You may have noticed that our website and brand look a little different. Augmentir has a new look, but under the hood, its the same powerful AI that is helping to transform the industrial workforce of the future.
You may have noticed that our website and brand look a little different. Well, that’s because behind the scenes for the past few months, we’ve been under construction (no pun intended).
Augmentir was founded in 2018 with the vision to use AI to empower the industrial frontline workforce to perform at their best. This was a continuation of our rich history – our founding team has been at the forefront of three of the most important of these software technology revolutions in manufacturing over the past three decades – Wonderware Software in 1987, Lighthammer in 1997, and ThingWorx in 2008.
A lot has changed since then. The world we live in today is not the same as it was 4 years ago. And in the last two years, the COVID-19 pandemic has altered the stability of the workforce and drastically magnified some of the industry’s top workforce challenges, which stem from the unprecedented levels of dynamism in the areas of skills diversity, reduced tenure, and increased churn from the “Great Resignation”. Unlike the stable and predictable workforce of the recent past, today companies have to live in the new normal where workers are hard to find, hard to engage, and hard to keep.
These top challenges of today have only reinforced the need for an AI-powered, data-driven approach to empowering frontline workers.
This data-driven era we’re entering into is one of continuous learning and development with tools like remote collaboration and digitized work processes truly integrating frontline workers into the fabric of the business from a collaboration standpoint whereas they may have been overlooked before.
Augmentir’s AI-powered connected worker platform provides the tools to not only survive in this new normal but to thrive.
You can’t build a truly modern, connected workforce without AI
The term “connected worker” has become a recent buzzword in the manufacturing world, and is now considered a tool that the new generation of workers expect to work with. But true connected work means using AI to allow frontline workers to have access to internal and external resources that are appropriate for when and how they need them.
Augmentir isn’t your typical connected worker platform. Our platform was built from the ground up on an AI foundation. AI algorithms are ideal for analyzing large amounts of data collected from a connected workforce. AI can detect patterns, find outliers, cleanse data and find correlations and patterns that can be used to identify opportunities for improvement and create a data-driven environment that supports continuous learning and performance support. Our connected worker platform utilizes AI to help train, guide, and support today’s frontline workers in a dynamic workforce by combining digital work instructions, remote collaboration, continuous development and advanced on-the-job training capabilities.
This approach aligns perfectly with the dynamic, changing nature of today’s workforce, and is ideally suited to achieve and sustain effective on-the-job performance.
As the world’s only AI-powered connected worker platform, we decided it was time to refresh our brand identity to accentuate our strongest feature and the thing that makes Augmentir unique – AI. We’re still the same AI-first connected worker platform that you know – just with a new look.
https://www.augmentir.com/wp-content/uploads/2021/10/augmentir-2021.png6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2021-10-26 19:26:282024-08-16 16:45:16Augmentir: New Look, Same Powerful AI and Connected Worker Solution
Augmentir, a data-driven, AI-powered Connected Worker solution ensures that your frontline workers can go the extra mile every day by providing training, guidance, and support through the combination of digital work instructions, remote collaboration, and advanced on-the-job training.
In 2009, theExtra Mile America Foundation, a foundation promoting action and empowering positive change, first celebrated the “Extra Mile Day”. Fast forward to 2014 and 527 US cities declared November 1st as the official “Extra Mile Day”. This day is designated to living life to your full potential, having a positive influence, and always striving to make the world a better place. At Augmentir, we believe in positive change, living to your full potential, and going the extra mile every day. In 2018, our founders decided to continue their journey of creating some of the most important software technology revolutions in manufacturing (Wonderware (1987), Lighthammer (1997), and ThingWorx (2008) by focusing on the most important asset, the frontline workers.
We recognize that today’s industrial workforce is different, and the old way of supporting workers just doesn’t work anymore. The static “one size fits all” approach used in the past, no longer applies to this generation of workers.
Augmentir, is a data-driven, AI-powered Connected Worker solution that ensures that frontline workers can go the extra mile every day by providing training, guidance, and support through the combination of digital work instructions, remote collaboration, and advanced on-the-job training.
As your workers become more connected, companies have access to a new rich source of activity, execution, and tribal data, and with proper AI tools they can gain real-time insights into areas where the largest improvement opportunities exist. Artificial Intelligence lays a data-driven foundation for continuous improvement in the areas of performance support, training, and workforce development, setting the stage to address the needs of today’s constantly changing workforce.
When it comes to our frontline workers, let’s enable them to go the extra mile, not just on November 1st, but every day, by empowering them with the only AI-powered Connected Worker solution.
https://www.augmentir.com/wp-content/uploads/2021/11/go-the-extra-mile.jpg6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2021-11-01 19:58:262024-08-16 16:43:52Empowering Your Frontline Workers to go the Extra Mile with Augmentir
Learn about performance management in manufacturing, best practices and implementation methods, and key examples and use cases.
