Battling Skills Shortages in Industrial Automation: A Global Perspective

The scarcity of labour in Australia provides a significant but in no way geographically unique driver of industrial automation demand in intralogistics, manufacturing and elsewhere.

However, the rapid advancement of automation technologies has led to a significant skills shortage, posing a challenge for companies striving to stay competitive. This short article explores how some companies in industrial automation have been addressing these skills shortages, leveraging strategies such as cross-industry recruitment, upskilling and innovative training programs.

The skills shortage in industrial automation is multifaceted, so we have looked at a lack of expertise in robotics, control systems, cybersecurity, and data analytics. According to a report by the International Federation of Robotics (IFR), the demand for skilled professionals in these areas is outpacing supply, leading to a talent gap that could hinder the growth of the automation industry.

Cross-Industry Recruitment

One effective strategy to address the skills shortage is to recruit talent from industries with overlapping skill sets. As discussed earlier, sectors such as manufacturing, IT, telecommunications, automotive, aerospace, and pharmaceuticals possess professionals with relevant expertise. Companies are increasingly looking to these industries to find potential candidates who can transition into automation roles with minimal training.

Case Study: Siemens

Siemens, a global leader in industrial automation, has successfully implemented cross-industry recruitment. By targeting professionals from the IT and telecommunications sectors, Siemens has been able to fill critical roles in cybersecurity and network management. This approach not only addresses the skills gap but also brings diverse perspectives to the company, fostering innovation.

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Upskilling and Reskilling

Upskilling and reskilling existing employees is another crucial strategy. Companies are investing in training programs to enhance the skills of their current workforce, ensuring they are equipped to handle advanced automation technologies.

Case Study: ABB

ABB, a multinational corporation specializing in robotics and automation, has launched extensive upskilling programs for its employees. Through partnerships with educational institutions and online learning platforms, ABB offers courses in robotics programming, data analytics, and machine learning. This initiative has enabled ABB to retain valuable employees while bridging the skills gap.

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Collaboration with Educational Institutions

Collaborating with universities and technical schools is essential for developing a pipeline of skilled professionals. By aligning curricula with industry needs, companies can ensure that graduates are job-ready and possess the necessary skills for automation roles.

Case Study: Rockwell Automation

Rockwell Automation has partnered with several universities to create specialized programs in industrial automation. These programs include hands-on training with the latest automation technologies, internships, and mentorship opportunities. Graduates of these programs are well-prepared to enter the workforce, reducing the time and cost associated with on-the-job training.

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Leveraging Technology for Training

The use of advanced technologies such as virtual reality (VR) and augmented reality (AR) for training is gaining traction. These technologies provide immersive learning experiences, allowing trainees to interact with complex automation systems in a controlled environment.

Case Study: Honeywell

Honeywell has integrated VR and AR into its training programs for automation professionals. Trainees can simulate real-world scenarios, such as troubleshooting a malfunctioning robot or optimizing a production line. This hands-on approach accelerates learning and improves retention, making it an effective solution for addressing the skills shortage.

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Promoting STEM Education

Encouraging interest in science, technology, engineering, and mathematics (STEM) from an early age is vital for building a future workforce capable of supporting industrial automation. Companies are investing in STEM education initiatives to inspire the next generation of engineers and technicians.

Case Study: Schneider Electric

Schneider Electric has launched several STEM education programs targeting students from elementary to high school. These programs include robotics competitions, coding workshops, and mentorship opportunities. By fostering a passion for STEM, Schneider Electric aims to cultivate a talent pool that will support the automation industry in the long term.

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Flexible Work Arrangements

Offering flexible work arrangements can attract talent from industries where such practices are common. Remote work, flexible hours, and project-based contracts can make automation roles more appealing to professionals seeking work-life balance.

Case Study: Emerson

Emerson, a global technology and engineering company, has implemented flexible work policies to attract and retain top talent. By offering remote work options and flexible schedules, Emerson has been able to tap into a broader talent pool, including professionals from IT and telecommunications sectors.

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Competitive Compensation and Benefits

Ensuring that compensation packages are competitive with those in similar industries is crucial for attracting and retaining skilled professionals. Companies are offering attractive benefits, such as professional development opportunities, performance-based incentives, and comprehensive health plans.

Case Study: FANUC

FANUC, a leading provider of automation and robotics solutions, has enhanced its compensation packages to attract top talent. In addition to competitive salaries, FANUC offers extensive professional development programs, including certifications and advanced training courses. This approach has helped FANUC maintain a skilled workforce capable of driving innovation.

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Summary:

Global structural skills shortages in industrial automation present a significant challenge in this dynamic sector and companies are employing a variety of strategies to address them.

By recruiting talent from similar industries, upskilling existing employees, collaborating with educational institutions, leveraging advanced training technologies, promoting STEM education, offering flexible work arrangements and providing competitive compensation, companies can build a robust talent pipeline.?

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Sources used: International Federation of Robotics (IFR) Report : Siemens Cross-Industry Recruitment Initiative : ABB Upskilling Programs : Rockwell Automation University Partnerships : Honeywell VR and AR Training Programs : Schneider Electric STEM Education Initiatives : Emerson Flexible Work Policies : FANUC Competitive Compensation Packages