Conference:

internet of manufacturing

Munich, 07./08.02.2017

Konrad Klingenburg

The future of the workforce in an age of self-

organising factories

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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, well-

paid jobs of old industries

Technology, in short, creates societal challenges

The history of technological change

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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

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As computers and robots will do the work

– what will we do?

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Quantitative studies (international):

Are we running out of jobs?

„Industry 4.0 will cost some 5

million jobs“ (FNP 18.01.2016)

„The influence of digital technologies on

employment and wages is positive“ (world

bank)

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Quantitative studies (Germany):

workplace losses?

A total loss of 60.000 jobs by industry 4.0

until 2025. (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)

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The probability that humans are replaced

is… (Bonin ZEW 2015)

„No one is indispensable “

(Bonin, 06.08.2015 in FAZ)

" The fourth industrial revolution will change the

world of work significantly change. But

manpower will not be superfluous.”

(Bonin am 08.02.2016 in DIE WELT)

…even within a study a question of interpretation!

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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.

Changing demands for work-related skills

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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

Workers who can choose employers who recognise them as a

whole person, not just a unit of labour

Skills

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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

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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

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Forschungsprojekt APPSIST

Why is the project about?

= Industry 4.0 - 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

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).

Research project: making places of work also places of learning

Anlagenoperator

Anlagenbediener

Anlagenführer (plus)

Ko

mp

ete

nz

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Foto 1 Foto 2

Competence Center TU Darmstadt –

learning factory not without trade union

participation

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.

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Foto 1 Foto 2

The Future Work Lab in Stuttgart – an

initiative of BMBF und IG Metall

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

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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

Conclusions

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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?...

Conclusions

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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

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Thank you for your attention!

Blog-zukunft-der-arbeit.de.

Projekt

ARBEIT+INNO>ATION 4.0

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