Manufacturing performance management is the process of setting, monitoring, and optimizing key performance indicators (KPIs) related to workforce performance and production processes in manufacturing environments. It includes real-time monitoring and evaluation of employees’ work, as well as the continuous improvement of operational workflows to ensure optimal efficiency, product quality, and adherence to both safety requirements and organizational goals.
Through data-driven insights, performance management software, and regular assessments, performance management aims to enhance employee productivity and engagement, reduce downtime, and maintain a competitive edge in the industry. Read our blog post below to learn more about performance management in manufacturing including:
5 Best Practices for Performance Management in Manufacturing
To get the best value from your performance management system here are five best practices for performance management in manufacturing:
1. Clear Goal Alignment:
Organizations must ensure that performance management processes align with overall organizational goals. They must clearly communicate objectives to employees at all levels, linking individual and team performance metrics to broader manufacturing and business objectives. This fosters a sense of purpose in frontline teams, engages workers, and helps employees understand how their efforts contribute to the company’s success.
2. Real-time Monitoring and Data Analytics:
Implement real-time monitoring of production and shop floor processes and equipment performance through the use of AI and connected worker technology. Utilize data analytics and AI-driven processing to gain insights into worker performance trends, identify bottlenecks, and facilitate data-driven decision-making. The ability to monitor operations in real-time not only enables proactive interventions to maintain efficiency, it also ensures fairness, accuracy, and transparency in performance measurement.
Pro Tip
Truly optimized performance management is only possible when the work being done is connected to worker skills and competency training. The best way to do this is with AI-powered connected worker technology that uses AI to deliver insights on workforce development and act on data collected from connected frontline workers.
3. Employee Training and Development Programs:
Prioritize ongoing training and development programs for manufacturing personnel. Equip frontline workers with the necessary skills to adapt to evolving technologies and operational requirements. Use performance management systems and other digital tools like skills matrixes to identify skill gaps, set training goals, and track progress, ensuring a skilled and adaptable workforce.
4. Regular Performance Reviews and Feedback:
Conduct regular performance reviews that provide constructive and timely feedback to employees. Use these reviews as opportunities to recognize achievements, address areas for improvement, and set new performance goals. Foster open communication between managers and employees to encourage continuous improvement.
5. Integration with Continuous Improvement Initiatives:
Integrate performance management systems with “kaizen” or continuous improvement initiatives such as Lean or Six Sigma. Use data from performance metrics to identify opportunities for process optimization, waste reduction, and efficiency improvements. This ensures that performance management is not only evaluative but actively contributes to the ongoing enhancement of manufacturing processes.
Leveraging these best practices contributes to a holistic performance management process that aligns manufacturing organizations and their frontline workforce with strategic goals, optimizes operations, and creates a culture of continuous improvement.
Key Performance Management Strategies for Manufacturing Leaders
The following are a few examples of performance management strategies that manufacturing leaders, plant managers, and shift supervisors should consider when implementing their performance management process.
Line-shift Goals
Manufacturers often use production planning and scheduling systems to manage line shifts effectively and ensure a smooth transition between different production configurations. While line shifts in manufacturing are often necessary for adapting to changing demands, introducing new products, or optimizing efficiency, they can also pose challenges, including downtime, quality control issues, employee fatigue, and planning issues. By establishing clear and measurable objectives for each line shift or individual worker that aligns with organizational goals, production leaders can ensure production goals are met.
Individual Meetings and Communication
Manufacturing leaders should implement a performance management strategy that incorporates 1-1 meetings and communication. Regularly providing constructive feedback to employees on their performance can improve performance and boost employee engagement. Offering coaching and development opportunities to enhance skills and capabilities.
Continuous Training
Continuous training in manufacturing involves enabling workers to learn new skills regularly. It’s a great way to improve employee performance and innovation, as well as engage and retain top talent. A good example of a continuous learning model is everboarding, a modern approach toward employee onboarding and training that shifts away from the traditional “one-and-done” onboarding model and recognizes learning as an ongoing process.
Performance Management Tools
Implementing performance management tools can help automate ongoing employee evaluation, as well as align employee performance with other key manufacturing KPIs, including production quality, machine uptime, and labor utilization. These tools can also be used to identify continuous improvement opportunities. This allows manufacturing leaders to adapt and refine approaches based on feedback and outcomes.
Simplifying Performance Management with Digital Tools
According to Forbes, as the future of work evolves and changes so must performance management, traditional methods may no longer be as successful in an era where the workforce is constantly changing.
Digital tools such as connected worker solutions and AI-driven analytics help simplify performance management systems by streamlining processes, improving efficiency, and providing more accurate insights. Implementing these connected worker solutions automates the collection of performance-related data from various sources including connected frontline workers, IoT devices, software systems, and more. This eliminates the need for manual data entry, reducing errors and ensuring real-time access to up-to-date information.
