Strategies for Future-Proofing Workforce Development

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐟𝐨𝐫 𝐈𝐨𝐓 𝐢𝐧 𝐌𝐚𝐧𝐮𝐟𝐚𝐜𝐭𝐮𝐫𝐢𝐧𝐠 As the manufacturing industry increasingly embraces the Internet of Things (IoT), the demand for skilled professionals capable of integrating and managing IoT solutions has surged. From my experience as a recruiter specializing in cutting-edge technology roles, I’ve recognized the critical need for creating a sustainable talent pipeline to support this transformative shift. IoT technology is revolutionizing manufacturing, enabling enhanced data-driven decision-making, increased operational efficiency, and the development of new business models. Strategies for Developing a Sustainable Talent Pipeline: ➡️ Partnerships with Educational Institutions: Collaborating with universities and technical schools to develop curricula that include IoT technologies, applied data analytics, and cybersecurity can prepare students with the skills needed for modern manufacturing roles. ➡️ Apprenticeships and Internships: Offering hands-on learning opportunities for students and recent graduates can help bridge the gap between theoretical knowledge and practical application, while also allowing companies to train potential employees in specific skill sets. ➡️ Professional Development and Continuous Learning: Investing in continuous education and certification programs for current employees not only helps keep skills up-to-date but also aids in retaining top talent by showing a commitment to their professional growth. ➡️ Cross-Functional Training: Encouraging existing employees to develop skills in IoT applications through cross-training can help diversify the skills within the workforce, promoting a more adaptable and versatile team. ➡️ Recruitment Campaigns Targeting IoT Skills: Tailoring recruitment efforts to highlight the exciting opportunities in IoT within the manufacturing sector can attract professionals from different technological backgrounds who may not have previously considered manufacturing as a career path. ➡️ Leveraging Online Platforms for Global Reach: Utilizing online learning and recruitment platforms can extend the reach of talent acquisition efforts globally, bringing in fresh perspectives and diverse skills that are crucial for innovation. The integration of IoT within manufacturing is not just a passing trend; it's a pivotal part of the industry’s future. By establishing a robust pipeline of skilled professionals, companies can ensure they remain competitive in an increasingly technology-driven market. If you’re a professional specializing in IoT, or a manufacturing firm looking to develop your workforce capabilities, let’s connect. Together, we can explore how to effectively build and utilize a talent pipeline that not only meets the current demands but also anticipates future technological advancements.

Manufacturing the Future: Aligning Educational Achievements with Industry Needs to Narrow the Skills Gap What are your thoughts on this topic? The speed at which technology advances challenges the development of a stable curriculum. So, what strategies can we employ to ensure students acquire the competencies necessary to be successful? Part of the answer lies in a curriculum that mirrors the ever-changing landscape of our sector, highlighting not just technical skills but also emphasizing critical soft skills such as problem-solving and adaptability. Some strategic approaches we should consider include: ⏺ Industry-Academia Partnerships – strengthening the connection between the two to ensure that academic programs align with practical industry needs including: integrating internships, apprenticeships, and co-ops programs for practical experience. ⏺ Promoting Lifelong Learning and Reskilling – advocating for a culture of continuous learning within the workforce. – implementing employee-sponsored workshops, online courses, and training sessions to help current employees stay competitive and proficient amidst technological advancements. ⏺ Support and Investment in STEM Education – garnering support from an early age though both governmental and private sector backing – including coding classes, science fairs, and encouraging students from diverse backgrounds to consider a career in manufacturing. ⏺ Leveraging Online Platforms for Skills Development – utilizing platforms like Tooling U-SME and LinkedIn Learning, which offer industry-aligned courses, providing essential skills for both existing and aspiring manufacturing professionals. Reducing the skills gap can be accelerate by: ✔ Improving worker compensation to enhance the appeal of manufacturing roles ✔ Advocating for manufacturing careers, be the example ✔ Expanding and diversify the manufacturing workforce demographic - As noted in The National Strategy for Advanced Manufacturing report by the US Government, that “expanding and diversifying the advanced manufacturing workforce will also enhance innovation, resilience, and performance”. Bridging the skills gap involves more than identifying the next generation of workers; it requires making sure they are adequately prepared for future challenges. So, let’s foster collaboration between industry leaders, educational institutions, and policymakers to develop a talent pipeline that aligns with the manufacturing sector’s evolving needs. Lets addressing these challenges head-on and cultivate a workforce that not only bridges the current skills gap but also drives our industry towards a future marked by innovation and sustainability. What initiatives does your company undertake that address these points, what additional insights might you offer that haven’t been covered? ------------------------------- We match manufacturing opportunities with experts and solutions. DM with the word 'Future' and let's talk!

