“The key to modernizing U.S. manufacturing isn’t only in breakthrough technology — that’s only the first step — it’s driving widespread accessibility and adoption of robotics and continued investment in building a skilled workforce to operate it,” said Saman Farid, Formic’s Founder and CEO. “NAIA’s commitment to create more manufacturing jobs and push the U.S. to make up a greater share of global manufacturing production aligns perfectly with Formic’s mission and goals.”

By joining NAIA, Formic will work alongside other innovators like Dirac, Palantir, and Atomic Industries to further the advancement of U.S. manufacturing and workforce development. Formic has already trained over 1,000 employees at factories across the U.S. that have deployed Formic robots, transitioning workers who once packed and stacked boxes to operate automation systems and focus on more dynamic business tasks. Through upskilling employees, Formic is creating vertical career trajectories across the manufacturing sector and improving facility ergonomics, while driving productivity, safety, and quality improvement.

“We joined NAIA to work alongside companies like Formic who have priorities that extend beyond pure business profitability and goals but speak to a greater need to grow the current U.S. manufacturing sector,” said Filip Aronshtein, Founder and CEO of Dirac. “Stabilizing and scaling our national capabilities around energy, manufacturing, and supply chain will ensure our ability to respond quickly to the country’s needs now or in the future.”

By uniting with NAIA, Formic will help bolster the U.S. share of global manufacturing production from 15% to 30% by 2035 through automation accessibility. With Formic, manufacturers can rapidly and painlessly deploy essential automation on the factory floor, closing labor gaps across hard-to-fill second and third shifts, creating a workforce with 99.8% uptime, and reducing safety incidents by nearly 100%. This is a solution that’s scalable right now for all U.S. manufacturers, reflected in Formic’s 300%+ growth in 2024 and recent milestone of 250,000 production hours.

“Formic has changed the way more than 100 factories operate in the U.S. and has been a trailblazing example of how technology investments and automation will reindustrialize U.S. manufacturing,” said Austin Bishop, the CEO of NAIA. “We’re thrilled that they’ve joined forces with NAIA and know they will play a central role in achieving our goals moving forward.”

About Formic

Formic was founded in 2020 to accelerate the accessibility of automation across American manufacturing by delivering the positive outcomes that robotic automation enables: more capacity, consistency, and reliability; less cost, downtime, and worker safety issues. Our Full Service Automation program includes 24/7 technical support, 100% maintenance coverage, and guaranteed performance rates. Our product is productivity, and our robotic systems are a consistently dependable employee in facilities struggling with ongoing labor shortages and production downtime.

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Andrew Thompson, Deputy Chief Engineer, Additive Manufacturing, at Northrop Grumman Space Systems, has been appointed chair of the RMAG. In this role, he will lead the group’s strategic direction, drive key initiatives, recruit new members, engage working groups, and organize meetings. He will also oversee the strategic-level roadmap, collaborating with America Makes to maintain data, align priorities, brief the Executive Committee on project call topics, and ensure the roadmap advances the Institute’s mission.

At Northrop Grumman, Thompson is responsible for the development and implementation of additive manufacturing (AM) technologies. He has extensive experience in designing, developing, and utilizing aerospace components and systems, as well as expertise in AM techniques for manufacturing these components. Thompson’s previous career roles have led to his knowledge of managing assembly integration, test operations, and additive processes. He has successfully led cross-functional teams to deliver high-quality, cost-effective solutions that exceed requirements.

“Andrew’s expertise in additive manufacturing and his leadership within the industry make him an excellent choice to chair the Roadmap Advisory Group,” stated Brandon Ribic, Ph.D., America Makes Technology Director. “His strategic vision and commitment to collaboration will be instrumental in guiding the group’s efforts, ensuring that our roadmap remains aligned with the evolving needs of the AM ecosystem. We look forward to working with him to drive impactful advancements in the field.”