By digitizing the performance management process, organizations create a centralized platform for storing and managing performance-related data. This centralized knowledge base makes it easy for managers and employees to access relevant information, track progress, and collaborate on performance goals. Furthermore, AI-driven connected worker solutions allow for digital performance tracking, customized training and skills development planning, workflow optimization, and improved predictive maintenance.
Through these digital tools and technology, manufacturing companies can simplify performance management processes, improve operational efficiency, and adapt to the demands of a rapidly evolving industry while fostering a culture of continuous improvement and development for their manufacturing workforce.
Augmentir is the world’s leading connected worker solution, combining smart connected worker and AI technologies to drive continuous improvement and enhance performance management initiatives in manufacturing.
Augmentir is trusted by manufacturing leaders as a digital transformation partner improving training and development, workforce allocation, and operational excellence through our AI-driven True Productivity™ and True Performance™ offerings, as well as digitizing and optimizing complex workflows, skills tracking, and more through our patented smart, connected worker suite. Schedule a live demo today to learn more.
https://www.augmentir.com/wp-content/uploads/2023/11/performance-management-in-manufacturing-best-practices.webp6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2024-06-01 21:09:472024-07-12 10:33:43Performance Management in Manufacturing: Best Practices and Examples
Learn the difference between skills development and training in manufacturing, how they are important, and how the management of them can be improved through continuous learning methodologies and emerging technology.
At first glance, training and skills development seem synonymous and are often used interchangeably, but they have different purposes and goals. However, despite these differences, both are equally important for every organization, especially in the case of the manufacturing industry. According to Training Magazine, 57% of manufacturing organizations reported training and workforce development budget increases to address the widening skills gap and the skilled labor shortage.
At the most basic level, training is the process companies use to build the skills of new employees so they’re well-equipped to perform the role that they were hired for. While skills development, on the other hand, includes ongoing education, mentoring, and professional experiences that help employees grow into future roles and opportunities.
Both are extremely valuable to overall organizational growth and success, however, it’s important to apply them at the right time and in the right way. Read more on both skills development and training in manufacturing, why they are important, and how they can be improved and enhanced through the proper application of learning technology:
Skills development goes beyond training by aiming to enhance a broader set of competencies and capabilities. It focuses on building a more well-rounded and adaptable workforce encompassing not only the acquisition of specific skills, but also the improvement of problem-solving abilities, critical thinking, creativity, adaptability, and continuous learning.
Skills development in manufacturing refers to the process of enhancing the knowledge, abilities, and competencies of individuals involved in the manufacturing process. It involves providing training and education to workers, engineers, and technicians to improve their technical, operational, and problem-solving skills. By providing training and development opportunities, manufacturing organizations can ensure that their workforce possesses the necessary skills and knowledge to perform their jobs effectively and efficiently.
Skills Matrix Template
Free Template
Start tracking worker skills, certifications, development progress, and capacity planning with our free Excel Skills Matrix Template. Download our template to get started, and learn more about tracking and manage your employee skills digitally with Augmentir.
Many manufacturing industries face a shortage of skilled workers. Skills development programs help bridge the gap by training existing employees or new hires in the required competencies.
Overall, skills development in manufacturing is crucial for maintaining competitiveness in a rapidly changing industry. It ensures that the workforce remains adaptable, skilled, and capable of meeting the evolving demands of modern manufacturing processes.
Pro Tip
Implementing skills management software programs allow manufacturing organizations to digitize and effectively track worker skills, development progress, and intelligently assign work based on skills competencies, improving work allocation and workforce utilization.
What is Training in Manufacturing
Training in manufacturing primarily focuses on imparting specific knowledge, skills, or information to individuals. It often involves structured and organized programs designed to teach employees how to perform specific tasks or operate machinery and equipment. Training is often of shorter duration and may be task-specific or role-specific. It is designed to quickly bring employees up to a certain proficiency level in their current job.
The specific type of training required in manufacturing depends on the roles and responsibilities of the individuals involved, the company’s processes, and the industry in which they operate. Training in manufacturing is essential for several reasons:
Safety: Manufacturing processes often involve machinery, equipment, and materials that can be hazardous. Proper training ensures that employees understand and follow safety protocols, reducing the risk of accidents and injuries.
Quality Control: Quality in manufacturing is a critical, essential factor. Training programs teach employees how to maintain consistent product quality through accurate measurements, inspections, and adherence to quality standards.
Operational Efficiency: Training helps employees become more efficient in their tasks, reducing downtime, minimizing waste, and optimizing manufacturing processes.
Technology: Manufacturing is becoming increasingly technology-driven. Training equips employees with the skills to operate and maintain advanced machinery and systems.
Productivity: Engaged workers tend to be more productive, contributing to increased output and profitability for the manufacturing company.
