1. Closing critical skills gaps
99% of manufacturers say access to skills will shape their future growth plans, and half identify skills shortages as their biggest current barrier to growth (Make UK).
As manufacturers race to adopt automation, AI and digital technologies, demand for specialist engineering, technical and digital skills is increasing. At the same time, many experienced employees are approaching retirement, taking valuable knowledge and expertise with them.
Relying solely on external recruitment is no longer enough to address these growing skills gaps.
Instead, HR leaders need a clear understanding of the skills already within their organisation, where capability gaps exist and how workforce needs are likely to evolve.
Investing in learning and development, succession planning and internal career progression enables manufacturers to build critical skills from within, while improving employee retention and creating a more resilient workforce.
How People First can help
People First helps manufacturers close critical skills gaps by giving HR teams greater visibility of workforce capabilities, supporting personalised learning and development, and enabling effective succession planning to build talent from within.
2. Attracting and retaining a multigenerational workforce
55,000 long-term manufacturing vacancies are costing the UK economy around £6 billion in lost output each year (Make UK).
With skills in high demand and vacancies taking longer to fill, retaining experienced employees and attracting the next generation of talent is more important than ever.
Today's manufacturing workforce spans generations, from apprentices and early-career professionals to experienced specialists approaching retirement. Each group has different expectations around career development, communication, wellbeing and workplace technology.
The challenge for manufacturers is to create positive employee experiences that are consistent but not one-size-fits-all. Clear career pathways, regular feedback, opportunities to develop new skills and a positive workplace culture all help improve engagement and retention.
How People First can help
People First helps manufacturers attract, onboard and retain talent through connected recruitment, onboarding, performance management and engagement tools. Powered by a self-service platform, this creates a consistent employee experience from day one.
3. Managing complex frontline workforces
Only 9% of manufacturers have reached the stage where digital technologies are fully integrated into everyday operations (Make UK).
Managing a frontline workforce is rarely straightforward. Shift patterns, overtime, absence, multiple sites and fluctuating production demands all require HR and operational teams to make fast, informed decisions to keep production running smoothly.
When workforce data is spread across disconnected systems or manual processes, scheduling becomes more reactive, payroll errors become more likely and compliance becomes harder to manage.
Greater visibility across the workforce helps manufacturers respond more effectively to changing demand. By bringing together information on employee availability, skills, time and attendance, HR teams can improve workforce planning, optimise shift scheduling and ensure the right people are in the right place at the right time.
How People First can help
People First brings HR, workforce management, time and attendance, scheduling and payroll together in one unified platform, giving teams real-time visibility to plan more effectively and respond quickly to changing operational demands.
4. Supporting wellbeing, safety and attendance
38.3% of manufacturers identified mental ill health as a main cause of long-term sickness absence, while 30.9% cited musculoskeletal conditions (Make UK).
Manufacturing is physically and mentally demanding. Shift work, repetitive tasks, labour shortages and changing production demands can all contribute to fatigue, stress and long-term sickness absence. When attendance becomes unpredictable, it can affect productivity, increase overtime costs and place additional pressure on the wider workforce.
Supporting employee wellbeing requires more than reacting to absence. HR teams need visibility of attendance trends, workforce engagement and potential risk factors so they can identify issues early, provide appropriate support and create a healthier, more resilient workforce.
How People First can help
People First helps manufacturers improve wellbeing and attendance through connected absence management, workforce insights and people analytics, enabling HR teams to identify trends early, support employees proactively and reduce the operational impact of long-term absence.
5. Turning technology into workforce value
Only 2% of manufacturers say AI is widely embedded across their operations, while fewer than 40% are using it in some areas (Make UK).
Manufacturers are investing in AI, automation and digital technologies to improve efficiency, but technology alone will not deliver better business outcomes. Successful transformation depends on preparing employees for new ways of working, developing the right skills and ensuring people have confidence in the tools they are expected to use.
HR plays a critical role in helping organisations manage change. By supporting upskilling, improving communication and giving managers access to reliable workforce data, HR can help employees embrace new technologies while ensuring digital transformation delivers long-term value for both the workforce and the business.
How People First can help
With AI built in, People First helps manufacturers embed new ways of working by giving employees and managers intuitive, automated tools that simplify everyday HR processes, improve communication and make it easier to adopt change across the organisation.
From HR challenges to business outcomes
To meet today's HR challenges, manufacturers need connected people, processes and technology that enable HR teams to make better decisions, improve employee experiences and support long-term business growth.
That was the challenge facing MoA Technology as their workforce doubled and they expanded to new sites. Looking to simplify HR processes, improve communication and bring a growing workforce together, the business implemented People First to create a single, connected employee experience.
The result was less HR administration, greater visibility for managers and faster responses to employee requests, helping the business spend less time on manual processes and more time supporting its people.
Read the full MoA Technology case study to learn more.
Ready to see how People First could work for your organisation? Book a demo to discover how our integrated HR, payroll and workforce management platform helps manufacturers build a more productive, engaged and future-ready workforce.
