As technology continues to take over manual labor, many aviation supply chain companies are leveraging upskilling and reskilling opportunities to maintain a competitive edge.

 

As a general rule, supply chains are increasingly on the hunt for more ways to improve efficiency and speed without sacrificing service or quality. And now, as more digital tools and technology are assuming manual roles, organizations are increasingly choosing to reinvest in their current workers instead of forcing them out of the industry.

The Growing Need for Upskilling and Reskilling in Aviation Supply Chains

To clarify, upskilling refers to teaching employees new skills that will help them do a certain job, while reskilling focuses on shifting employees to an entirely new role. In the Future of Jobs Report published by the World Economic Forum, it’s estimated that 68% of workers in aviation will require some form of upskilling or reskilling as manual jobs become obsolete.

 

So far, we’re seeing an investment in soft skills like leadership, collaboration, critical thinking, and risk management, along with hard skills like digital experience and technological know-how. Boeing’s Pilot and Technician Outlook report and the Journal of Aerospace Technology and Management are also predicting that the A&D workforce will increasingly need to be diverse in ability and adaptability.

Creating a Win/Win for Workers and Organizations

The specialized nature of the aviation supply chain brings unique considerations and challenges when it comes to attracting, growing, and maintaining talent. Once hired, companies invest countless hours and resources into training their employees.  When those roles lose to automation or reduce due to redundancies, it’s more advantageous for the organization to reskill or upskill workers to keep them in the industry.

 

One inherent benefit of leveraging AI and automation is to free up human talent to focus on higher-level tasks. However, this is only achievable when companies have workers who are capable of taking on more complex responsibilities.

 

A recent study found that upskilling is considered to be the single most important factor in closing the skills gaps in A&D, with 46% of CEOs in agreement. It prevents starting the hiring process from scratch and the increased expenses that come with hiring and training new employees. Upskilling is often the more economical choice.  For workers who have been part of the industry, the path to upskilling is often shorter and less complicated.

 

This, of course, is advantageous for workers, too. It allows them to grow their own skill sets (on the company’s dime, of course). Employees can prime themselves for higher positions within their respective companies. In turn, this makes them more valuable to the organization and provides them with greater job security, even in an industry that’s increasingly being impacted by technology and automation.

 

At AeroMed Group, we’ve made it our priority to adapt to the ever-changing A&D landscape and support our partners in doing the same. Contact us today to discover how we can help.