Compliance: Manufacturing is subject to various regulations and industry standards. Training ensures that employees understand and comply with these requirements, avoiding legal and regulatory issues.
Effective training programs are designed to align with the organization’s goals and objectives, ensuring that the workforce is well-prepared and capable of contributing to the success of the manufacturing operations.
In summary, training in manufacturing is a subset of skills development, with a narrower and more specific focus on teaching job-related skills and knowledge. Skills development, on the other hand, is a more comprehensive and ongoing process that aims to develop a well-rounded and adaptable workforce capable of meeting the evolving challenges of the manufacturing industry. Both training and skills development are important for the success of a manufacturing organization, and they often complement each other in the development of a skilled and competent workforce.
How Can Technology Improve Manufacturing Skills Development and Training
Technology can significantly enhance manufacturing skills development and training by making the process more efficient, effective, and accessible. Incorporating these technological advancements into manufacturing skills development and training can lead to a more skilled and adaptable workforce, increased safety, reduced training costs, and improved overall manufacturing efficiency.
For example, technology enables experts to remotely assist and guide trainees through complex tasks. Workers can wear smart glasses or use mobile devices to share live video streams and receive real-time instructions. AI-driven connected worker solutions can assist in creating personalized learning paths for trainees based on the work they do, their progress, and their learning style.
Smart connected worker platforms, Learning Management Systems (LMS), and mobile apps can provide access to a wide range of training materials, including video tutorials, interactive modules, and assessments. These platforms allow workers to learn at their own pace and on their schedule, reducing the need for expensive and time-consuming in-person training.
Augmentir is the world’s leading, smart, connected worker solution using the foundational AI technologies underpinning ChatGPT to enhance manufacturing training, onboarding, and skills development. Leading manufacturing organizations are using our smart, connected worker suit and AI-driven insights to foster environments of continuous learning, and make skills development and training processes more personalized, accessible, and effective.
Schedule a live demo to learn why manufacturing leaders are choosing us to improve the training lifecycle with digital skills management tools, real-time insights, and more.
https://www.augmentir.com/wp-content/uploads/2023/10/skills-development-and-training-in-manufacturing.webp6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2023-10-31 15:03:422024-07-02 18:33:04The Difference Between Skills Development and Training in Manufacturing
Learn how manufacturers combat the manufacturing skilled labor shortage and close skills gaps with an Augmented Connected Workforce (ACWF).
An Augmented Connected Workforce (ACWF) offers manufacturing and other industrial organizations a powerful solution to combat the ever-worsening skilled labor shortage and skills gap. According to a report by Deloitte and the Manufacturing Institute, an estimated 2.1 million manufacturing jobs could go unfilled by 2030 and the cost of those missing jobs could potentially total $1 trillion in 2030 alone.
By integrating advanced technologies like artificial intelligence (AI), connected worker platforms, and other emerging solutions manufacturers can enhance the capabilities of their existing workforce and bridge skill gaps. Connected worker tools offer real-time monitoring of your frontline workforce, ensuring seamless operations. Moreover, connectivity enables remote collaboration, allowing experts to assist frontline workers from anywhere in the world. This interconnected ecosystem empowers workers with the tools they need to succeed and attracts new talent by showcasing a commitment to innovation and technology-driven growth.
Through an ACWF, manufacturers can effectively combat the manufacturing skilled labor shortage and close the skills gap while driving productivity, innovation, and remaining competitive. Read more about ACWF in manufacturing below:
A critical element of transitioning from a traditional workforce to an Augmented Connected Workforce (ACWF) is implementing and adopting new technologies and processes. Here are a few steps that can help with the adoption of ACWF technologies and smooth transitions in industrial settings:
Step 1: Assess Current Processes – Organizations must understand existing workflows and identify areas where AI, connected worker platforms, and other ACWF technology can replace paper-based and manual processes to enhance efficiency and productivity.
Step 2: Invest in Technology – Procure AI-driven analytics platforms, mobile technology, and wearable technology to enable real-time data collection and remote collaboration.
Step 3: Training and Onboarding – Provide comprehensive training programs to familiarize workers with new technologies and workflows. Emphasize the importance of safety protocols and data privacy.
Step 4: Pilot Programs – Start with small-scale pilot programs to test the effectiveness of the implemented technologies in real-world manufacturing environments. Target high-value use cases that can benefit from a transition from paper to digital.
Step 5: Continuous Improvement – Gather feedback from workers and supervisors during pilot programs and adapt implementation initiatives based on their input. Continuously optimize processes and technologies for maximum effectiveness.
By following these steps, manufacturers can smooth the transition from a traditional manufacturing workforce to an ACWF, empowering their frontline workers with improved capabilities, skills, and overall operational excellence.
