Human resources and automation project: How to solve the most common problems

1. Difficulty recruiting qualified personnel

The skilled labour shortage continues to affect businesses nationwide. This reality is particularly problematic for companies in the process of automating their production floor.

Implementing robotics and automated technologies requires specific skills. The same applies to the maintenance of the systems and, at an earlier stage, the identification of the best opportunities for transformation.

Unfortunately, SMEs often lack the appeal of larger companies. Entrepreneurs often need to work twice as hard to recruit employees with the required skills.

Two main solutions exist.

Attract qualified personnel through improved visibility

Business owners rarely take the time to develop comprehensive strategies to sell their products and services, notes Émilie Poirier, Senior Business Advisor, BDC Advisory Services, who helps businesses improve their human resources management.

“But it is even rarer to see them develop a strong strategy to promote their company with workers,” she says. Yet, this approach can pay off.

So how can you attract the best talent? Poirier advises companies to increase their external visibility and set themselves apart through improved recruitment marketing. To get there, you can begin by surveying your teams to understand the key strengths that make your company attractive.

Once you understand what makes you unique, you will be ready to create a strategy to communicate your employer brand. For example, you could ask some of your employees to become ambassadors who will spread word-of-mouth to attract workers through their network. Two birds, one stone—you will motivate your current teams to get involved with this challenge while helping find their new colleagues!

Another approach might be to generate buzz on social media instead of posting long job descriptions. You might, for instance, use videos to highlight a typical workday within the company.

“At the end of the day, few businesses make this kind of effort,” says Poirier. “But those that do have an easier time recruiting, and they have more success automating the company as a result.”

Develop and transform talent internally

You may not be aware of all the skills your team possesses. Not knowing their skill set could also prevent you from enhancing them.

Poirier suggests a three-step strategy to make the most of your internal talent.

• Complete a talent map
  To assess the skills within your organization, begin with talent mapping. This will help you review your team’s qualifications and training, and the skills they’ve acquired through experience. Furthermore, think ahead and identify the talents you will need to effectively execute your automation projects. Make sure to ask yourself the following question: Do your teams have the potential and the willingness to develop?
• Assess motivation and potential
  Not all your employees share the desire to learn a new machine or take on new responsibilities. Moreover, they do not all have the potential to do so. In the case of new equipment that requires software programming, for example, it would be unrealistic to expect an untrained worker to master it within a reasonable timeframe.
• Arrange necessary training
  Once you have assessed your skills and determined the talents you will need, arrange the required training to fill the gap.

2. Lack of personnel training

Entrepreneurs sometimes fail to realize that adopting new technologies will reshape the work of their machine operators and maintenance teams. Preparing the right training is key to ensuring the success and growth of your project.

Plan necessary training ahead of time

“To achieve this, consider the training required as soon as you start thinking about your technological needs,” says Vincent Bombardier, Senior Business Advisor, BDC Advisory Services. Bombardier helps companies implement automation and robotics projects.

“When drafting your requirements checklist, add a requirement for your supplier and equipment integrator. Request that they offer training to your teams on how to operate and maintain the machine,” he says. This training will likely be shorter and more relevant than the general training offered at a professional training centre.

Work with partners

Working with research, training and technology transfer institutions is another solution. These partnerships can take multiple forms, including research and development projects. Such projects present an excellent opportunity for your teams to develop their skills and master new technologies.

Choose simple technologies

Addressing the lack of training might be as simple as opting for technologies that are easier to operate. Bombardier says there is a wide range of robots you can now choose from to accomplish a task. While some of them are more complex to operate, others are easy to handle.

“There are now collaborative robots, such as those used for welding, that are easy to program,” he says. “If your teams are familiar with computers and tablets, they will learn how to operate them easily.”

3. Personnel’s resistance to change

From a change management perspective, the greatest mistake businesses make is not discussing their automation project enough. Worse still, others try to keep it under wraps until the very last moment. Poirier says it’s best to make an effort to present your project right from the start. She recommends developing a comprehensive and rigorous communication plan.

As a business owner, you have carefully considered the pros and cons before deciding to move ahead with your project. You are, therefore, in the right mindset to embrace the necessary changes. But giving your teams time to grasp and absorb what’s coming their way is also important. Which is why a communication plan is crucial.

“Senior management often forgets that their employees haven’t reflected as much on this transformation as they have,” says Poirier. “So, it’s important to explain it to them.”

To avoid surprising your teams, discuss your plans as soon as you start taking concrete actions. Evaluate your employees’ feelings and allay their fears. Better yet, try to anticipate their concerns and clearly explain how you will address them.

For instance, your teams could ask the following questions:

• Will my job and working conditions be affected?
• How will the project affect my role and responsibilities?
• How will the company support me during this transition?
• Will training be provided to help me face the new challenges?
• When will the changes take place?
• What are the benefits for me and my team?

Poirier recommends delivering the message at various stages and via multiple channels. She also suggests repeating the messages to ensure better comprehension and assimilation. This ensures that key information is retained while providing an opportunity to answer questions and clear up doubts.

To tackle resistance to change, enlist the help of a subject matter expert. This may be a consultant or someone inside your business. Their job would be to assess the team’s mindset, champion the change and take charge of the process. This includes, among other things, drafting an effective communication plan.

Select a person from the production floor and appoint them as the automation project lead. Their job will primarily be to serve as the information conduit between senior management and your employees.

Not only will effective communication with the teams on the floor reduce resistance to change, but it will also help you better plan your project, says Bombardier. “They know your processes best. By supporting the project, they will not only provide you with valuable ideas to improve it but also spot potential issues before they arise.”

Lastly, make sure to celebrate your small achievements. Recognizing the efforts and commitment of your teams along the way is a win for everyone!

Next step

Learn how to plan and successfully execute industrial automation projects in your company by downloading our guide, Harnessing the Power of Industrial Automation and Robotics.