1. The panorama of human resources in the manufacturing industry 2022
2022 is a milestone marking the rise of the manufacturing industry since the pandemic. The production capacity of enterprises has been restored, along with a positive sign of the economy with a strong increase in market demand in the main sub-sectors, which has helped the manufacturing industry to stabilize its operation after a period of time. frozen due to the pandemic, while signaling growth prospects in 2023.
In addition, the 4.0 revolution and the introduction of "cobot" (a form of collaborative robot designed to work with humans), artificial intelligence and automation to replace human power have created a new step. Performance leap for manufacturing businesses. Operating capacity is guaranteed, labor productivity is optimized to help businesses focus on investing in human resources, developing effective human resource management methods, training to improve skills, labor quality.
2. Human resource management problem in production – Difficulties and challenges
The number of employees is large, constantly fluctuating
The biggest bottleneck in the problem of human resource management in the manufacturing industry is that the large number of employees leads to difficulties in management, causing constant personnel fluctuations. In manufacturing enterprises, the number of workers can be up to hundreds, thousands of people, it is difficult to capture information, personal records of each person and control the observance of rules during the working process.
In addition, most of the staff in manufacturing enterprises are unskilled workers, often rotating jobs continuously and the level of attachment is not high, making the personnel structure unstable. Many companies fall into a slump due to not having an effective employee retention strategy, leading to a shortage of human resources.
Challenges in recruiting human resources
The challenge in recruitment is also a dilemma that manufacturing enterprises are facing. The manufacturing industry has always had a high demand for human resources, specifically in 2022, the recruitment demand of enterprises will fluctuate from 29% (first quarter) to 37% (fourth quarter). This is a relatively high number compared to the general level of consumer/retail, finance/banking, IT, etc.
However, the supply of labor market has a large difference compared to the demand. The number of workers with vocational qualifications from elementary to college only accounts for 38% while this is the force that plays a pivotal role in the operation apparatus of production enterprises. A survey by Navigos Group said that up to 43% of businesses expressed that they have difficulty finding candidates with the right experience, skills and professional knowledge to meet the job requirements.
The core cause of difficulties in attracting and retaining talents in the manufacturing industry is the lack of appropriate welfare and reward policies to encourage and motivate employees. Working environment and job stability are also factors that profoundly affect job choice and employee's ability to stick.
Difficulties in timekeeping - salary calculation
The complexity of the nature of the job is also one of the "obstacles" that HRs encounter in the management of production personnel. Complicated working hours, many shifts in a day, a constantly changing work schedule that causes overlapping timekeeping data, takes a lot of time to assign work shifts for departments/individuals, calculate wages, balance overtime for employees.
Competency and qualification of personnel
In the face of the rapid development of technology, manufacturing is one of the pioneering industries to welcome the wave of digital transformation to modernize production lines and improve operational efficiency. However, technology development also poses a significant challenge to human resource management in production, when skilled human resources are weak and have not kept pace with changes in science and technology.
The process of acquiring and applying machines and software into production by employees is slow, limited and inefficient. This not only wastes the budget invested in innovation, but also leads to operational stagnation as personnel have to change and get used to new ways of working.
3. Human resource management solutions in the manufacturing industry in the digital age
Attract and retain talent with digital work experiences
Changes in worker needs and the development of digital technology have created motivation for businesses to be more creative in human resource management. Technology is forecasted to play a key role in attracting and retaining good employees of every business. Therefore, in order to build a stable and sustainable workforce, manufacturing enterprises need to pay more attention to creating digital working experiences for employees.
The digital work experience is based on a healthy and happy working environment, accompanied by a cohesive culture that attracts collective response and, finally, flexible welfare policies. closely to the needs of workers. All are built and developed with the help of digital data. Through the exploitation, analysis and measurement of human resource information, enterprises will develop effective and practical management strategies, optimizing the working experience for employees on every touch point.
Developing digital human resources to catch up with the 4.0 production trend
The context of the digital economy and the 4.0 revolution forces manufacturing businesses to transform if they do not want to be left behind. In particular, digital human resources is the main and key driving force promoting the digital transformation process in production. So the problem for human resource management is how to develop digital human resources capable of mastering technological devices and effectively applying them in the production process.
Developing digital human resources is also a solution to compensate for the shortfall in number of employees due to reducing the amount of work that requires human labor, increasing labor productivity thanks to automation. Therefore, businesses need to focus on improving the training and development of digital human resources, improving the quality of labor by employing highly qualified talents in key positions, appointing employees to participate in various training programs. training courses and especially optimizing the recruitment process to find the right candidates.
Application of technology in human resource management
The wave of technology has been deeply affecting all aspects of the economy, especially creating breakthroughs in human resource management. With the potential to create competitive strength and meet the requirements of the digital economy context, there is no reason for HR managers to ignore digital technology.
Currently, with human resource management solutions 4.0, all human resource information is managed centrally, clearly, transparently, and easy to look up on a huge capacity system. In addition, the biggest strength of applying technology to human resource management in production is the strong automation and connectivity, which helps to reduce up to 80% of resources for data aggregation.
With time and attendance software - employee salary calculation, all data on wages, salaries, KPIs, sales are synchronized and updated in real time. At the same time, the automation feature is capable of automatically calculating and generating monthly employee payroll with pre-installed formulas without human intervention. This helps to reduce pressure and free up labor for the HR department, so that HR people can focus on human resource development strategies.
In the above article, Vietnam Manpower introduced readers to an overview of human resource management in the manufacturing industry, and introduced effective human resource management solutions in production to help improve operational efficiency human resource management in the enterprise.
Replies to This Discussion