The so-called “intelligent manufacturing” is intelligent technology and traditional manufacturing integration of new business models arising. By networking, communications technology, big data and other basic support for hardware, software and data, as well as biometrics, machine learning, AR / VR algorithms and solutions throughout the R & D, raw material procurement, manufacturing, logistics, transportation, marketing, sales, service and other manufacturing companies value chain and with its depth of integration, which have depth information from perception, wisdom optimization, self-decision, self-executing precise control and other functions.
Alternative 1. Human labor “workforce management research report” is expected, although the 2025 China’s manufacturing jobs needed to reach about 150 million, an increase of about 23% over 2019; however, of which 35% jobs completed by the machine control Engineering Copyright , compared with 2019, but human labor force decreased by 20%. 2. The structure of the labor force dramatic changes
If the labor force in 2019 as 100, then 2025 is indeed first 31 will be reduced, but will also increase 11 This is because although labor-intensive, analytical intelligence labor will significantly reduce , but the technology will be a significant increase in labor-intensive, communication and managerial workforce will increase slightly, so that the structure of the labor force fundamental change. “Workforce Management research report” cited the example of one of the world’s leading elevator interviews manufacturer. High degree of automation of this enterprise, everywhere manipulator and automated production line, the first line of a large number of staff reduction, before the number of employees and office workers than the workshop is 6: 4, now becomes a 4: 6. Future, the firm plans to use the machines and artificial intelligence to replace all the basic work, the reduction of jobs including maintenance staff, plant design drawings jobs, full-time business reporting staff, contract review team, local HR. This enterprise also need to add a lot of new digital technology and technology-related jobs. According to this enterprise CHRO is expected to increase and decrease the proportion of corporate jobs over the next five years is about 1: 5. In the long run, fewer new jobs, the overall volume of business or labor force declined.
Three Challenges and Solutions workforce management “workforce management research report” Summary: Manufacturing enterprises in the “U age” workforce management planeFaced with three major challenges, namely: a challenge: new recruitment challenges facing the new recruitment mainly in two aspects: how to accurately define the competency required to work under smart technology; how to accurately match the best of the employed population especially cross recruitment. Enterprise Intelligent Automation forward toward Control Engineering Copyright , people also need to redefine the standard accordingly to meet the requirements of enterprise development, and now there is the traditional human resource management information for business intelligence needs in technology-driven collected and lack of understanding of the problem, it is difficult to accurately portray the new portrait of the requisite human resources business background, people post match resulting in difficulty CONTROL ENGINEERING China Copyright , in particular the lack of compound talents have comprehensive capabilities. Rapid changes in technology brings flexible employment, high labor mobility makes recruitment more frequently, it is difficult to capture and efficient recruitment channels and remodeling recruitment process, so as to bring the challenge to improve the efficiency of recruitment. Moreover, the traditional pay system failed with the market, accurate people post match will be more difficult. Challenge 2: Difficulty workforce retraining of the workforce retraining is how needed to develop intelligent technical training and assessment content, as well as for employees and match individualized curriculum development path. Smart technology is rapidly iterative, escalating demand for skills, the existing staff need to receive effective training, sustained and targeted learning, to meet the “U age” capabilities demand for labor. And because of uneven levels of employees, how to identify skills gaps and new design personalized training will become critical. “Workforce Management research report” shows that 65 percent of surveyed executives said that in the past three years, the percentage of employees need retraining inside less than 40%; but the next three years, with the acceleration of smart technology penetration [123 ] , almost 40% considered retraining proportion exceeds 60%. Three challenges: the current workforce performance management performance evaluation of employees is still mainly subjective, the lack of objective data to support assessment of the situation. Future measure employee performance tools and standards need to be updated. Meanwhile, the development of smart technologies for human-machine collaboration, information sharing, decision-making ability and other non-standardized capabilities lead to more demand, so intelligent technologies needed talents need to adopt a new system for performance incentivesTo assess personalized feedback to guide future work to improve people post matching degree. This is the real difficulty “U age” workforce performance management. Standardization work has been replaced by a machine, how non-standard work assessment, assessment what, how to ensure fair and equitable assessment is a challenge. HR needs based on business, technology and employee insight on the different positions to give different assessment of adaptation, there is a need to update and evaluation system includes not only the elements, measurement tools, promotion standards, the selection of talent that also It requires a combination of knowledge and skills smart new changes brought about by the system. HR as a core and unique workforce management sector, with the further development of new eco-human, need to be more understanding of the business, people and technology. Under the influence of intelligent technology, work content and the Role of Human Resource Management will change, a substantial increase in strategic and creative work, bringing further enhance HR in-house localization. HR needs based on a deep understanding of the business processes, technology, competition in the industry, to carry out workforce planning, recruitment and so on. Due to the change of the structure of the labor force, technology-intensive and communication to enhance the proportion of managerial talents, motivation, talent development and corporate culture will be the top priority of HR work.