Supporting Learning in the Flow of Work
Augmented Connected Workforce (ACWF) technologies allow for increased frontline support and for new processes around learning and training to strategically upskill and reskill, reduce time to competency for new workers, and to combat the skilled labor shortage in manufacturing and more. Connected worker tools, such as wearable devices and IoT sensors, enable real-time monitoring of worker performance and environmental conditions, ensuring safety and efficiency on the factory floor.
An ACWF also allows for improved workflow learning capabilities giving frontline workers access to expert guidance, remote assistance and collaboration, microlearning, and other learning in the flow of work options regardless of the worker’s location.
ACWF tools further enhance frontline activities through:
Digital work instructions and guidance: Smart, connected worker platforms provide digital work instructions, procedures, and visual guidance easily accessible to workers on mobile devices.
Digital mentors and training: Some ACWFs incorporate “digital mentors” – GenAI-powered industrial assistants that can provide step-by-step guidance to workers, especially new hires.
Knowledge capture and sharing: Connected frontline worker applications capture data and insights from frontline workers, which can then be analyzed by AI software and used to improve processes, update work instructions, and share knowledge across the organization
Performance monitoring and feedback: ACWF solutions provide visibility into worker performance, allowing managers to identify areas where additional training or support is needed.
In summary, ACWF initiatives empower frontline workers with the digital tools, knowledge, and support they need to learn and improve their skills directly within their daily workflows, rather than relying solely on formal training programs. This helps close skills gaps and drive continuous improvement.
Future-proofing Manufacturing Operations with an ACWF
Adopting an Augmented Connected Workforce (ACWF) approach centered around augmenting frontline workers with mobile technology, immersive training, collaborative decision-making, and continuous improvement, allows manufacturers to future-proof their operations and gain a sustainable competitive advantage. This concept empowers employees with powerful tools that augment and enhance their capabilities, productivity, and overall business processes by accessing critical information and fostering collaboration
AI-powered software can analyze vast amounts of data to optimize production processes and predict workforce development needs. At the same time, connected frontline worker solutions enable the integration of mobile and wearable technologies and provide real-time data insights, aiding in optimizing factory operations and adapting to evolving industry trends.
For an Augmented Connected Workforce, integrating AI and connected worker technologies serves as a vital strategy for manufacturers navigating the skilled labor crisis. Augmentir encourages organizations to embrace ACWF transformations and expedites adoption through a comprehensive connected worker platform leveraging the combined benefits of connected worker and AI technologies.
With Augmentir, frontline workers can access critical information, real-time data and insights, and expert advice and guidance all in the flow of work preventing lost time and improving both efficiency and productivity. Schedule a live demo to learn more about how an Augmented Connected Workforce future-proofs manufacturing operations and enhances frontline activities.
https://www.augmentir.com/wp-content/uploads/2024/06/augmented-connected-workforce-acwf-manufacturing.webp6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2024-06-03 16:14:362024-06-05 14:42:18How to Combat the Manufacturing Skills Gap with an Augmented Connected Workforce (ACWF)
Learn the differences between onboarding and training in manufacturing, their benefits, and how to improve them with continuous learning.
Onboarding and training are essential components of integrating new employees into a manufacturing environment. Research by Brandon Hall Group found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Additionally, research from NAM and The Manufacturing Institute has found that manufacturing organizations invest an average of 51.4 hours per employee in training and are increasing overall investment in training by an average of 60% in response to the growing skilled labor crisis.
Onboarding and training are two key components of a skilled workforce that, while similar, serve different purposes and cover distinct aspects of the employment process.
Both processes are crucial, as onboarding ensures that employees understand the organization’s broader context, and training ensures that they have the expertise to contribute to the manufacturing processes and meet quality and safety standards.
A successful combination of effective onboarding and comprehensive training can lead to more engaged, skilled, and productive employees in the manufacturing industry. Unfortunately, according to Gallup, only 29% of new hires say they feel fully prepared and supported to excel in their role after their onboarding experience.
Read below to learn more about the differences between onboarding and training in manufacturing, why they are both critical to manufacturing success, the benefits of improving them, and how continuous learning strategies coupled with connected worker solutions can improve both and deliver impressive results.
Onboarding in manufacturing is about orienting new hires to the company as a whole, while training is about equipping them with the specific skills and knowledge needed to perform their job functions effectively. Below a breakdown of the differences between onboarding and training in a manufacturing setting:
Onboarding
Purpose: Onboarding integrates a new employee into the organization and its culture. It aims to familiarize employees with the company, its policies and procedures, and their roles within the organization.
Focus: Onboarding focuses on introducing employees to the broader aspects of the company, such as its mission, values, and culture, as well as administrative and safety procedures.
Duration: Onboarding is typically a short-term process, often lasting a few days, but could extend to a few months in certain manufacturing environments.
Components: It may include activities like completing paperwork, understanding company policies, meeting the team, plant/site safety, and familiarizing a new hire with the physical workplace.
