Tip:
Highlight text to annotate it
X
Hyperspecialization
Interestingly, hyperspecialization's time has come
as a result of the talent mismatch.
When you think of the talent mismatch in relation to what employers want,
employers have defined much more specialized work,
and are therefore looking for people with specialization.
Another interesting fact about hyperspecialization:
It isn't about forcing people into one widget-like kind of jobs
It's about becoming consciously specialized in different areas.
With a collection of specializations, you become a generalist
that offers a much higher level of skill to an organization.
What enables us to structure work differently is technology.
Specifically collaborative technology.
Technology that gives access to people on the other side of the world is crucial.
So you can place work on one of a thousand online marketplaces,
and the work can be done on the other side of the world,
where who does the work is less important than the quality of the work.
Skills requirements
The skills requirement for manufacturing has changed dramatically.
If you look back fifty years, the manufacturing industry was all about
siloing work so that it could be created and produced faster, more productively.
Manufacturing is still about productivity, but it's a very different environment.
Instead of people working side by side, maybe even doing the same job,
it's about people coming together collaboratively.
Understanding technology, directing the flow together.
You'll see management and workers working side by side,
which was never the case in a traditional environment.
The "experience needed" syndrome
I think where employers are stuck is the "experience needed" syndrome.
That it takes a specific number of years to be labeled as competent.
"We need someone with five years of experience."
Whereas today, many young people coming into the workforce
have a lot more experience of the world because of technology.
Because they can communicate and understand what's going on in the world.
The manufacturing industry
The manufacturing industry is interesting, because people still see it
as it used to be, people all working on a line.
But in fact, technology is incredibly pervasive and changing the industry.
The challenge is, not many young people aspire to go into manufacturing,
despite tremendous opportunity.
Consider the impact of technology and big data on manufacturing.
It requires people to be more collaborative, more technically savvy.
Those skills are highly prized by all industries in the market.
So all of a sudden, manufacturing is fighting a double–whammy:
They're trying to attract people in an industry
that is fighting an old legacy reputation.
What needs to happen is for more and more young people
to understand how much that industry is changing.
Attracting a younger generation
Another way to appeal to the younger generation if you're in manufacturing
is to appeal to their sense of social responsibility.
This is a generation that cares deeply.
One that has seen the challenges in the world.
Make sure that your organization is transparent about your mission.
About what you stand for.
Reach out into the community and you'll attract more young people.