9 17/2023 Performance increase Employees in production often have no end devices or e-mail addresses, and digital competencies must first be built up. Island PCs or shared tablets can be used here to set up a good infrastructure for competence management. Another point to consider: Humans are known to be „creatures of habit.“ As in other industries, planned changes in production, for example in work processes, are often met with resistance from employees. In order to promote the adaptability, acceptance and proactivity of employees and to be able to successfully implement competence management, corporate management plays a central role. The management style and the corporate culture set the course for a positive attitude of the employees towards change. In order to avoid excessive demands, it is essential that tasks are tailored to the competencies and strengths of the employee and the new work roles - job sharing can also be a sensible solution in one area or another. The right tools in the implementation of competence management are also very important in order to provide individually suitable and motivating learning content and to consistently achieve the set goals. What are the necessary competence profiles of the future? • Competence management should be based on the needs of employees on the one hand and on corporate goals on the other. Competency management in manufacturing is about identifying, documenting, and managing skills, qualifications, and experience of employees in bluecollar jobs and manufacturing. • Identify skills: Many mid-sized manufacturing companies lack visibility into what skills they currently have on board. To do this, an inventory analysis is created. Interviews, tests or observations provide a good overview of employees‘ skills and personal experiences. Create competency profiles: The results of the inventory and all relevant information such as certificates, training or skills are bundled into individual competence profiles and documented in digital databases. • Needs analysis: What are the company‘s needs in terms of skills and qualifications today and in the future? What gaps exist - in which areas should targeted training and further education be offered? • Personnel planning: Based on the competence profiles, it becomes transparent which employees are suitable for which projects and tasks. In this way, the deployment and development of employees can be managed efficiently. • Development paths: Professional competency management allows careers to be transparently mapped and competencies to be developed in a targeted manner. Development paths show employees how they can develop within the company, which additional skills they need for which individual goals, or which skills can still be deepened. Professional competence management is an important tool for companies in commercial and productionoriented industries to motivate their employees to continue their education, to manage work resources effectively and to develop them in a targeted manner. Solutions are needed for medium-sized production companies, ensuring that competencies are developed effectively and in a focused manner in production. Whether it‘s a lack of infrastructure or shift operations, there are many factors that need to be considered in the manufacturing sector and implementation looks different for each company. Knowledge and skills are imparted analog or digital, in trainings, courses and workshops. Effective skills management helps to increase the company‘s performance and competitiveness, retain employees and minimize risks.
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