Training
Purpose: Training in manufacturing is a more specific and in-depth process that imparts the knowledge, skills, and competencies necessary to perform the job effectively. It is task-oriented and aimed at ensuring that employees can carry out their roles proficiently.
Focus: Training focuses on the technical aspects of the job, safety protocols, equipment operation, quality standards, and other job-specific skills.
Duration: Training is an ongoing process and may vary in duration depending on the complexity of the role and the employee’s experience level.
Components: Training tends to include hands-on instruction, demonstrations, practice exercises, and assessments to ensure that employees gain the necessary skills and knowledge.
Pro Tip
Both initial onboarding and ongoing training can be implemented with mobile learning solutions that leverage connected worker technology and AI to provide workers with bite-sized, on-demand training modules that they can access on smartphones or tablets. These modules can be developed with customized learning paths that are focused on the type of tasks and work employees are doing on the factory floor.
Why are training and onboarding important to manufacturing success
Onboarding and training are crucial to manufacturing success for several reasons including safety, compliance, quality, and more. A well-trained manufacturing workforce that has a deep understanding of company policies, its mission, and overall values drives successful initiatives by producing quality products, complying with both industry-wide and company-specific standards, and meeting production goals in a manner that is both safe and efficient.
The manufacturing industry is subject to numerous regulations related to safety, environmental practices, and product quality. Proper training ensures that employees are aware of and adhere to these regulations, reducing the risk of compliance violations and a well-structured onboarding program leads to lower turnover rates and a more effective and cohesive workforce, ultimately contributing to manufacturing success.
In summary, these two tools are essential in manufacturing for setting the stage for employee success and overall organizational success. Onboarding aligns new employees with the company’s culture, policies, and expectations, enhances their safety awareness, and fosters engagement and productivity, while training plays a pivotal role in contributing to manufacturing success by equipping employees with the knowledge, skills, and competencies necessary to perform their roles effectively.
What are the benefits of improving training and onboarding in manufacturing
Improving manufacturing employee onboarding and training offers several advantages, benefiting both the company and its employees. Comprehensive onboarding makes new hires feel connected to the company’s culture and values, while ongoing training can offer growth and development opportunities, leading to increased employee engagement and job satisfaction.
Companies with a skilled, well-trained workforce are more competitive in the marketplace, as they can produce higher-quality products at a lower cost and adapt to industry changes more effectively.
Training and development opportunities are often cited as a key factor in employee satisfaction. When employees feel that their skills are being enhanced and their careers are advancing, they are more likely to be satisfied with their jobs.
How continuous learning and connected worker solutions improve training and onboarding in manufacturing
Continuous learning and connected worker solutions can significantly enhance training and onboarding in manufacturing by providing more dynamic, effective, and adaptable approaches.
By incorporating continuous learning and connected worker solutions into the these processes, manufacturing companies can create more efficient, engaging, and rewarding experiences for employees. This not only accelerates the integration of new employees but also supports ongoing skill development and knowledge retention once on the job, ultimately improving productivity and the overall success of the organization.
Augmentir’s AI-based connected worker solution is being leveraged by manufacturing leaders to deliver continuous learning and development tools to optimize onboarding training for a rapidly changing and diverse workforce. Our innovative, smart connected worker suite is transforming how manufacturing organizations hire, onboard, train, and deliver on-the-job guidance and support.
Schedule a live demo today to learn how our smart, connected worker solutions, AI-driven insights, and digital skills management are optimizing training and onboarding programs, tracking individual and team progress, and delivering targeted training and upskilling.
https://www.augmentir.com/wp-content/uploads/2023/11/onboarding-training-manufacturing.webp6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2023-11-10 19:24:482024-06-04 11:49:12Onboarding vs. Training in Manufacturing
Learn how to apply everboarding in manufacturing, and how it is replacing traditional onboarding and training methods.
According to Brandon Hall Group research, investment in employee training and development programs to enhance skills and knowledge is the highest-rated initiative globally to improve the employee experience. One highly effective approach towards revolutionizing training and onboarding is a continuous learning method called everboarding.
Everboarding is a modernized approach toward employee onboarding and training that recognizes learning as a continuous and ongoing process. Its foundational characteristic is the belief that learning doesn’t stop after the initial onboarding period. Instead, everboarding emphasizes continuous skill development and employee knowledge enhancement throughout their careers.
Applying everboarding in a manufacturing environment involves tailoring continuous learning and development approaches to the unique needs and challenges of factory floor operations. As industrial processes evolve, employees must be routinely educated on process improvements, new technologies, safety standards, and efficiency initiatives.