Executive Committee

Rick Russell has been named the chairperson of the America Makes Executive Committee. In this role, he will lead a distinguished group of industry experts across academia, government, workforce and economic development organizations, ensuring that the right strategies, policies, and advocacy efforts are in place to advance the Institute’s mission. This committee plays a critical role in guiding America Makes as it works to accelerate AM adoption and strengthen U.S. manufacturing competitiveness globally.

Committee members bring deep industry expertise and insights into the current and future state of AM, advising the Institute on technical priorities, membership value, ecosystem and partnership strategies, and workforce development initiatives.

Russell is a Principal ADDvisor® with The Barnes Global Advisors and specializes in Metal AM certification and qualification. His journey in AM began nearly 15 years ago as the Materials and Processes and Fracture Control Lead for NASA’s Commercial Crew Program, where he helped develop pathways to certify critical AM hardware for human spaceflight applications. Later, as NASA Technical Fellow for Materials, he led the team that authored NASA-STD-6030 “Additive Manufacturing Requirements for Spaceflight Systems.” Russell also has a long history of engagement with America Makes, having previously served on the Roadmap Advisory Group (RMAG).

Alongside Russell’s leadership, Sandra DeVincent Wolf, Ph.D., will serve as Secretary of the Executive Committee. Dr. Wolf is the Executive Director of the Carnegie Mellon University (CMU) Manufacturing Futures Institute, where she works to identify, connect, leverage, and accelerate manufacturing research at CMU. She is also the Executive Director of the CMU NextManufacturing Center, a hub for AM research. She leads the center’s activities, partnerships, and industry consortiums while also serving as Director of the metals AM laboratories.

Before joining CMU in 2015, Dr. Wolf spent 15 years in research, development, engineering, and management in advanced materials and manufacturing. She also has over a decade of experience in executive management within professional materials associations, where she led initiatives from conception through implementation and assessment.

John Wilczynski, Executive Director of America Makes, expressed his enthusiasm for Russell and Dr. Wolf’s appointments, stating, “Rick and Sandra are both highly respected leaders in the additive community, and we are excited to have them in these key roles. Rick’s extensive experience in AM certification and qualification, along with his strong grasp of industry needs, will be crucial in guiding the Executive Committee, while Sandra’s leadership in manufacturing research and her ability to foster collaboration will further enhance our strategic initiatives. They undoubtedly will help drive the Institute’s mission forward and strengthen the Institute’s overall impact.”

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Interplay Learning, the leader in immersive learning for the skilled trades, proudly announces the launch of its new industrial maintenance catalog. Designed to meet the evolving needs of industrial operations, this growing catalog offers a wide range of expert-led courses and hands-on 3D simulations to enhance workforce performance and operational efficiency.

Interplay’s industrial maintenance catalog includes training that spans the industrial market, offering foundational courses like Introduction to Pneumatics, How to Use a Multimeter and Hazards of Confined Spaces and Maintenance, along with advanced topics such as PLC Troubleshooting and Hydraulic Troubleshooting. Courses in the catalog are tailored for craft roles, including electricians, millwrights, mechanics and multi-craft workers, ensuring targeted and relevant skill development. With additional courses on the roadmap, the catalog will expand to support a wide range of industrial industries, reflecting Interplay’s dedication to meeting the diverse needs of the market.

Designed to meet the needs of teams across all skill levels, the catalog combines expert-led video instruction with hands-on 3D simulations to enhance learning and retention. Accessible on mobile phones, tablets, laptops and VR, the catalog also includes powerful management tools such as reporting and skills assessments, empowering organizations to track progress, measure results and drive meaningful outcomes.

Industrial organizations today face mounting pressures from unplanned downtime, gaps in employee skills and the constant demand to maximize efficiency. Equipment complexity continues to grow, while the availability of skilled labor struggles to keep pace. Without a clear training strategy, these issues are compounded by fragmented departments, making it difficult to upskill workers effectively while maintaining safety and performance standards.

