The skills gap in manufacturing is not a new problem, but it's certainly becoming more acute. As technology advances at an ever-accelerating pace, the demand for workers with the right skills continues to outstrip supply. The State of Industrial DevOps Workforce Report highlights the severity of this issue, particularly in areas like industrial coding and automation. With a projected 3.8 million new manufacturing jobs needed by 2033 according to a study by Deloitte and The Manufacturing Institute, the need to close this gap is urgent. It's not just about filling open positions; it's about ensuring that manufacturers and distributors have the talent they need to compete in a global economy. The report emphasizes the importance of prioritizing key skills when recruiting for technical roles. Troubleshooting abilities, adaptability, and curiosity are essential and make upskilling to develop a solid understanding of industrial automation and control systems possible. But recruitment is only the first step.
Manufacturers and distributors also need to invest heavily in training and development programs to upskill their existing workforce. This means providing opportunities for continuous learning, supporting employees who want to pursue further education, and offering access to online courses, vendor-supported training, and industry events. Creating internal training programs and mentorship initiatives can also be highly effective. By investing in their employees' skills, manufacturers and distributors not only address the immediate skills gap but also create a culture of learning and development that benefits the organization in the long run. This is particularly important in the context of rapidly evolving technologies. Manufacturers and distributors need to ensure that their workforce has the skills to adapt to these changes and embrace new ways of working.
Beyond technical skills, the report also highlights the importance of soft skills, such as communication, teamwork, and problem-solving. These skills are just as critical as technical expertise in today's collaborative work environments. Manufacturers and distributors need to develop programs that focus on these soft skills as well. This might include workshops on effective communication, team-building exercises, or training in conflict resolution. By taking a holistic approach to skills development, manufacturers and distributors can build a workforce that is not only technically proficient but also highly adaptable, collaborative, and innovative. They need to be proactive in identifying the skills their workforce will need in the future and providing the training necessary to develop those skills.
Stay tuned for the next installment of this 5-part series, Cybersecurity in the Age of Connectivity: Protecting Your Assets.