Global market size of additive manufacturing(AM) is still very low. AM is seen as a way to confront challenges by significantly reducing time-to-market and opening up new opportunities for the economy and society. There is still something preventing manufacturers (may be challenges like technical, financial, capability, design, IT integration etc.), from integrating AM technologies more generally into manufacturing process. Many analyses are limited when it comes to quantifying the environmental impact. Economical products are more attractive and demand and sales might be good though, but major difficulties is to factor impacts into business calculation?
Dear Ashish Thakur please recommend my answer if helpful.
Scaling the adoption of Additive Manufacturing (AM) can indeed be challenging, and addressing the shortage of workforce skills is a crucial aspect of successful implementation. Here are some strategies that engineering management can adopt to handle the shortage of workforce skills in the context of AM:
1. **Invest in Training and Education:**
- Develop comprehensive training programs for existing employees to upskill them in AM technologies. This can include both theoretical knowledge and hands-on training. Consider partnering with educational institutions to provide specialized courses or certifications in AM.
2. **Recruitment and Talent Development:**
- Actively recruit individuals with a background in AM or related technologies. Look for candidates with experience in 3D printing, materials science, and computer-aided design (CAD). Additionally, invest in programs to develop talent internally by offering mentorship and career development opportunities.
3. **Collaborate with Educational Institutions:**
- Establish partnerships with universities, technical schools, and research institutions to influence curriculum development. This collaboration can help ensure that graduates are equipped with the necessary skills for AM. Consider offering internships or co-op programs to bridge the gap between academia and industry.
4. **Cross-Functional Training:**
- Encourage cross-functional training within the organization. Employees with expertise in traditional manufacturing methods can undergo training to understand and adopt AM technologies. This promotes a multidisciplinary approach, fostering collaboration between different departments.
5. **Knowledge Sharing and Collaboration:**
- Foster a culture of knowledge sharing within the organization. Encourage collaboration between teams working on AM projects and those focused on traditional manufacturing. This helps in the exchange of skills and expertise.
6. **Create Centers of Excellence:**
- Establish dedicated Centers of Excellence (CoE) for AM within the organization. These centers can serve as hubs of expertise, where employees can receive specialized training, work on AM projects, and share knowledge.
7. **Utilize External Training Resources:**
- Leverage external training resources, such as workshops, conferences, and online courses, to supplement internal training efforts. This can expose employees to the latest advancements in AM and provide opportunities for networking with industry experts.
8. **Employee Engagement and Recognition:**
- Recognize and reward employees who demonstrate a commitment to learning and adopting AM technologies. This can boost morale, create a positive learning environment, and motivate others to acquire new skills.
9. **Stay Informed on Industry Trends:**
- Engineering management should stay informed about the evolving landscape of AM technologies. Regularly assess the skills required in the industry and align training programs accordingly to ensure relevance and competitiveness.
10. **Continuous Improvement:**
- Establish a continuous improvement mindset within the organization. Regularly assess the effectiveness of training programs, solicit feedback from employees, and adjust strategies based on changing workforce needs and technological advancements.
Addressing the shortage of workforce skills in AM requires a holistic approach that combines training, recruitment, collaboration, and a commitment to ongoing learning and development. By strategically investing in workforce development, engineering management can position their teams for success in adopting and scaling AM technologies.
Dear Tobiyas, well written.
I think AM is a particular technology that needs practical concepts of computer-aided design. Labor, simple supervisors, and HR can only be useful for their support not for the layout, design, design and quality analysis they need specific engineering background manpower's. your points 1-10 are useful in terms of training, engagement, staying informed, and understanding the excellence of AM.
Requirements:
1. Sound practical knowledge of CAD for design thinking, designing 3D printing, managing the terminal computer, and application engineering software.
2. Knowledge of Chemistry, Metallurgy, and Mechanicals for defining quality and safety and reverse engineering.
3. Knowledge of selecting materials, preparing the build
4. Preparing for the build, operating the AM system, post-processing, and surface finishing,
5. Critical Science and engineering analysis.
Ashish
Ashish Thakur this is a good write up please do recommend my initial answer
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