The future of the workforce in an age of selforganising

Transcription

1 The future of the workforce in an age of selforganising factories Conference: internet of manufacturing Munich, 07./ Konrad Klingenburg

2 The history of technological change Technological change has existed since the industrial revolution The history of technological change has been one of massive potential and great fear Evidence shows that technological change is a net job creator. However People losing the old jobs are not necessarily best placed to get the new jobs New industries do not necessarily create the steady, wellpaid jobs of old industries Technology, in short, creates societal challenges 2

3 Work 4.0 We shape the digital change Take advantage of the opportunities offered by digitisation, limit the risks involved and fight for good work We learn in the process of digital transformation, develop ideas and implement strategies - and motivate our colleagues to participate actively Good work 4.0 means for us: Job security and fair remuneration Reduction of workload Revaluation of activities better professional development and learning opportunities More time sovereignty Informational self-determination Involvement and participation on an equal footing 3

4 As computers and robots will do the work what will we do? 4

5 Quantitative studies (international): Are we running out of jobs? 5 Industry 4.0 will cost some 5 million jobs (FNP ) The influence of digital technologies on employment and wages is positive (world bank)

6 Quantitative studies (Germany): workplace losses? A total loss of jobs by industry 4.0 until (Szenarios IAB 16/2015; Wolter et.al.) Relatively many companies 4.0 plan an short-term increase in domestic employment (IW-Personalpanel, Hammermann/ Stettes 2015) 6

7 The probability that humans are replaced is (Bonin ZEW 2015) No one is indispensable (Bonin, in FAZ) " The fourth industrial revolution will change the world of work significantly change. But manpower will not be superfluous. (Bonin am in DIE WELT) even within a study a question of interpretation! 7

8 Changing demands for work-related skills The division of labor along global value chains changes radically and therefore the demands on the employees (WEF 2015, World Bank 2016, ILO 2015) Increasingly, cognitive and social and problem solving skills are demanded. 8

9 Skills According to the World Economic Forum, World Bank and the International Labour Organisation, a radical change in the division of labour along global supply chains will change the skills demands of employees Cognitive, social and problem-solving skills are more in demand Those are human skills that a robot would struggle to emulate Workers will need skills necessary to cope with and shape digitalisation process They will need to exploit new opportunities of learning through information technologies 9 Workers who can choose employers who recognise them as a whole person, not just a unit of labour

10 Bottom line: Qualify for the work of the future - secure opportunities for all employees Education is crucial for growth and jobs Skills necessary to cope with & shape the digitisation Qualification in transition towards digital workplace / Industry 4.0 means primarily: training & career-long learning More training policies on company-level Places of work = places of learning Exploiting new opportunities of learning through information technologies 10

11 Shaping human-computer interaction the example KUKA Pilot agreement for ergonomic use of robots: Used primarily for monotonous and stressful working The robot is to avoid (dodge) humans, not the other way round A collision is to be excluded The programming of the robot is to take place by the employees in the production 11 11

12 Kompetenz Research project: making places of work also places of learning Forschungsprojekt APP SIST Why is the project about? = Industry Learning directly at workplace = Customizable and can therefore be used for all employees and different situations = A research project that is socially developed in partnership Anlagenoperator Anlagenführer (plus) Anlagenbediener The assistance system is developed, implemented and optimized jointly by Companies (especially the Festo AG), science (especially DFKI, Chair of Production Systems at the RUB), works councils, employees and IG Metall (especially RUB Kooperationsstelle IG Metall and departmental future work at IG Metal).

13 Competence Center TU Darmstadt learning factory not without trade union participation Foto 1 Foto 2 IG Metall is working for two years working with the learning factory in Darmstadt. In the training factory a model for the use of employee data was developed. IG Metall has participated to ensure a comprehensive protection and personal data and compliance with participation rights. 13

14 The Future Work Lab in Stuttgart an initiative of BMBF und IG Metall Foto 1 Foto 2 Experience Industry 4.0: Concretely show how the division of labor between man and technology can look in the future Learning about Industry 4.0: Seminars, workshops and training opportunities for companies and employees Thinking ahead Industry 4.0: An idea center is to deal with the advancement of research work 14

15 Conclusions Industrie 4.0 is the next stage of industrial transformation In a century set to be dominated by dynamic Asia, European industries cannot stand still But we must put people at the heart of this process IG Metall, German engineering union, wants Good Work 4.0 alongside Industrie 4.0 Job security and fair remuneration Reduction of workload and revaluation of activities Better professional development and learning opportunities More time sovereignty and informational self-determination Involvement and participation on an equal footing 15

16 Conclusions Industrie 4.0 need not destroy jobs if new technology and processes are introduced in an intelligent way This requires strong leadership and focus and a clear voice for trade unions Industrie 4.0 must be understood as a project of, and for, society as a whole, and it requires a close alliance between the private sector, academia, research, politics and trade unions. Henning Banthien, Secretary General, Platform Industrie 4.0. Future labour force must be positively connected to the changes and advantages resulting from Industrie 4.0. This is the German view; what about the British? Scandinavian?... 16

17 Demand political change Adjust funding policy Develop the educational system: New learning culture, new forms of training teachers Remove the artificial barriers between vocational and academic training, recognition of informally acquired skills Allow "Hybrid" qualifications Expand training and qualification consultancy for companies 17

18 Thank you for your attention! Blog-zukunft-der-arbeit.de. Projekt ARBEIT+INNO>ATION