🔍 Manufacturing Workforce Outlook: 2023-2028 The next five years present a transformative landscape for the manufacturing workforce. Automation, AI, and evolving business models will shape the future, but people remain the core of successful operations. Here's what we foresee: 1️⃣ Increased Automation & AI Integration: Expect more tasks to be automated, especially repetitive ones. Yet, this won't replace humans but will necessitate upskilling. 2️⃣ Rise of Remote Monitoring & Operations: IoT and connected devices will enable remote machinery monitoring, meaning fewer on-site personnel but an increased demand for tech-savvy operators. 3️⃣ Focus on Soft Skills: As machines take over hard skills, human-centric skills like problem-solving, communication, and leadership will be paramount. 4️⃣ Sustainability & Eco-Manufacturing: The eco-conscious trend will amplify. Employees who understand sustainable practices will be in high demand. 5️⃣ Localized Production: Expect a push towards more local manufacturing hubs, thanks to advanced production methods and the desire for quicker supply chains. As a manufacturing company, how do you prepare? Top 5 Steps Companies Should Take Today: 1️⃣ Invest in Training & Development: Upskill employees, emphasizing both technical proficiency and soft skills. 2️⃣ Adopt & Adapt Technology: Embrace automation and AI, but ensure a balanced workforce that leverages the best of both tech and human ingenuity. 3️⃣ Promote a Culture of Continuous Learning: The future is uncertain; fostering adaptability will be key. 4️⃣ Focus on Sustainability: Train teams on eco-friendly practices and understand the evolving regulatory landscape. 5️⃣ Diversify Supply Chains: Consider local suppliers, reduce dependencies, and create resilient operations. Stay proactive and adaptive, and your manufacturing workforce will thrive in the face of change! 💡 #Manufacturing #Workforce2028 #FutureofWork #LinkedInInsights

The Keys to Future Proofing are the 6 C's. Cognition, Creativity, Curiosity, Communication, Collaboration and Convincing. Three forces are fusing and re-sculpting employment and the workplace. 1) Technology. 2) Unbundled and Distributed work. 3) Just in time global marketplaces. A board room that is not planning on how to leverage some combination of the exponential productivity power of AI, the ability to hire talent anywhere due to unbundled distributed work, and the availability of global marketplaces for just in time resources from talent to technology to re-imagine, re-think and re-invent their business will soon lose their board seats or control of their company. Why would anyone run a company in 2024 the way they ran it in 2019? If one launched a firm today would it look like the firm of 2019? As the cost of knowledge goes to zero and it becomes clear that AI is significantly under-hyped every knowledge workers job will change before the end of 2024. The rate and impact of change of new workplaces, new markets and new tech feeding off each other will drive greater change much faster than seen in decades. This is not the time to wish for the best, keep our head down, hope that we can retire before the tsunami hits or wait for our company or boss to help transform us. Delegating our future to anybody else is not a good strategy. Starting right now we must invest time and resources to hone, sculpt and architect the six key skills will be essential in the future to complement machines, co-exist with change, and ensure continuous re-invention. Three of these have to do with individual competence (Cognition, Creativity, Curiosity) and three how we connect with each other and the world outside our minds including new AI agents. (Collaborate, Communicate, Convince). https://lnkd.in/giKwJAP3

