"Smart Modeling" Talent Upgrade Strategy

At present, in the context of economic globalization and informatization, the competition in the international manufacturing industry is becoming more and more fierce. manufacture. However, with the increasing depth of intelligence, new problems and challenges have begun to emerge: due to the shortage of "intelligent modeling" talents, the development of China's intelligent manufacturing is slow. According to Deloitte's 2016 Global Manufacturing Competitiveness Index, a comparison of data from various countries in terms of key elements shows that, in addition to cost factors, China is competitive with other countries in terms of talent, innovation, and competitiveness. In terms of infrastructure and other aspects, it lags behind major manufacturing countries. The data also shows that talent is the most important competitive resource for all CEOs. It can be said that if a manufacturing country lacks well-trained talents, its competitiveness will not be too high.

According to experts, in order to meet the challenges of the new industrial revolution, my country urgently needs to formulate and issue a "smart modeling" talent support development plan to promote the transformation and upgrading of talent training, especially engineering education. Although the relevant plans for the development of intelligent manufacturing have been gradually implemented, there is still no comprehensive layout plan for the deployment of talent training and growth plans for intelligent manufacturing, which has undoubtedly become the biggest constraint on the development of China's manufacturing industry.

In the era of intelligent manufacturing, "Made in China 2025" puts forward new requirements for the demand for intelligent modeling talents; for enterprises, how to actively face the "talent crisis" and formulate a systematic talent strategy plan , will be a major problem that urgently needs to be solved in the current transformation process.

Demand for intelligent modeling talents

The development speed of China's intelligent manufacturing talents is far behind the transformation and upgrading speed of China's manufacturing automation, which has led to the current situation of China's intelligent manufacturing industry facing a huge talent gap. The "Manufacturing Talent Development Planning Guide" issued by the Ministry of Education, the Ministry of Human Resources and Social Security and the Ministry of Industry and Information Technology predicts that by 2020, the talent gap in the field of CNC machine tools and robots in my country will reach 3 million, and by 2025, the gap will further expand to 4.5 million. It can be seen that the demand for manufacturing talents is large and will further expand in the future.

According to industry experts, from the perspective of the current intelligent manufacturing transformation process of Chinese manufacturing enterprises, many enterprises are still in the initial stage of automation, and there are still many obstacles to fully realize Industry 4.0. Among them, due to the lack of concepts and knowledge reserves of intelligent manufacturing talents, the overall stagnation of intelligent manufacturing transformation has been caused. Therefore, actively introducing and cultivating professional talents is an accelerator for the comprehensive transformation of enterprises.

For the reason and development key to the current mismatch between supply and demand between the intelligent manufacturing industry and talents, Lei Zhijun, the co-founder and general manager of Broad Strategy, said in an interview with "CEConline" that it is because of intelligent manufacturing Talents are still in the cultivation period. "According to this advancement of China's manufacturing industry, its speed or slowness will depend on the return on investment of the enterprise itself. For small and medium-sized manufacturing enterprises, due to limited funds, investment in talent training and introduction is still difficult. Be very cautious. After all, 'smart manufacturing' has not been proposed for a long time, and everyone is still in the process of getting used to it."

Dean of CUHK Consulting Research Institute, Director of CUHK Consulting Consulting, and Sun Yat-Sen University Institute of Business Management Senior researcher Huang Binquan said: "Compared with the shortage of the total amount, the more prominent problem in the smart manufacturing talent market at this stage is the structural dislocation of supply and demand, which is manifested in the lag in updating the core competencies of traditional manufacturing talents, making it difficult to adapt to the needs of smart manufacturing enterprises. Development needs. Different from the traditional counterpart ability and specific ability, intelligent manufacturing enterprises need more compound talents, such talents have a more comprehensive knowledge system, more agile innovative thinking, more comprehensive operation and management, and faster cross-border operation. Human-computer interaction is more mature.”

Intelligent Modeling Talents

With the advent of the intelligent manufacturing era, the product cycle is getting shorter and shorter, and the demand for batch personalized products is more urgent. Therefore, different from the traditional manufacturing mode, after the intelligent manufacturing is transformed from M2C to C2M mode, its requirements for the ability of manufacturing talents have also undergone new changes.

In Huang Binquan's view, the development of intelligence usually goes through three stages: production intelligence, service digitization and industrial ecology. Manufacturing enterprises at different stages have different development characteristics and different needs for talents, but the requirements for the professional compound and comprehensive ability of talents are the same. At this stage, most manufacturing enterprises in China are in the stage of intelligent production. This stage takes optimization of production process and improvement of production efficiency as the main goal. The requirements for compound expertise and comprehensive capabilities are more reflected in the compound and production capabilities of industrial knowledge and information knowledge. Integration with analytical skills. In the stage of service digitization and industrial ecology, there will be higher requirements for the ability to respond to precise services, innovate business models, and integrate industrial resources.