Read on to learn more about how to apply everboarding to the factory floor and how fostering a culture of continuous improvement and learning keeps frontline workers safe, efficient, and engaged:
Steps for Implementing Everboarding in Manufacturing Operations
Everboarding in the context of the manufacturing industry refers to a forward-looking approach that ensures employees remain well-trained, adaptable, and aligned with industry standards throughout their tenure. This is essential in dynamic and fast-paced industrial environments like manufacturing. Here are some steps and strategies to begin implementing everboarding in your operations:
Operationalize Learning: Develop and maintain a systematic approach to training and workforce development and ensure that ongoing training and development are available for all shop floor workers.
Develop Learning Pathways: Create clear learning pathways and career development plans for employees. These pathways should outline the skills and knowledge required for career advancement within the manufacturing shop floor.
Implement Digital Learning Platforms: Leverage digital learning platforms and smart, connected solutions to provide employees with access to training materials, videos, courses, and other resources. These platforms can track progress, and employees can learn at their own pace.
Integrate Learning into the Workflow: Using digital, mobile, and connected technologies, organizations can integrate training into the factory floor for moment-of-need guidance and microlearning that allows frontline workers to stay compliant and operations to continue smoothly.
Provide Feedback and Improvement Loops: Create a feedback mechanism where employees can provide suggestions for improving training programs and processes. Make sure to act on the feedback to continuously enhance the training experience.
Initiate Regular Skill Assessments: Implement regular assessments and evaluations to identify areas where employees need further training or improvement.
Everboarding in a manufacturing factory floor environment is critical for keeping the workforce skilled, adaptable, and able to meet changing demands and technological advancements. By fostering a culture of continuous learning and improvement, you can ensure that the factory floor remains efficient and productive.
5 Useful Everboarding Technologies
Implementing Everboarding in manufacturing requires the use of various technologies to facilitate continuous learning and skill development. Here are five (5) useful technologies that can help speed the adoption of everboarding methods on the factory floor and support frontline workers on their continuous learning paths.
Learning Management Systems (LMS): LMS platforms are essential for delivering and managing training content. They allow manufacturing companies to organize courses, track employee progress, and ensure compliance with training requirements.
Connected Worker Applications: Connected worker applications provide mobile solutions, real-time data, and actionable insights that enable customized and personalized training dedicated to the needs of individual workers and specific tasks.
Artificial Intelligence (AI): AI-driven systems can personalize training content based on employee performance and preferences. AI’s ability to process vast amounts of data, provide personalized experiences, and offer real-time feedback makes it a powerful tool for implementing everboarding.
Internet of Things (IoT): IoT sensors can be integrated into manufacturing equipment to gather data on machine performance and employee interactions. This data can inform training needs and help identify areas for improvement.
Wearable Technology: Wearable devices can be used for on-the-job training and performance monitoring. They are especially useful in high-risk manufacturing environments.
These technologies leverage connectivity, digital tools, and data to create a more dynamic and adaptive learning environment for frontline employees. By integrating emerging technologies like smart, connected worker solutions into manufacturing operations, companies can create a more agile and adaptive learning environment that supports the foundations of everboarding.
Pro Tip
Digital training tools can help implement everboarding and improve learning speed and retention. For example, workers who need visuals or real-world scenarios can access them using AI-powered software to create a comprehensive everboarding and training program that supports frontline employees throughout the entire skills and training lifecycle.
Improving Manufacturing Training with Everboarding
Implementing new learning technologies in any industry is met with a certain number of challenges. This remains especially true for the factory floor where training and development are traditionally separate from the work being done, and where traditional onboarding has been a one-and-done type of approach.
However, because everboarding is a process of continuous learning, organizations can improve their industrial training and onboarding, ensuring employees continually acquire new skills and knowledge to adapt to evolving technologies and processes. This not only helps in training new employees but also enables continuous learning and skill development for the entire workforce, improving productivity, safety, and quality in the process.
Implementing everboarding in factory floor operations can seem complex but it is a rewarding process that can be streamlined through solutions like Augmentir’s connected worker solution. With our AI-driven insights, our connected solution reduces onboarding time and transforms workforce training, bringing learning to the factory floor through intelligent guidance that delivers information to workers at the point of need.
Learn how manufacturers are implementing Augmentir’s AI-driven connected worker tools to capture and digitize tribal knowledge, reskill and upskill their workers, and empower their frontline teams – schedule a live demo today.
https://www.augmentir.com/wp-content/uploads/2023/10/applying-everboarding-in-manufacturing.webp6301200Chris Kuntzhttps://www.augmentir.com/wp-content/uploads/2021/09/Augmentir_Logo_Sm-300x169.pngChris Kuntz2023-10-30 03:37:432024-06-04 11:48:28How to Apply Everboarding to the Factory Floor
Learn how skills tracking enhances work allocation and workforce utilization to improve productivity in manufacturing.
Employee skills tracking is an excellent way to stay ahead of the curve in today’s ever-changing manufacturing landscape. Leaders can use this talent management strategy to close worker competency gaps, increase effective training, and hire qualified prospects.