Recruitment Talk  Are you prepared to GROW/SCALE your business? What used to be common practice by most food manufacturers, is not so common anymore! I’ve noticed many Food, Beverage & Ingredient Manufacturers are failing to create “meaningful” SUCCESSION PLANS to help scale their business as they grow and expand without creating headaches, roadblocks and slowdowns because of lack of talent internally, forcing the organization to always go outside the organization to fill the role. (This keeps me in business so I shouldn’t be complaining but I understand there needs to be a good balance) Companies need to start investing in Employee Development more frequently so employees are ready to “step-up” and assume a new expanded role when needed. In a fast-paced segment like food, beverage & ingredient manufacturing, investing in employee development is crucial for both retention and performance. Provide ongoing training and opportunities for career advancement to attract top talent and keep your team motivated and engaged. Offer cross-training programs that allow employees to gain new skills and broaden their knowledge base, ultimately contributing to a more versatile and resilient workforce. Additionally, recognize and reward high-performing employees to foster a culture of continuous improvement and loyalty within your organization. You won’t always be prepared to promote internally for every opening but with proper succession planning, training, cross training and career development you can reduce the need to always go outside the company to fill key roles, save recruiting costs, increasing employee morale and decreasing turnover etc.  It’s a win-win scenario and will pay dividends long term. Your comments are always welcomed! www.foodemployment.com

𝗘𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝗧𝗮𝗹𝗲𝗻𝘁 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗳𝗼𝗿 𝗙𝘂𝘁𝘂𝗿𝗲 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 McKinsey & Company highlights in this article a critical shift needed in talent development. Traditional methods aren't keeping pace with the rapid business changes. The focus now is on fostering a culture of continuous learning and adaptability. Integrating agile methodologies can help align development efforts with strategic business goals, preparing our workforce for future challenges. This approach not only bridges the skills gap but also enhances organizational resilience and innovation. As leaders, we must champion these adaptive learning environments. By promoting ongoing improvement and shared responsibility in learning, we better prepare our teams for the ever-evolving future. How are you updating your talent development strategies to thrive in this new era? https://lnkd.in/efUQEHRe #Leadership #HumanCapital #PrivateEquity #TalentDevelopment

🔥 Hot Topic Alert! 🔥 As a CEO, have you considered the importance of hybrid skills in your teams for the future of work? Recent discussions have highlighted a shift towards 'hybridization' of skills as a critical trend in workforce development. I recently sat down with Bledi Taska, Ph.D., my friend and labor economist, on this and other topics on the future of work. Here's the breakdown: 1️⃣ Skill Mix: It's no longer about just having technical or soft skills. Data shows an increasing trend towards the coexistence of these competencies. For instance, software developers now require more teamwork and interpersonal skills alongside their technical abilities. 2️⃣ Digitalization Across Fields: Industries that were untouched by digital skills now demand it. Take marketing, for example, which now requires knowledge of digital platforms and even SQL skills. 3️⃣ Visual Communication: Being able to visually convey ideas and information is becoming increasingly important. Clear, effective communication is critical across all industries and roles. Decoding these trends, it's evident that a new skill-set paradigm is emerging, comprising three dimensions: 🔹Technical Skills 🔹Human Skills (teamwork, empathy, etc.) 🔹Business Problem Enablers (understanding business needs, clients' requirements) As leaders, we need to reassess our hiring strategies and professional development programs to embrace this change and future-proof our organizations. Is your team ready for the future of work? Go deeper on this topic in my interview with Bledi. Check out the video preview and see a link to our complete interview in the comments. 👇