“Different from traditional manufacturing talents who focus on product technology and focus on improving product quality, saving production costs, and expanding market scale; intelligent manufacturing talents focus on user value and focus on product innovation and upgrading, The improvement of service experience and the personalization and customization of production." Huang Binquan added.

Lei Zhijun believes that the requirements for talents should be combined with the company's business line and order characteristics to determine how the company should deploy the overall automation plan. Because intelligent manufacturing is essentially a process of mutual integration and rapid decision-making, intelligent manufacturing talents must not only understand the business operation process, but also have professional capabilities.

For enterprises, it is not only necessary to build a high-quality professional team in the software field, but also to cultivate high-end talents with both technology and management in the operation field. For the former, Huang Binquan believes that in addition to professional skills, system thinking ability, demand understanding ability and demand response ability are very important. Regarding the latter, Wu Xiaobo, a distinguished professor of Qiushi at Zhejiang University and a distinguished professor of Changjiang Scholars of the Ministry of Education, said that it is more feasible to focus on the management of professional talents such as engineers.

Intelligent Talent Management

According to the results of a questionnaire survey conducted by People's Daily on 100 enterprises in three provinces and six cities, up to 73.08% of enterprises believe that enterprises are currently moving towards high-quality development The main difficulty in the process is the "lack of technical talents". At the same time, the manufacturing industry faces the "three difficulties" in attracting talents: it cannot be found, recruited, and retained. For example, the shortage of talents leads to high wages, the intelligent manufacturing industry is not attractive to talents, and intelligent manufacturing talents are specialized. Insufficient... Therefore, in the face of the management dilemma of intelligent talents, Chinese manufacturing enterprises need to strengthen the attraction and training of talents in order to play the maximum role of talents.

As for the inevitable shortage of high-end technical talents brought about by the transformation and upgrading of intelligent manufacturing, Midea, which started its transformation in 2013, has already made a comprehensive layout. It is understood that Midea has achieved intelligent decision-making and dynamic optimization from a single machine to production lines, workshops and even the entire factory through a unified process data system and Internet+, significantly improving the production efficiency of the whole process, improving quality and reducing costs. It pursues the "reengineering of talent genes" and does not hesitate to attract and retain talents with generous incentive policies.

According to Liu Jufeng, director of human resources of Midea Group, in public, Midea invests 200 million yuan in employee training every year to encourage technical personnel to carry out continuing education and higher education, and students and Midea's internal employees 50% to 100% reimbursement of tuition fees. In terms of incentive distribution, for those with outstanding technical contributions, the single-person bonus is over one million yuan.

In terms of attracting and retaining talents, the establishment of institutions in cooperation between enterprises and schools has also become one of the ways for some large enterprises to promote personnel training. The Midea Group provides more information update and learning opportunities for technicians and technicians through the establishment of lean academies and standard courses that are precisely divided into "five levels and six categories"; Haier Group cooperates with Xi'an Jiaotong-Liverpool University , the two sides jointly established Haier XJTLU Intelligent Manufacturing Ecology College. Different from the establishment of related majors in colleges and universities, the cooperation between enterprises and colleges and universities is more targeted.

Undoubtedly, for enterprises, there are various ways of internal training. In addition to establishing academies, Lei Zhijun's suggestion is to "copy", that is, to model the experience of existing intelligent modeling talents, and to use Its successful pattern is replicated to N individuals. "I suggest that companies with an annual revenue of less than 500 million yuan should not explore on their own. A more reasonable approach is to integrate or poach people. The cycle of exploration is too long. When you find out, your competitors have already surpassed you. The way of recruiting talents, the first is to recruit professional talents from colleges and universities; the second is to recruit talents at designated locations in the market, such as recruiting corresponding talents in a certain section, but the requirements for talents will be very high. For this kind of talent, the most important thing is to have enough money; the third is external introduction, for example, you can poach people from software companies or equipment manufacturers.”

On the other hand, Chinese manufacturing enterprises In order to maximize the concentration and application of the existing intelligent manufacturing talents, it is necessary to give full play to the effectiveness of the organization.

“The current talent structure can only do partial transformation, but cannot do system integration. The cultivation of talents requires multi-professional complementarity. The talent structure should be composed as follows: First, the company’s business lines and The product line is very familiar and can be composed of experts within the company; the second software talent; the third equipment talent; It is definitely not something that one person can do." Lei Zhijun said.