by Gary Mintchell | Dec 12, 2016 | Automation, Education, Manufacturing IT, Networking, Technology
Industrial IP Advantage has launched an eLearning course focused on IT/OT integration for Industrial Ethernet. This is the fourth in a series of training courses designed to meet the emerging needs of control engineers and IT professionals tasked with deploying a secure network architecture. These courses are jointly developed by Cisco, Panduit and Rockwell Automation and available on the Industrial IP Advantage website.
Controls engineers have the plant-level domain knowledge needed to identify and analyze new industrial technologies that will help improve production efficiency and flexibility. Meanwhile, IT engineers have the domain knowledge needed to present actionable information where it is needed within an enterprise and throughout the value chain. This new course provides both with a sufficient level of knowledge to collaboratively architect a smart, integrated control system.
“Convergence between the IT and OT worlds is demanding new skills and knowledge,” said Ricardo Borlone, product manager at Precision Inc. “These self-paced courses are filling the skills gaps, and allow each participant to advance in their own time, rhythm and learning capacity. I especially enjoy this training format as it provides me the opportunity to focus on areas that match my interest and needs.”
The online training brings together the combined knowledge, best practices and application-specific expertise of three industry leaders to help engineers build a holistic IP-based network architecture. The courses are designed to help engineers drive design decisions from the device-level to the enterprise-wide network, leveraging interactive, scenario-based training on topics, such as logical topologies, protocols, switching and routing, security, physical cabling and wireless considerations.
The four available courses include:
- Courses 1 and 2: Designing for the Cell/Area Zone
- Course 3: Designing for Industrial Zone
- Course 4: IT/OT Integration
The full training program is offered for $350 on the Industrial IP Advantage website.
“A critical mass of industrialized networking technology is now available. And for many manufacturers, the real challenge is finding qualified staff to design, deploy and maintain these networks,” said Paul Brooks, networks business development manager, Rockwell Automation. “The eLearning courses offered by Industrial IP Advantage are designed to help fill this skills gap.”
“Building a skilled and competent workforce ready to deploy a converged architecture presents businesses with more than just greater connectivity. It offers tremendous productivity gains, process efficiencies, and business value,” said Paul Taylor, senior manager, Cisco.
“A structured, engineered approach to assessing, designing, deploying and monitoring the physical infrastructure is necessary to ensure that investments in critical manufacturing networks deliver optimum performance,” said Ryan Lepp, director of business development, Panduit. “These new training courses help both IT and OT professionals work together to deliver optimal network performance with adherence to industry standards.”
Industrial IP Advantage is a community established by Cisco, Panduit and Rockwell Automation – three like-minded organizations joining together to educate the market on the benefits of Ethernet, Internet Protocol and EtherNet/IP. Industrial IP Advantage was formed in cooperation with ODVA, the organization that manages and commercializes the EtherNet/IP specification and standard.
The vision of Industrial IP Advantage is enabling smart manufacturing with a workforce that is fully prepared to accelerate the transformation to secure information architectures with best practices, education and training that drive IT/OT convergence.
by Gary Mintchell | Oct 17, 2016 | Automation, Motion Control, News, Technology
The Festo International Press Conference has taken me on manufacturing and technology tours to Germany and Hungary in the past. This year’s event was a short drive down Interstate 75 to Cincinnati, Ohio. Here a large international press contingent toured its new $70 M state-of-the-art distribution and manufacturing center.
The facility features a highly automated order picking system unique to the manufacturing industry in North America and only comparable to the highly sophisticated warehouse systems of the strongest retail brands. With these new premises Festo is now able to triple its capacities: This allows for more flexibility, improved services and offers plenty of space for future growth.
Excellent growth prospects
The center is designed to allow for the speed and flexibility needed to accommodate Festo’s future growth in the NAFTA market (US, Canada and Mexico). The RSC will also support the expected growth in Mexico, which is becoming a recognized hub for the automotive industry. The new center has Foreign Trade Zone status, which makes it faster and more efficient to support customers in the US, Canada and Mexico from a central US location.
With a storage capacity of 65,000 bins, the highly automated warehouse system – implemented by Witron, the leading designer and supplier of fully automated warehouse and logistics systems – features seven high-performance picking stations and the capability to pick and pack 1,000 items per hour. “As regional and US sales continue to grow, this Regional Service Center will provide a strong product supply backbone for the North American market with best in class supply chain performance“, said Yannick Schilly, Head of Product Supply NAFTA
and RSC Mason.
