The management of human talent in the time of Industry 4.0 is a primary factor for the proper functioning of a company. However, major changes in processes also imply adaptation to them.
Being prepared for change is one of the capabilities that must be optimized the most for the successful incursion of industries into the fourth revolution.
It is important to be clear that human talent has always been the great driving force of business in all sectors. Although many think that with automation this can change, human labor will always be necessary. Of course, developing the capacity to adapt is one of the challenges of Industry 4.0.
In this article you will better understand what is changing in human talent management in times of Industry 4.0 and you will discover how this sector must adapt to the new era.
So, without further ado, here we go!
What is the role of the human resources sector for industry 3.0?
In industry sectors that have not yet gone through the great technological change, the role of the human resources area is to dedicate itself to people management.
Among its functions is carrying out the recruitment and selection of new collaborators, internal professional growth, training and salary management, among other administrative functions that reconcile the interests of the company with those of the workers.
Thanks to the digital transformation, these professionals are increasingly accustomed to including technology in their daily activities, facilitating data management.
However, with the arrival of Industry 4.0 there is a transformation not only of technological resources, but also work obligations change.
What will human talent management be like in times of Industry 4.0?
Human talent management in times of Industry 4.0 requires total adaptation not only to the use of new tools, but also to a change in their functions.
The sector has a fundamental task at this time of transformation. For example, in the following areas:
Staff training
One of the fundamental roles of human resources professionals will be that of education. The responsibility for ensuring that a business's collaborators are prepared to work in a different way lies with human resources.
Even though an industry prepares its entire structure for Industry 4.0, if it does not have the appropriate personnel, its results will be below expectations.
Contrary to popular belief, machines do not come to replace people, but rather to help them.
When you have a non-automated plant, production is slow, there are human errors, waste is greater and so are consumption expenses. However, automation is not synonymous with success when there are no professionals to accompany this development.
That is why human talent management is so important right now. Manufacturing sector professionals must be trained to correctly operate, diagnose and analyze the new machines and thus get the most out of the investment made.
Fight opposition to change
The fear of the new must also be combated and this is another task for the people management sector. Making employees aware of the importance and benefits that automation can bring them is one of the first tasks to be carried out.
Once professionals accept and are prepared for the change, it is time for them to learn about new technologies.
This work can be carried out jointly with the leaders in charge of the implementation of our 4.0 technologies, since they are the ones who are aware of the changes and know the collaborators best. Creating a joint strategy will allow more effective results in this process.
What are the expectations about automation in relation to human talent?
It is important to reaffirm that machines will never replace people, however, they will cause a change.
In a study Skills Revolution 4.0, carried out in 2019 by Manpower Group, we can clearly see what awaits us in the future.
A surprising fact for manufacturing is present in the study, cited as the area that will probably see the greatest increase in personnel during the next two years.
It is estimated that in the workforce there will be a 2% decrease in some workers, but on the other hand, there will be a parallel increase of 6%.
How is this? Well, even though the sector loses part of its collaborators, probably due to lack of adaptation or not meeting the demands required by the new tasks, the sector will need to not only replace the lost collaborators, but increase them by 4%.
While today the skills valued in these professionals are keeping machines running, good physical capacity and compliance with orders and procedures, in the future the demands will be totally different.
Machine management skills, the desire and ability to learn, and the ease of solving complex problems will be recognized.
Today we can notice that there is a shortage of professionals who will be required soon. For this reason, the sector that manages human talent has a great task ahead.
This does not only consist of finding new professionals with the required skills, but also, and very importantly, preparing collaborators who are already in the industry so that they can be part of the change.
For this reason, it is important to prepare now, since each day that passes is later to do so. It is necessary to begin to evaluate the capabilities so that the company has the collaborators that will allow it to take the step to Industry 4.0. Therefore, this first task remains for professionals in the human resources sector.
The human talent management sector has the responsibility of guiding the development of a manufacturing's most valuable resource: people. The success of the transformation for Industry 4.0 will depend on this.
Now that you better understood the role of human talent management in the time of Industry 4.0, then tell us, are you prepared for the change? We invite you to clear any doubts Contacting a MES Automation Consultant Now.
Originally published on April 13, 2021, updated on January 3, 2022
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