The role of HR in manufacturing is integral to a company’s success. From managing workforce organisation and handling absences and disciplinaries, to creating schedules and fostering a positive culture, HR is the foundation on which strong manufacturing businesses are built.
As the industry evolves, so does the opportunity for HR to make a real impact. In this blog, we’ll explore 7 HR and workforce management strategies that will help your manufacturing business – and your people – thrive. Let’s dive in.
1. Leveraging human-first AI-enabled tech
Technology, cloud and artificial intelligence (AI) are seen as significant drivers of growth, with almost one third of manufacturers (29%) identifying them as opportunities. Given their potential to streamline operations and boost productivity, it’s no surprise that manufacturers are increasingly investing in AI and HR tech, using it to:
Ensure labour compliance
Manufacturing organisations can use HR software, like ZellisONE HR, to automate essential background checks, ID verifications, and right-to-work screenings. ZellisONE HR readily integrates with background checking tools, allowing for seamless flow of candidate information, whilst ensuring a skilled and compliant workforce on the factory floor. ZellisONE HR also sends alerts for certification renewals and blocks workers without sufficient training from taking shifts to maintain compliance.
Empower employees with self-service capabilities
With an AI assistant like ELLA, employees can ask questions, check company policies, request shift swaps and more, gaining instant answers to their HR queries.
Not only does this save money in terms of admin time, it empowers your employees to take charge of their work-life balance.
Automate repetitive tasks
To improve efficiency and save time, manufacturing companies can use HR and workforce management software to automate repetitive tasks, like screening resumes, onboarding new employees, creating schedules and processing payroll. In fact, 68% of the sector identifies enhanced productivity through automation as a crucial strategy for managing rising cost pressures.
Take automated scheduling tools, for example. These tools generate schedules based on business demand, employee requirements, availability, skills, and working time regulations (along with other specific company policies). What’s more, if there are any upcoming absences, swap requests, or changes to demand, you’ll be automatically notified, ensuring that you can quickly update the schedule and inform your team in good time.
2. Building a skilled manufacturing workforce in the UK
The British manufacturing sector is facing a significant skills shortage. As of September 2024, there were 61,000 manufacturing job vacancies in the UK.
But why are UK manufacturers struggling to recruit the talent they need? Research reveals several themes, including difficulties in attracting young talent, and the need for more strategic recruitment and retention practices.
Addressing skills shortages through apprenticeships
Apprenticeships are proving to be highly effective in bridging the manufacturing skills gap, with 74% of manufacturing organisations already using these programs to introduce new talent into the industry. Combining theoretical learning with practical application, apprenticeships allow younger workers to earn a recognised qualification while being employed. What’s more, apprenticeships can be used to upskill existing staff, effectively mitigating the skills gap while ensuring a steady pipeline of talent.
Attracting and retaining international skilled workers
Manufacturers can attract international talent by partnering with overseas training providers, attending international recruitment job fairs and creating targeted online recruitment campaigns.
To help you understand which roles to focus your international recruitment initiatives on, the revision of the Highly Skilled Worker Visa route and the expansion of the Shortage Occupation List – which now includes roles such as production managers and engineers – are steps in the right direction.
3. Strategic workforce management for UK manufacturers
With workforce management software, you can track daily demand fluctuations and automatically generate optimised rotas that align with your production requirements.
Additionally, by leveraging advanced data analytics, you can identify potential skills gaps and develop targeted training plans, helping to optimise staffing levels and drive business growth.
4. Ensuring health and safety compliance in UK factories
The manufacturing environment presents unique risks, meaning adherence to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) is essential.
But, ensuring compliance goes beyond one-time training. It requires establishing a robust safety culture, promoting proactive practices, and encouraging open communication between workers and management.
Integrate your health and safety data with your people data to gain a comprehensive view of the risks and incidents within your organisation. This information can then be used to identify trends, target areas for improvement and mitigate future risks. For instance, linking accident reporting with shift patterns, team dynamics, or training records can help identify root causes and develop tailored solutions to prevent future workplace risks from occurring.
