

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.

skills job proficiency mapping

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.

skills job proficiency mapping

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?

Augmentir’s 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.

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

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.

skills job proficiency mapping

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.


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

Employee onboarding is crucial to any organization. It’s even more important in manufacturing, where workers have to understand complex operating procedures and accomplish tasks in a timely manner.

An employee’s first impression of a workplace can set the tone for their entire experience with the company. An engaging and informative onboarding process can improve job performance by setting up workers for success.

Plus, an employee is more likely to speak highly of the business they work for if they see themselves as a valuable member of the team.

If want to improve your manufacturing employee onboarding process, explore this article that goes over the following:

What is employee onboarding?

Employee onboarding is the process in which new hires are integrated into a company. It involves training activities, a new-hire orientation, and learning about the business’s structure, culture, mission and values.

Finding the right candidate for a position is the first step to building a successful team. Onboarding that new employee is the most important next step. Done right, this process can set the precedent for a productive, content and even excited worker.

The two main goals of the first day of onboarding should be to set clear employee expectations and introduce their objectives. Workers should know what their job duties and responsibilities are from the get-go.

How is onboarding different from employee orientation?

Onboarding is often confused with employee orientation. Orientation usually involves completing necessary paperwork, while the onboarding process is comprehensive and can last for months.

Employee orientation is a one-time event. Its purpose is to welcome new hires to a company and introduce a checklist of mandatory tasks to complete such as filling out forms.

Employee onboarding, meanwhile, consists of completing a series of activities, including orientation. It includes training over a longer period of time to help workers learn more about their roles, their teams and how their jobs relate to overarching company goals.

Both onboarding and orientation are critical aspects of introducing employees to their new work environment. They also complement each other in improving employee engagement.

How to effectively onboard new hires

Investing time in your workers is one of the best ways to retain employees and boost productivity.

A new hire’s first few weeks are some of the most important in setting up expectations and building their personal investment in your company.

Go above and beyond and you’ll reap the benefits. Overlook the onboarding experience and you could have unsatisfied employees.

Here are five ways to effectively onboard new hires:

Step 1: Create a worker playbook.

Start by giving a general overview of your business, including your mission, values and perks. Some things to include are:

  • Your customers and stakeholders
  • Work culture and expectations
  • Team members/employees
  • What company success and growth look like

Step 2: Set 90-day goals.

Giving new hires direction and actionable items from the start is important. Identify some goals to work towards to give employees the confidence to excel in the company.

Be sure to provide any resources they will need and connect employees with other workers who can help them. Having a clear plan will make it easier to track goals and collaborate with workers along the way.

Step 3: Set a time to meet and provide feedback.

Set aside time to meet with new hires to provide feedback and ask how they are doing. This can foster connectedness and engagement between you and your employee.

This also gives you the opportunity to learn more about your workers and address any concerns they may have.

It also lets you elicit employee observations of the company and its processes, which can be insightful. A new hire may offer ideas that people invested in the current paradigm wouldn’t think of.

Step 4: Outline schedule and job duties.

It’s crucial to set consistent work schedules to ensure productivity. Loose or frequently changing schedules can lead new hires to think your organization is disorganized.

Further, outlining job duties (such as required skills) can also give employees a sense of direction and ensure they have plenty to work on.

Consider digitizing your onboarding and training program to help accelerate the overall onboarding schedule and get your employees productive faster, and build a program that incorporates the following:

  • Job expectations
  • Performance evaluation
  • Role shadowing
  • Training opportunities
  • HR meetings/employee documentation
  • Compliance training
  • Ongoing assessment through quizzing

In time, new hires will have a better idea of their workload and how to create and execute their own daily task lists.

Step 5: Set up continuous learning opportunities.

The best results from onboarding come months after the process is over. That’s because setting up continuous employee learning opportunities fosters professional development.

A worker can take everything that they learned from the onboarding process and apply it to their day-to-day tasks. Give workers the support and guidance they need, at the moment of need, whether it’s immediate access to a digital troubleshooting guide, or connecting virtually with a subject matter expert. Delivering personalized work procedures for every worker allows for continuous learning and growth.

Why onboarding is important in manufacturing

Creating effective onboarding programs can boost employee engagement and create a manufacturing workforce that excels in industry-related skills.

