Workday Talent Suite: 制造业弹性战略蓝图

Table of Contents Introduction: The Manufacturing Workforce Challengeof the Next Decade Pillar 1: Recruit with Speed and Purpose Pillar 2: Empowering Skills and Career Development Pillar 3: Workforce Planning and Scheduling Intelligence Conclusion: Three Manufacturing Leadership Perspectives.One Unified AI Platform. Executive summary. Manufacturing is undergoing a generational transformation.Automation is rising, product complexity is increasing, andglobal supply networks are more dynamic than ever. But the It’s talent. The industry’s primary competitive advantage in the next decade will notbe machinery, robotics, or sourcing strategies. It will be the ability to recruit, The leaders solving today’s labor challenges aren’t simply hiring faster;they’re building workforces that can adapt, learn, and thrive. They’re investingin systems that treat people not as scheduleable units but as strategic This guide explores how forward-thinking manufacturers are reimaginingworkforce management through capability-driven recruiting, human-centeredtraining, and intelligent workforce planning, supported by a unified AI platform Future-ready manufacturing. For more insight into building a resilient, future-ready workforce, read ourcompanion guides: •“Stop Managing Your Workforce. Start BuildingWorkforce Resilience.” Introduction: Themanufacturingworkforce challenge In prior decades, manufacturers responded to labor constraints with one lever:hire more people. Today, the challenge is more nuanced and leaders must ask •How do we attract talent who see manufacturing as acompelling career?•How do we bring new workers to proficiency quickly? According to research from Deloitte and the Manufacturing Institute, the U.S.will need up to 3.8 million new manufacturing workers between now and 2033. The organizations that answer these questions thoughtfully will not only survivethe next era of manufacturing—they will shape it. To address these questions, manufacturing leaders need more than isolatedtools. They need a unified platform that brings workforce data, training,recruiting, scheduling, and skills into one connected view. The WorkdayTalent Management suite enables leaders to rethink talent holistically: from This gap isn’t simply about unfilled jobs; it reflects a deeper misalignmentbetween workforce supply, evolving technical skill requirements, and changing Manufacturing is facing a future where workforce scarcity constrainsproduction capacity, slows innovation, and pushes leaders to rethink howtalent is recruited, developed, and retained. The manufacturing labor shortage This guide explores how the Workday Talent Management suite empowersmanufacturing to implement three core pillars of this transformation: recruiting Key forces reshaping the workforce include: •An aging and retiring skilled labor base•Accelerating machinery and technology sophistication•Evolving skills requirements•Changing worker expectations for growth and purpose Pillar 1: Recruit withspeed and purpose. Human-first recruiting that meetstalented people where they are. For many frontline roles, the hiring experience is the first cultural signala company sends. The old model—formal applications, long delays, Leading manufacturers are adopting hiring experiences that feel: •Conversational•Mobile-friendly•Immediate Instead of filtering candidates out, human-first hiring practices invite them in. AI-assisted recruiting tools such as Workday Paradox accelerate screeningand matching, but the purpose isn’t to replace human recruiters. It’s to Workday doesn’t just make recruiting and hiring more human-focusedfor candidates; it also empowers HR teams to work more humanly. Withresponsible AI, HR-designed automation, and deep Workday integrations,HiredScore* AI for Recruiting helps teams focus on meaningful interactionsinstead of administrative noise. Recruiters can prioritize top candidates, The key takeaway: TheWorkday Recruiting Agentbrings AI, automations, and deep Recruiting isn’t just about speed—it’s about human connection.Candidates should feel valued from the first interaction. Making thisshift helps manufacturers attract a broader talent pool, especially integrations to further improve recruitment efficiency, enabling you to: •Harmonize talent data from all systems, instantly sourcing •Use nudges, smart alerts, or track and chase functions tokeep hiring managers in line with service-level agreements Workday HiredScore AI. •Accelerate screening of top candidates and automaticallyresurface high-potential talent already stored in Workday •Use the talent coach function to help hiring teams identifyopportunities that can be filled by a different talent type change in terms of culture, control, and alignment.VP, HR Transformation and DigitalAirbus Pillar 2: Empowering skillsand career development. Shift from filling jobs tobuilding capability. Manufacturing leaders are beginning to rethink how they view the cost oftraini