“Effective training is essential for industrial organizations to thrive in today’s fast-paced, complex environment,” said Doug Donovan, CEO at Interplay Learning. “As operational demands grow, organizations must invest in developing their skilled workers to tackle problems like unplanned downtime and workforce productivity. Our growing catalog provides the tools to not only address these challenges but also drive sustained operational efficiency, ensuring long-term success.”

Interplay Learning’s recent acquisition of Industrial Training International (ITI) has expanded Interplay’s footprint in the industrial sector with specialized industrial learning, including instructor-led training and simulations for crane and rigging operations—a critical need across organizations. By combining ITI’s legacy of trusted expertise with Interplay’s innovative digital platform, this industrial maintenance catalog represents a new era of scalable learning solutions for the industry.

Interplay’s industrial catalog is a one-stop shop for training needs, enabling teams to perform preventative maintenance, address seasonal system checks and tackle complex equipment diagnostics with confidence. With this launch, Interplay reaffirms its commitment to empowering industrial teams to meet today’s challenges and tomorrow’s opportunities. By fostering innovation and workforce readiness, Interplay is paving the way for a more productive and efficient industrial sector.

About Interplay Learning

Interplay Learning, the leader in immersive learning for the skilled trades, now includes Industrial Training International (ITI), the global leader in specialized industrial learning solutions. Leveraging instructor-led training, online simulations, AI and VR, Interplay helps organizations and educational institutions upskill faster, reduce risk and increase operational readiness. With nearly 600,000 people trained, Interplay is shaping the future of workforce development, building better careers and better lives.

Recent accolades include Fast Company’s Annual List of the World’s Most Innovative Companies of 2024, AHR’s 2024 Innovation Award, IACET 2024 Innovation of the Year Award, NFMT 2024 Vision Awards and Forbes’ 2023 America’s Best Startup Employers.

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Collaborative robots (cobots) are the fastest-growing segment of industrial automation with the global market forecasted a skyrocketing 20%+ growth through 2028. As the market leader and pioneer of collaborative robotics, Universal Robots (UR) is at the forefront of transforming the way cobots work, helping businesses unlock new levels of productivity, efficiency, and innovation, including artificial intelligence (AI) applications.

The nation’s largest cobot conference and tradeshow, Collaborate North America 2025, takes place in Novi, Michigan, January 28, 2025 and is free to attend. This one-day, in-person event brings together 500+ manufacturing professionals from across North America, automation specialists, educators, and industry thought leaders from renowned institutions and companies such as MIT, Siemens, and the Association for Advancing Automation (A3).

“Whether you’re exploring cobots for the first time or looking to expand your automation capabilities, this event will provide the inspiration, tools, and connections needed to succeed,” said Jonathan Sbert, Vice President of Sales, Americas, Universal Robots.

Event Highlights: 

• Hands-On Demonstrations: Attendees can explore 30+ different cobot-powered solutions for applications such as welding, quality inspection, material handling, machine tending, assembly, painting, and palletizing. The hands-on demos are presented by UR and its UR+ ecosystem partners including A.I Automation, Schmalz, Magswitch, PIAB, Zimmer, Schunk, Flexline Automation, Acumino AI, and SICK.
• Keynote Presentations: The opening keynote will be delivered by Universal Robots’ Chief Commercial Officer, Stacey Moser. She is joined by leading voices in robotics and automation, including a few surprise speakers from dominant automotive and AI chip making technology companies delivering insights on industry trends and practical applications. Additional speakers include:

o Ben Armstrong (Executive Director and Research Scientist, MIT): Ben Armstrong specializes in innovation and operational performance in manufacturing, focusing on how companies adopt advanced technologies. His work at MIT involves researching the intersection of robotics, workforce development, and operational efficiency to ensure sustainable growth in the industrial sector.

o Jake Hall (The Manufacturing Millennial): Jake Hall is a prominent advocate for modernizing the manufacturing industry through automation and emerging technologies. Known for his engaging social media presence and thought

leadership, he bridges the gap between traditional manufacturing practices and future-forward innovations.

o Alex Shikany (Vice President, Membership & Market Intelligence, A3): Alex Shikany provides data-driven insights to guide businesses in adopting robotics and AI technologies. His expertise includes market trends, industry growth analysis, and strategies for integrating automation into existing operations.

o Bernd Raithel (Director, Factory Automation, Siemens) Bernd Raithel leads the development of advanced automation solutions that drive efficiency and Industry 4.0 adoption. With expertise in robotics, AI, and smart technologies, he focuses on creating intelligent, connected factories. A champion of innovation, Bernd works to accelerate automation adoption and shape the future of manufacturing.