Putting an emphasis on employee skills can also help manufacturers prioritize work allocation and workforce utilization. But what exactly do these two terms mean and how do they relate to tracking skills in manufacturing?
Work allocation is the process of assigning resources and roles to meet the objectives of a given task or production facility. Workforce utilization, meanwhile, refers to how a company or organization effectively utilizes its workforce to meet its operational goals and objectives.
To keep up with competition, manufacturers should not only try to recruit the best possible hires, but also allocate work in an effective way to retain staff, satisfy customers, and boost profits.
Ultimately, keeping track of skills is a beneficial way to organize a company’s resources to attain sustainable business goals. Implementing a connected worker solution and digitizing skills management processes through smart manufacturing technologies is an effective way for organizations to instantly visualize the skills gaps in teams as well as track workforce skills and quickly assess both team and individual readiness.
Learn more about digital skills tracking and how it improves work allocation and workforce utilization below:
Skills tracking helps ensure that all workers have the necessary expertise to complete tasks to their fullest potential. Basically, it closes the gap between the competencies employees already have and ones they need to further develop.
Every manufacturing firm has a unique set of job requirements and expectations. Tracking worker skills on a regular basis helps a company identify training needs and build workers’ knowledge so that they can meet expected targets. Skills management and tracking software help manufacturers identify and track employee expertise. You can map skills from a centralized library to individual workers, analyze the performance of your teams, and fill any skill gaps that exist.
In a nutshell, measuring employee proficiencies can boost retention, decrease the amount of time spent on tasks, and improve overall productivity.
Benefits of tracking skills to improve work allocation
Through digitization and effective skills tracking, manufacturing firms can best allocate work to team members based on expertise, credentials, and actual ability. For example, an operator who has more than 10 years of experience using computer-controlled equipment may be a better fit to handle complex machinery than an entry-level worker who lacks that training.
Additionally, with a centralized digital repository managers have a better idea of each employee’s current skills level and potential areas of improvement. Then they can close any skill gaps through training opportunities. In return, workers who receive the necessary training are more likely to thrive in their roles and be productive.
In summary, measuring worker skills can help improve work allocation by:
Hiring or assigning current employees to the correct jobs and tasks
Facilitating worker development through mentorship and training
Retaining high-quality employees
How tracking skills boosts workforce utilization
Workforce utilization refers to how much of an employee’s time is devoted to billable work. Tracking skills can improve this, in turn boosting productivity and profits.
When you measure how efficiently employees are doing their jobs and how well a business manages its resources, you can assure that tasks are done well and see continuous increase in revenue. Think about how many hours of each staff member’s workweek need to be billable to remain profitable and whether they are on track. With a digitized tracking system, manufacturers are able to automate and streamline this process reducing errors, improving productivity, and ensuring success.
Pro Tip
Through the use of smart, connected worker solutions and AI-based workforce insights organizations can deliver continuous, on-the-job learning based on skill tracking and real job performance, promoting reskilling and upskilling efforts enterprise wide.
To summarize, tracking skills can help enhance workforce utilization by:
Setting profitable rates for services based on worker output and time billed
Compensating employees fairly
Gauging whether staff is being overworked or underutilized
By digitizing these tracking processes and implementing AI-driven support, organizations can also visualize, track and offset employee burnout. By taking highly granular connected worker data and using AI to filter out the unnecessary portions, industrial operations are able to not only improve tasks and productivity but better support and empower frontline workers.
Ways to track workforce skills
Tracking employee skills is a great way to improve worker performance and productivity by matching the right person with the right assignment.
One way to track an employee’s skills is through a skills matrix, which is a grid that maps staff credentials and qualifications. A skills matrix helps managers strategize and oversee current and wanted skills for a team, position, department, and more. A skills matrix is usually managed using a spreadsheet, but there are alternatives to skill matrices. For example, cloud-based skills management software can help identify and track employee competence and correlate it with actual job performance. The software can also help managers filter employee databases by skills to assemble teams or assign work based on specific qualifications.
Leadership can also track competencies through a skills taxonomy. Taxonomies help classify and organize skills into groups to better understand which skills employees have and which they should learn. Essentially, these structured lists help management identify and track skills to better allocate resources and worker training opportunities.
Lastly, a skills-tracking application can include AI-based software to identify and measure worker expertise and actual job performance. This is an excellent method for intelligently assigning work through skills mapping, optimizing training programs, and more. With AI-based insights and connected worker technology, organizations can bridge the gap between the training room and the shop floor, integrating training into the flow of work and creating an environment of continuous learning.
Skills management with Augmentir
Augmentir offers top-notch solutions to easily track and manage your frontline’s skillset. Our connected worker solution provides customized dashboards to streamline processes to improve workforce management, skills management, and deliver in-line training and support at the point of work, closing skills gaps at the moment of need.
If you are interested in learning how Augmentir can help improve your skills management, skills tracking, and workforce development – request a live demo.