Effective onboarding has also been shown to:

  • Reduce employee turnover
  • Cultivate existing and new skills
  • Integrate workers more quickly
  • Foster long-term employee satisfaction
  • Create the foundation for workforce development

Optimizing onboarding with connected worker technology

Many manufacturing companies are using modern connected worker technology to transform and optimize how they hire, onboard, train, and deliver on-the-job guidance and support. AI-based connected worker software provides a data-driven approach that helps train, guide, and support today’s dynamic workforces by combining digital work instructions, remote collaboration, and advanced on-the-job training capabilities.

As workers become more connected, manufacturers have access to a new rich source of activity, execution, and tribal data, and with proper digital tools can gain insights into areas where the largest improvement opportunities exist. Today’s workers embrace change and expect technology, support and modern tools to help them do their jobs.

Augmentir’s AI-based connected worker solution delivers continuous learning and development tools to optimize onboarding training for a rapidly changing and diverse workforce.

Built-in reporting for skills management and job proficiency allows you to accurately track and manage skills, certifications, and qualifications for your team. AI-based analytics help you better understand your workforce and make informed workforce development decisions.

intelligently assign jobs

Find out how our software can make it easier to onboard new employees and set them up for success. Contact us today to arrange a demo.

Learn about what a skills matrix is, how these can be used and alternatives to help track employee skills.

A skills matrix is a grid that maps employees’ skills and qualifications. Companies use this information to manage, plan, and monitor current and desired skills for a position, team, department, or project.

Having a place to store each employee’s skills and experience level can help managers decide how to divvy up tasks. It’s also a great way to gauge areas of improvement.

A skills matrix is usually managed using a spreadsheet, but there are alternatives to skill matrices. For example, cloud-based skills management software can help identify and track employee competence and correlate it with actual job performance. The software can also help managers filter employee databases by skills to assemble teams or assign work based on specific qualifications.

skills matrix

To help you learn more about the skills matrix and its alternative, this article explores the following topics:

What is a skills matrix?

A skills matrix is a tool used by employers to track workers’ skills and expertise. Typically maintained in spreadsheet format, it usually includes skills that workers already possess, ones that are needed but underdeveloped, and those that are required to complete a project or perform a job function.

Each employee is given a rating on their proficiency in each skill and their interest in developing it. This gives managers great insight into who is qualified to complete certain tasks.

What are the benefits of using a matrix to track employee skills?

A skills matrix offers multiple benefits that can increase team performance and boost productivity. Some of its benefits include:

1) Brings awareness to employee skills

This tool shows what area a team member excels at and where they can improve. This can bring awareness to what skills need to be cultivated and what areas team members are already proficient in.

2) Sets team expectations

With the matrix outlining what skills are needed to complete a project, employees have a better idea of what’s expected and required to be proficient in their roles.

3) Shows where new hires are needed

The matrix gives employers a better idea if someone needs to be hired to fulfill a certain role. Knowing which skills are missing helps managers determine what kind of employee needs to be hired for a specific project.

How do I create a skills matrix?

Creating a skill matrix can provide a wealth of benefits to a business. You can set one up by following the steps below:

  1. Determine which skills are needed for your team based on job function or responsibility.
  2. Evaluate your workers’ skills and qualifications.
  3. Create a grading system to rate each employee’s current skill level.
  4. Fill in the missing criteria and manage the information in a central skills management system.

skills matrix for skills management

How can skills matrices be used in the manufacturing industry?

The manufacturing industry is always seeking skilled employees. Skilled matrices are an excellent way to cultivate the skills of current production plant workers and boost productivity.

This organizational tool also simplifies the hiring process. For example, it gives managers a better sense of what skill areas are lacking and who may be the right fit for the role.

The better equipped an employee is to do their job, the better a company’s bottom line will be.

What are the alternatives to using a spreadsheet for your skills and competency matrix?

If you’re looking for an alternative to using a spreadsheet to manage the skills of your team, consider cloud-based skills management software. These programs help businesses identify and track worker competency.

For example, this software maps skills from a centralized library to job profiles and individual employees to help managers analyze the abilities of their teams, the desired skills for each role and any skill gaps that exist. Learn more about skills management software in our guide.

Furthermore, skills management software not only allows you to efficiently manage skills for your frontline workers, it also enables you to use this skills mapping to intelligently assign work or identify upskilling or reskilling needs.
skills job proficiency mapping


Interested in learning how Augmentir’s connected worker platform can help you digitize and effectively manage skills within your manufacturing operation? Get in touch with us for a free demo.