A report on the future of job by the World Economic Forum's has shed light on an alarming trend: the accelerated pace at which automation is impacting our workforce. According to their findings, a staggering 85 million jobs are expected to be displaced within the next five years, calling for immediate attention and proactive measures to address this major disruption. By the year 2025, automation will spearhead a new division of labor between humans and machines, affecting businesses across 15 different industries in 26 economies worldwide. This revelation pushes us to reevaluate our strategies and embrace the opportunities that lie within this transformation. While the numbers may sound daunting, it is crucial to view this shift with a balanced perspective. The advent of automation does not exclusively portend pessimistic outcomes for individuals seeking employment and professionals; rather, it serves as a noteworthy conduit or societal advancement and technological innovation. By recognizing and harnessing the potential of automation, we can pave the way for a future where humans and machines work harmoniously. The key to seizing this opportunity lies in upskilling and reskilling our workforce. As automation takes over repetitive and mundane tasks, it opens up avenues for us to focus on higher-value and creative work, and remain competitive in the job market. Moreover, organizations must play an active role in this transformative journey. Investing in employee development programs and fostering a culture of adaptability and continuous learning will be crucial in navigating the automation wave. Encouraging employees to acquire new skills and adapt to emerging technologies will not only secure their own employability but also ensure the long-term success of businesses. As professionals, we must stay informed about the evolving landscape and the skills that will be in high demand. Industries such as technology, education, healthcare, and finance, among others, are expected to experience significant disruptions. By aligning our expertise with the needs of these changing industries, we can position ourselves as valuable assets, ready to tackle the challenges and opportunities that lie ahead. The future of work may look different from what we have grown accustomed to, but it also presents an exciting realm of possibilities. By embracing automation, upskilling, and fostering a culture of adaptability, we can shape a future where humans and machines collaborate effectively, driving innovation and progress across industries. Let's not fear the rise of automation but rather seize the opportunity to reimagine work, unleash human potential, and build a future where technology empowers us to achieve greater heights. #futureofwork #upskilling #lifelonglearning #Worldeconomicforum #LinkedIn Link to the full article in the comment section below

Calling all manufacturing executives! Are you facing labor shortages, skills gaps, or retention challenges in your frontline operations? You aren't alone...... over 90% of manufacturers are taking action. Unfortunately, most actions aren't solving the problem. Manufacturing quit rates will not drastically improve. All indications point to conditions worsening. Redefining the approach to frontline operations and developing a sustainable workforce strategy is critical to navigating changing workforce dynamics. Future of Industrial Work #FOIW is a proactive, comprehensive, and lifecycle-based approach to building an empowered future-ready frontline workforce. ➡️ LNS Research shows FOIW Leaders dramatically outperform followers to achieve game-changing business value ➡️ Following the FOIW Framework, Leaders are 2.5 times more likely to achieve ≥ 25% or more YoY revenue growth rate   ➡️ Manufacturers at all points along the journey have used our groundbreaking Connected Frontline Workforce #CFW Solution Selection Matrix to identify the best CFW solution for their organization - to accelerate pilots to the proving phase. Let's elevate your frontline operations together! 💡 Read more: 📖 https://lnkd.in/em569JYi #Workforce #IndustrialAutomation #FutureofWork #Collaboration #Operations

This year’s #GlobalWorkforceoftheFuture research from LHH and The Adecco Group reveals a surprising trend: while nearly 75% of workers plan to stay put in 2024, long-term loyalty isn't guaranteed. More than half cite fear of change and external factors like the economy as reasons for staying. A passive talent pool is being created – where dissatisfied workers are simply waiting for the right opportunity to find new roles. To activate this pool of workers, employers have to demonstrate they are truly invested in employee success and rethink their approach to recruitment accordingly. This includes prioritizing learning and development, shifting to skills-based hiring and offering non-linear career paths and internal mobility programs. Demographic shifts mean workforce changes are on the horizon, and being able to lean into the things workers care most about will set employers up for long-term success. Read the full report here: https://lnkd.in/d-Rk6Ce6