It’s also crucial to have a system that checks staff compliance before scheduling employees into shifts. Zellis’ workforce management software, for instance, prevents scheduling employees whose qualifications and certifications may have expired, and alerts employees and managers when and where updates are required.
5. Creating an engaging environment for workers
Engagement in the workplace is crucial for retaining talent and maintaining high productivity levels. So, what does this look like in practice?
Flexible working arrangements
Offering flexible working arrangements, such as shift swapping, picking up extra shifts or compressed hours, can be a powerful engagement tool for manufacturers. With employee scheduling software, managers can empower employees to set their availability in advance, allowing them to accommodate personal commitments when creating rotas. This flexibility not only supports work-life balance but also helps to optimise scheduling.
In addition, job-sharing or compressed hours allow employees to rotate between roles without compromising manufacturing operations. This minimises burnout, fosters a diverse work culture and caters to individual preferences, ultimately contributing to a more engaged and productive workforce.
Finally, cross-training enhances team versatility by preparing employees to handle various tasks. For example, when a line operator is trained on multiple machines, they can step in for an absent colleague, keeping the assembly line running smoothly. This flexibility eases individual workloads, boosts job satisfaction, and helps reduce employee turnover in the long run.
6. Promoting diversity and inclusion in British manufacturing
A truly successful manufacturing industry is one that values every voice and perspective on the factory floor and beyond. One effective approach to promoting DEI in the workplace is for employers to use HR software to track recruitment, retention, and progression rates across different demographics. This data can help identify any potential biases or barriers that hinder diversity. With this insight, businesses can take targeted actions, such as adopting more inclusive recruitment strategies, offering diversity training, and implementing policies that promote an inclusive workplace culture. These initiatives not only address inequality but also drive organisational success.
7. Employee development for the future of manufacturing
As the manufacturing industry evolves, so must its workforce. A large proportion of the younger generation is unaware of the potential and opportunities in manufacturing. Therefore, investing in employee development and upskilling current staff is crucial for filling skills gaps and preparing the workforce for future technological advancements.
Develop leadership capabilities for supervisors and managers
Developing leadership capabilities in supervisors and managers is not just about empowering individuals – it’s about transforming the entire workplace. By enhancing these key roles, we cultivate an environment where teams are more engaged, productive, and resilient.
HR’s expertise in employee training and development is critical in this process, offering targeted programs designed to enhance leadership skills at every level.
Upskilling for new manufacturing technologies and processes
Similarly, with the speed of technological advancements in the manufacturing industry comes the need for upskilling and reskilling their workforce to meet future demands.
For instance, incorporating predictive maintenance technology and basic equipment maintenance processes training can significantly reduce stoppages and eliminate extended shutdown periods, ensuring smoother production flows. This strategic approach to upskilling not only future-proofs the workforce against technological advancements, but also positions the company as a forward-thinking leader in the manufacturing sector.
Conclusion
The manufacturing industry is entering an exciting new era as we approach 2026 – one where people and technology work hand in hand to shape a stronger future. HR sits at the heart of this, guiding how manufacturing organisations attract, retain and develop their people.
By embracing strategic HR practices – from leveraging AI and automation to promoting inclusion, engagement, and continuous learning – manufacturers can empower exceptional employee experiences, setting themselves up for lasting success.
Key takeaways
- HR plays a crucial role in manufacturing by managing workforce organisation, handling absences, and fostering a positive culture – forming the foundation of business success
- Leveraging AI and automation can ensure compliance, boost productivity, and reduce administrative burdens across HR operations
- Apprenticeships and targeted upskilling is essential to maintaining a steady pipeline of talent
- Fostering engagement, diversity, and continuous development helps attract and retain employees
Welcome to what’s next in HR and workforce management
Discover how ZellisONE can help you elevate your HR and workforce management strategy, allowing your people and your organisation to achieve their highest potential.