• Networking Opportunities: Attendees can engage with peers, decision-makers, and industry influencers to exchange ideas and foster collaboration.

The post Universal Robots Announces the Nation’s Largest Cobot Conference and Tradeshow: Collaborate North America 2025  appeared first on IndMacDig | Industrial Machinery Digest.

However, purchasing a near net shape forging may be a better option, one that allows machine shops to reduce costs and improve their profit margins.

Near net shape forgings are seamless rolled rings or open die forgings with dimensions close to the final shape of the finish machined part. “As forged” components, on the other hand, often have a coarse surface finish (500 RMS or more) and may include metal scales and very uneven surfaces that must be machined away. This increases the cutting time, tool wear, and cutting fluid used, which eats into profits. When a customer is on a tight budget, extra stock material that becomes metal swarf can mean the difference between winning a job and losing one.

Fortunately, near net forgings are available with tolerances within 3mm on all dimensions and a much finer surface finish. Although the initial price may be higher, the reduced machining time, wear, elimination of waste, and faster delivery time to the customer translate into cost savings and profit improvements. Reduced machining time increases machine availability for additional projects as well.

Near net forgings are more than just ODs, IDs, and lengths. They include steps on round shafts, blocks, squares, rectangles, hubs, wheels, cylinders, blind cylinders, flanges, drive ends, tending ends, and complex shapes. All Metals & Forge is an ISO 9001:2015 and AS9100D-certified manufacturer of open die forgings, seamless and contoured rolled rings, and complex forged parts with stock allowances or near net shape tolerances.

Machining Open-Die Forgings

Open die forgings and seamless rolled rings play a crucial role as components in gears, turbines, bearings, clutches, brakes, couplings, drives, flanges, valves, machines, and rollers. Industries that rely on these types of parts include aerospace, automotive, defense, energy, engine and turbine, food processing, mining, oil and gas, petroleum, power generation, pulp and paper, and shipbuilding.

Given the critical role of these components, open die forgings provide a higher level of structural integrity than any other metalworking process by eliminating structural voids and improving the directional grain flow and grain size within the material.

Seamless rolled rings, like those made by All Metals & Forge Group, an ISO 9001:2015 and AS9100D-certified manufacturer of open die forgings, seamless and contoured rolled rings, and complex forged parts, for example, resist wear, fatigue, and stress, enabling better performance. Depending on the metal and alloy, the rings or forgings are also resistant to thermal and chemical damage, which further extends longevity while reducing the need for maintenance, repair, and replacement.

Open-die forging is particularly advantageous when fabricating large, custom components. All Metals & Forge Group can produce seamless rolled rings or contoured rolled rings up to 200 inches in outside diameter, and custom forgings up to 40 feet long or 80,000 lbs. Small parts down to roughly one foot cubed can be deliver as near net shape forgings as well.

Near net shape forgings may be slightly more expensive until all the machining cost factors and savings are calculated into the final part price.

When parts are machined from a basic profile, such as a block, round, or rectangle, significant stock can be lost, but you are still required to pay for the excess material. With open die forging, the part is shaped by the dies, significantly reducing material waste.

When the job is for multiple parts, near net shape savings begin to add up. There are also unseen savings, such as the time to reorder cutting bits, restock cutting fluids, recycle metal swarf, and the opportunity to increase machine time availability.

