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The HR challenges in the Manufacturing sector in 2023: listening to the voice of talents.
In the manufacturing industry, accurate workforce planning is crucial to meet production needs. People Analytics allows for the analysis of workforce data, such as skills, experiences, and performance, to identify skill gaps, predict future needs, and effectively plan human resources.
In the manufacturing industry, HR professionals face several challenges that can impact operations and overall business success. Here are some of the key HR challenges in the industry for 2023:
In the manufacturing industry, HR professionals face several challenges that can impact operations and overall business success. Here are some of the key HR challenges in the industry for 2023:
- Skills shortage: The manufacturing sector requires a wide range of technical skills such as mechanics, electronics, and engineering. However, many companies face a shortage of talent with the necessary skills to perform these roles. This can hinder productivity and limit the ability to innovate and grow. It is important to invest in training and developing the skills of existing and future staff by first listening to the voice and needs of talents, gaining an objective understanding of the context, and then taking concrete actions.
- Flexibility and automation management: The manufacturing industry is experiencing an increasing use of automation and advanced technologies such as robotics, artificial intelligence, and the Internet of Things. This leads to a redefinition of roles and responsibilities for talents, requiring them to adapt to new processes and work closely with machines.
- Safety and workplace health: Companies must address challenges such as managing safety risks, preventing workplace accidents, and promoting a healthy work environment. This requires a strong safety culture, training on safety protocols, the adoption of protective devices, compliance with regulations, and managing the impact on mental health.
Transforming data into concrete actions
Through technology, Glickon creates Talent Intelligence tools that can simplify processes, monitor and listen to the voice of every talent, objectify management perceptions, and promote a new data-driven culture within organizations.
Direct data
Specific feedback can be collected, and the real collaboration network can be captured through surveys, engagement surveys, and Organizational Network Analysis.
Indirect data
Corporate communication can be tracked both internally and externally by connecting Glickon to communication and collaboration tools (email, calendars, chats, etc.).
Predictive data
By leveraging the collected data, it is possible to evaluate organizational risk scenarios and predict phenomena such as turnover, attraction, or attrition.
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Why Manufacturing companies
choose us to revolutionize people management
What Glickon does for you
Glickon collects information both directly (ONA surveys) and indirectly (emails, calendars, etc.) to provide leaders with a comprehensive view of colleague and candidate engagement, as well as productivity.
Surveys and Indirect Data
Glickon's ready-to-use ONA surveys allow measuring the key drivers of engagement and relationship for specific clusters within the organization.
Platform & Insights
The platform allows for administering talent surveys autonomously and provides real-time results, analysis, and insights. Glickon is an integrated platform compatible with 170+ HR platforms (ATS and HCM).
Analysis and Reporting
Glickon combines survey data with digital traces from organizations to provide insights on attraction levers, engagement, and productivity. Our AI-based analysis can help establish a clear link between employees and revenue.
Concrete Actions
Transform human resources data into tangible improvements through designed paths to guide actions. You will be able to identify key factors to focus on, in order to develop better experiences throughout the entire talent journey.
Key statistics
+20%
Increasing colleagues' productivity
(IBM, "HR's Role in Employee Productivity")
(IBM, "HR's Role in Employee Productivity")
-50%
Increase in hiring effectiveness
(Talent Board, 'The CX Report')
(Talent Board, 'The CX Report')
-25%
Talent turnover
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
(Deloitte, "6 Key Insights to Put Talent Acquisition in Overdrive")
The voice of LEADERSHIP
Alessandro Sina
@ BLS Group
@ BLS Group
Chief Information Officer
In this scenario, closely tied to the pace of production, redesigning the processes and methods that connect people is therefore a central challenge for us.
Glickon White Paper: Uncover the Relationship between Employee Experience and Revenue
High turnover risk in high-performing teams, low trust in leadership, and financial performance. Discover the relationship between Employee Experience and company value in our research.
Listen to candidates and colleagues to define strategic actions
Help the organization achieve business goals by leveraging
people's talent through data
