Three Ways to Commit to Training & Development
John Hindman, Director of Learning Services, Tooling U-SME on
January 15, 2019
Smart Manufacturing and and Industry 4.0 is changing the way companies approach the business of making things. Innovation will continue around the Internet of Things (IoT), artificial intelligence, big data, robotics, virtual reality, 3D printing and more. Read more to learn how you can stay competitive.
To stay competitive, it’s imperative that manufacturers engage employees by honing their knowledge and skills, boosting productivity and agility.
3 Ways to Stay Competitive | Industry 4.0
1. Benchmark your program against industry standards
The Association for Talent Development’s 2018 State of the Industry shares helpful metrics for manufacturers. Where does your company stand? When it comes to direct learning expenditure per employee, manufacturing is much lower ($614 per employee) than the overall average of $1,296.
2. Evaluate your learning culture
If your mission statement stresses high performance, innovation and customer satisfaction, you need to build a learning culture that embeds a mindset of continuous improvement. People are behind achieving all these goals and more.
A learning culture, with clear career pathways, addresses a top priority for most manufacturers: retaining skilled workers. And your ability to reduce turnover by engaging with and developing your team members, can save thousands – and, in some cases, even millions of dollars each year. So, communicate your commitment to a learning culture by aligning with corporate strategies and key performance indicators; make sure you invest time and resources to schedule training and development; create a sustainable, standardized blended learning program; and build in accountability.
3. Designate one person to own your training and development program
Too often, manufacturers have great intentions when it comes to building a strong training and development program only to see these plans fizzle when faced with production demands. Identifying a key employee to own this area will ensure consistency and follow through when it comes to onboarding, outlining career progression, developing trainers, providing ongoing development opportunities, building cross-generational teams, and overall accountability.
The digital transformation offers great opportunities to build the workforce of the future. Manufacturers will find that investing in people is not a choice. It is a necessity.
We’re here to help you tackle your organization’s workforce challenges head-on or identify some projects to get you started in the right direction.
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