Greater savings can be achieved with the purchase of a near net shape forging with a fine surface finish when the final profile is more intricate. In the example of a 10-inch round bar 120 inches long with allowance to finish to final dimensions, one supplier may offer the forging with one-quarter inch allowance, or 10.25 OD x 120.25 inches long. The forging will weigh approximately 2,814 pounds in most steels. A supplier that can deliver the part with only a 3mm allowance reduces the weight of the bar to 2,739 pounds – a difference of 75 pounds. The extra 75 pounds on this simple profile increases the purchase price, waste, and machine time, which is invariably passed on to the customer.

Open die forgings can be made of carbon steel, alloy steel, stainless steel, tool steel, nickel, titanium, and aluminum. The forgings meet rigorous industry specifications such as ASTM, AMS, AISI, ASME, SAE, DIN, ASME B 16.5, ASME B16.47, and API 6A. In addition, ultrasonic testing routinely performed by All Metals & Forge Group at no extra cost ensures the absence of internal cracks, pits, or voids.

The limits of near net shape forgings are defined by the supplier. When even more precise tolerances and finer surface finishes are required, a company like All Metals & Forge can deliver parts to within +/-0.001 inch of drawing dimensions and 64 or 32 RMS surface finish.

Near net shape open die forgings and seamless rolled rings can be a strategic competitive advantage for machine shops of all sizes, whether a standalone business or one operating within an OEM facility.

By improving quotes by just a percentage point or two on each bid related to open die forgings or seamless rolled rings, machine shops have the potential to increase profits and internal cost savings.

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Now through December 30, 2024, customers who make a qualifying purchase can earn a tooling certificate valued at 20% of their purchase to give to their school of choice. Schools can redeem certificates for any the compamy’s products, including best-in-class tool holders, boring tools, cutting tools, workholding products and presetters.

In the first two years of the program, BIG DAISHOWA issued nearly $50,000 in tooling certificates to high schools, vocational schools, colleges and universities. According to Jack Burley, President/COO, this aligns with the company’s mission to nurture skilled workers for the future.

“Our commitment to workforce development runs deep, and this program gives our customers the chance to invest directly in their communities by providing future machinists and engineers the same BIG DAISHOWA tooling they’ll use in their careers,” said Burley.

To participate in the program:

• The qualifying minimum order is $5,000 (earning a $1,000 tooling certificate).
• Place the order through your local distributor and request “Drop ship from BIG DAISHOWA.”
• Reference “PROMO-BD-SCHOOLS” as a line item on your order.

BIG DAISHOWA offers a range of precision tooling, workholding and tool management systems aimed at reducing both the overall process time and the cost per part.

Popular products include face mill holders, end mill holders, collet chucks, angle heads and tapping adaptors. The world-leading KAISER Boring System, high-performance Sphinx Drills and UNILOCK Workholding systems are also available, as are CAT, BT, HSK and BIG Capto systems.

About BIG DAISHOWA Group

As a member of the BIG DAISHOWA Group (Osaka, Japan), BIG DAISHOWA Inc. is a recognized global tooling provider, with manufacturing facilities in North America, Switzerland and Japan. BIG DAISHOWA is also the North American representative of Speroni tool measuring machines, Sphinx high performance drills, mptec measuring stands, Tekusa spindle cleaners and the UNILOCK zero-point workholding system.

The post Empowering Future Manufacturers: BIG DAISHOWA’s Tools for Schools Program Enters its Third Year appeared first on IndMacDig | Industrial Machinery Digest.

“I signed up to go to Utah State University to train to be an electrical engineer, but they don’t tell you what an electrical engineer actually does,” he says. “So I thought, ‘I’m going to spend five grand a semester, and I don’t know what I’m actually going to do.’”

He then signed up for a class through Bridgerland Technology College (BTECH) on automation controls and learned about an advanced automation program the school was offering that could be completed within 18 months. The program had a 99 percent job placement rate, offered a solid salary, and would cost a total of $5,000.

BTECH is one of the over 1,600 schools that partners with FANUC America to offer advanced automation education and certification programs using real-world FANUC automation equipment. These programs are developed with industry-recognized technology and demonstrate the collaboration between industry and education.

Initially, Crook took three classes based on FANUC products: FANUC Basic, Dual Check Safety (DCS), and IR Vision. He says the experience was invaluable because working with actual advanced automation products used in real manufacturing applications laid the groundwork for all future work he did with robotics.

“You can teach yourself a robot, you can go pick it up and read the manuals, but to have an instructor and try it out and test it,” he says, “it’s so much different because you can ask questions.”

While attending BTECH, Crook started working in the manufacturing industry as a maintenance technician for Autoliv, the world’s largest automotive safety supplier. The company designs, develops, and manufactures world-leading passive safety systems for the automotive industry as well as mobility safety solutions.

Autoliv helped Crook pay for his schooling, which he completed. Soon after graduation, he went to work for Premier Tech, a FANUC Authorized System Integrator, as an installation and commissioning technician helping the company build packaging systems.

“They’d ship them out all over the world, and I’d fly out with them to install, program, tune-up, as well as teach customers’ staff how to run them,” says Crook.

He was traveling the world right out of school to places like China and Austria, helping to program FANUC robots to boost productivity for Premier Tech’s clients.

He then again enrolled at Utah State University, but this time with the ability to use his work experience to count as college credit. After an internship at another FANUC Authorized System Integrator, JR Automation, where Crook continued to program FANUC robots, he was ready to graduate with his bachelor’s degree and began looking for a full-time job.

Crook landed an automation control engineer position back at his old stomping grounds, Autoliv. Quickly after, he moved into a robotics engineer role at the company and is currently the Lead Robotics Engineer at Autoliv.

“When I first started in the robot position, we had about 30 robots. Right now, we have hundreds and hope to have even more by the end of the year,” says Crook. “I also often support training for my coworkers as needed. Taking classes about FANUC products not only helped me learn robotics, but it also taught me how to teach them to other people.”

The fact that FANUC robots are so easy to operate also aids his teaching, he adds. He appreciates that even though someone can learn how to use FANUC robots in a couple of minutes, the automation is capable of extremely complex tasks.

As an automotive safety product provider, FANUC has supported Autoliv well in providing consistent and reliable applications for Autoliv’s high-quality products.

“Right now we’re creating cells that have 20 FANUC robots working together. So it’s not just that we’re adding more automation, but that the complexity has skyrocketed,” he says.

To keep himself and his staff current, Crook came to FANUC America’s headquarters in Rochester Hills, Michigan, to train at FANUC Academy. Over the years, he has taken a total of ten FANUC Academy classes, which are all designed to teach FANUC customers how to operate, maintain, and optimize FANUC equipment.

“I’m taking 3D camera training because we’re trying to create more complex robotic cells that need a lot more vision,” says Crook. “We’ve sent a bunch of people to train here because we’re ramping up so fast.”

To support the growth, Autoliv is continuing to hire more automation engineers, sometimes with four-year degrees. However, Crook says that in his opinion, he’s noticed the best robotics workers started out as technicians at the company.

“That’s why I’m really happy I started out going to a trade school and working, not just getting an engineering degree,” he says. “Working in the industry, I think, is amazing. It’s a great opportunity to start doing hands-on work fast.”

By Debra Schug, PR and Content Lead

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As today’s manufacturing industry embraces advanced technology, companies are continually challenged to attract, develop and retain a high-performing workforce capable of thriving in an evolving environment. To ensure the manufacturing industry remains competitive, SME today announced a new program, “Ready to Hire,” in partnership with Cengage Group that builds sustainable talent pipelines by providing manufacturers with access to qualified pre-screened, pre-trained, pre-market talent.

There is a significant need for more employees, especially for entry-level roles, trained in technical and soft skills, who are motivated and committed candidates. In fact, U.S. manufacturing could need as many as 3.8 million new employees by 2033, with a potential 1.9 million of these jobs remaining unfilled, according to a Deloitte study.

To accelerate manufacturing hiring, Ready to Hire streamlines the process by implementing a scalable, train-to-hire program that yields a quality candidate, often untapped talent. Ready to Hire handles sourcing, screening, training, and onboarding talent so employers can focus on building their team and boosting retention. By moving the training up front, Ready to Hire delivers a risk-free talent pipeline that can flex up or down as needed by each organization.

“It is our responsibility as one of the industry’s leading workforce organizations for over 90 years to create and invest in innovative programs like Ready to Hire, which will strengthen the manufacturing supply chain with technically skilled, productive individuals,” said Jeannine Kunz, Chief Workforce Development Officer at SME. “Through our collaboration with Cengage, we are able to address not only the skills gap but also the gap in applicants, ultimately, positioning manufacturers and individuals to be better prepared for the future.”

Ready to Hire thoroughly screens all candidates, saving manufacturers time and effort by presenting only the most qualified and suitable individuals for open roles. Candidates must meet all program requirements including soft skills development and specific technical instruction before they are referred to employers. New hires will then continue with guided hands-on training delivered on-site and evaluated by experienced technicians whose expertise is essential to standing up this new workforce. In addition to delivering strong individual candidates, this approach ensures multi-location providers receive the same qualified, consistent, and predictable candidates for every facility.

Ready to Hire guarantees retention for all referred candidates up to three months from the hire date, a critical time period for long-term retention.

“Instead of traditional recruiting strategies and training models. We stand up new, local, talent pipelines of pre-qualified, pre-trained candidates for employers to fill in-demand front line roles,” said Rya Conrad-Bradshaw, SVP & General Manager, Ready to Hire by Cengage Group. “Our high-volume, data-driven recruitment and training engines draw from local, untapped talent looking for education opportunities that will land them a career in manufacturing — not just another job.”

The Ready to Hire model has had proven success in other industries where employer partners hire 91 percent of referred candidates, and 94 percent are still employed beyond the program’s guaranteed retention period. To benefit the manufacturing industry, Ready to Hire integrates best practices gleaned from addressing talent shortages in healthcare, skilled trades, and IT/cybersecurity with SME’s expansive industry experience, network and training.

To provide opportunities to all qualified candidates who are eager to learn, the program is free to students. Training programs are focused on in-demand roles such as CNC machinist, welding technician, robotics technician, press operator, additive manufacturing and electrical vehicle technician. Individuals can also train to receive SME’s Certified Manufacturing Associate (CMfgA) Certification.

About SME

Established in 1932 as a nonprofit organization, SME represents the entire North American manufacturing industry, including manufacturers, academia, professionals, students, and the communities in which they operate. We believe manufacturing holds the key to economic growth and prosperity, and champions the industry’s potential as a diverse, thriving, and valued ecosystem. SME accelerates new technology adoption and builds North America’s talent and capabilities to advance manufacturing and drive competitiveness, resiliency, and national security. SME designs new ways to understand and solve problems, and our solutions advance the next wave of growth in manufacturing.

About Ready to Hire

Ready to Hire helps companies create and grow talent through curated talent pipelines and upskilling products and services. Working directly with employers and a network of academic partners and workforce organizations, Ready to Hire helps employers build local talent pipelines through scalable, technology-enabled services that identify and train new talent through train-to-hire programs, upskill current talent to earn certifications and professional skills with an on-site structured experience, and access local talent.

About Cengage Group

With more than 100 years serving learners, Cengage Group is a global edtech company that enables student choice. No matter how, where, when or why someone wants to learn, our portfolio of education businesses supports all students, from middle school through graduate school and skills education, with quality content and technology. Collectively, our three business units – Cengage Academic, Cengage Work and Cengage Select – help millions of students each year in more than 125 countries achieve their education and career goals and lead choice-filled lives.

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The Rise of AI in Industrial Machinery

AI technologies such as machine learning, predictive analytics, and robotic process automation are rapidly becoming integral components of industrial machinery. These technologies enable machines to perform tasks with greater precision, efficiency, and adaptability. For instance, AI-driven predictive maintenance can foresee equipment failures before they occur, reducing downtime and maintenance costs. Similarly, AI-powered robots can handle repetitive and dangerous tasks, enhancing worker safety and productivity.

The Imperative for Workforce Development

While AI promises significant benefits, its successful implementation hinges on the readiness of the workforce to embrace and utilize these technologies. The shift towards AI necessitates a comprehensive approach to workforce development, encompassing training, education, and a cultural shift within organizations.

1. Assessing Skill Gaps

The first step in preparing the workforce for AI integration is to assess the existing skill gaps. This involves evaluating the current capabilities of employees and identifying areas where AI knowledge and skills are lacking. Companies can conduct surveys, interviews, and assessments to gauge the readiness of their workforce and pinpoint specific training needs.

2. Providing Targeted Training Programs

Once skill gaps are identified, companies should develop targeted training programs tailored to their workforce’s needs. These programs should cover a range of topics, from basic AI concepts to advanced applications in industrial machinery. Training can be delivered through various formats, including online courses, workshops, and hands-on sessions.

For instance, basic training might include an introduction to AI, its applications, and its potential impact on the industry. More advanced training could delve into specific AI tools and techniques, such as machine learning algorithms, data analysis, and the use of AI in predictive maintenance and quality control.

3. Fostering a Culture of Continuous Learning

AI and related technologies are continually evolving, making it essential for companies to foster a culture of continuous learning. Encouraging employees to stay updated with the latest advancements in AI can be achieved by providing access to ongoing training opportunities, industry conferences, and professional development courses.

Creating an environment where continuous learning is valued and supported not only enhances the workforce’s capabilities but also fosters innovation and adaptability. Employees who are well-versed in the latest AI technologies can contribute to the company’s growth and competitiveness in the rapidly changing industrial landscape.

4. Encouraging Collaboration and Knowledge Sharing

Collaboration and knowledge sharing are key components of effective workforce development. Companies should create platforms and opportunities for employees to collaborate, share insights, and learn from each other. This can be facilitated through internal forums, cross-functional teams, and mentorship programs.

By fostering a collaborative environment, companies can ensure that knowledge and skills related to AI are disseminated throughout the organization. This collective intelligence can drive innovation and problem-solving, enabling the company to maximize the benefits of AI integration.

5. Partnering with Educational Institutions

Collaborating with educational institutions can provide companies with access to cutting-edge research and training resources. Partnerships with universities, technical schools, and industry associations can help bridge the gap between academic knowledge and practical application.

These partnerships can take various forms, such as sponsoring research projects, offering internships, and participating in advisory boards. By engaging with educational institutions, companies can ensure that their workforce development programs are aligned with the latest industry trends and technological advancements.

The Role of Leadership in AI Integration

Leadership plays a pivotal role in the successful integration of AI into the workforce. Leaders must champion the adoption of AI technologies and communicate the benefits and opportunities they present. Clear and transparent communication can alleviate concerns and resistance among employees, fostering a positive attitude towards AI adoption.

Leaders should also lead by example, demonstrating a commitment to continuous learning and professional development. By prioritizing workforce development and investing in training programs, leaders can create a culture that embraces innovation and technological advancement.

Conclusion

The integration of AI in industrial machinery is reshaping the industry, offering unprecedented opportunities for efficiency, innovation, and growth. However, the successful adoption of AI hinges on the readiness and capability of the workforce. By assessing skill gaps, providing targeted training, fostering a culture of continuous learning, encouraging collaboration, and partnering with educational institutions, companies can prepare their workforce to harness the power of AI effectively.

Leadership plays a crucial role in this transformation, guiding the organization through the transition and ensuring that employees are equipped with the necessary skills and knowledge. As AI continues to evolve, companies that invest in workforce development will be well-positioned to thrive in the new era of industrial machinery. Embracing AI is not just about adopting new technologies; it’s about empowering the workforce to drive innovation and achieve excellence in the industrial landscape.

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