Festo Value Production (Lean)
The facility features an implementation of the Festo Value Production system (FVP). This system is based on closely involving employees in defining standards and continuously improving processes and technical solutions. Great emphasis is placed on consistent communication as well as the visualization of objectives and results. It is thus possible to produce globally over 30,000 products with countless variants and deliver tailor-made solutions to customers all over the world within a matter of days.
The Regional Service Center features both an assembly area and the warehousing/picking area. When assembly is completed, the finished product is transported to the Regional Service Center (RSC) for shipment. All components in a system are grouped by barcode, packaged for shipping, and then shipped out to schedule.
“Our customers in North America expect top quality ‘made by Festo’, with guaranteed supplies and next-day delivery at prices in keeping with local market conditions. At the same time, energy efficiency, environmental protection and occupational safety are becoming increasingly important. The Regional Service Center in Mason/Ohio will secure our regional supplies to the North American market for the years ahead,” concludes Dr. Dirk Erik Loebermann, Chief Operation Officer and Member of the Festo Management Board.
Training and Apprenticeship Program
Festo has established a separate group, Festo Didactic, which provides training and apprenticeship programs both for Festo products and systems as well as for automation in general. In Mason, Didactic has partnered with Sinclair Community College and five companies in the Cincinnati tri-state area (Art Metal Group, Clippard Instruments, Festo Inc., MQ Automation, Nestlé) to create a two-year Mechatronics Apprenticeship Program to help employers develop the skills that are missing in the workforce today by combining theoretical education, hands-on training, and on the job training. The apprenticeship is designed to help individuals learn advanced manufacturing skills as well as earn an associate’s degree in mechatronics.
The first cohort of the program includes 11 apprentices who are training for careers as maintenance technicians, automation specialists, service technicians, and manufacturing technicians. The program uses the German apprenticeship model of dual education, where apprentices learn in a classroom and maintain a steady job.
Every week each apprentice spends one day at Sinclair Community College for classes, one day using state-of-the-art equipment at the new Festo Learning Center in Mason, and three days working at their respective employers. The apprentices are able to take what they learn in class, practice it at the Festo Learning Center, and then use that new knowledge and skill in a real-life work environment. “In terms of educational modality, the apprenticeship model couldn’t be a better fit for manufacturing,” says Vice President for Regional Centers at Sinclair Community College Scott Markland.
The Festo Learning Center is a unique part of the program. The Center is designed to meet international standards for production facilities and labs. It provides the apprentices a training facility where they can work with instructors on high-end Festo workstations that simulate a work environment and corresponds to their classroom curriculum.
Industry 4.0
For manufacturing companies in high-wage countries, Industry 4.0 provides an opportunity for remaining competitive on a global scale. “We are talking here about the transformation of industrial manufacture into a fully networked, flexible production system. To remain competitive, we must take the initiative with our characteristic spirit of inventiveness and give shape to this new development”, says Prof. Peter Post, Head of Corporate Research and Technology of Festo AG & Co. KG.
This transformation in the world of production is founded on digitalization, a crucial element in the merging of the virtual and real worlds. Prof. Post sees great potential here: “Digital refinement will give rise to increasingly intelligent products. In future, the individual elements of an overall system will be able to communicate with each other and autonomously control and regulate themselves. They are the core of industrial digitalization and support the production process through enhanced functionality – from classic aspects such as productivity and quality on to increasing individualization.”
To optimally leverage these new capabilities of intelligent products, cooperation needs to be established with many systems and business processes. “Together with our partners in Industry 4.0, we’re currently defining the new language of Industry 4.0. The German ‘Plattform Industrie 4.0’ with its widespread members from office and shop floor, as well as from standardizations and associations, works on joint reference models and international standards. This will allow for engineering the digital work stream in a kind of plug&play manner! The intelligent devices will describe themselves and will autonomously find the right collaboration partners”, details Dr. Michael Hoffmeister, representing the portfolio management software of Festo AG & Co. KG. “In the future, digitizing these virtual added values of a component will be as important as manufacturing the physical part”, he says.
Being one of the main drivers of standardization within Industry 4.0, Dr. Hoffmeister points out, how important worldwide collaboration is: “We’re working technically closely together with our colleagues from the Industrial Internet Consortium. Our business scopes are complementing each other and our architectures are mapping together”.
Festo Customers in the Region
We toured two customer plants in the area. HAHN Automation and Storopack.
HAHN Automation is one of the leading manufacturers of special machinery for automated production. Its main customers are the automotive industry and its suppliers. “We have a firm focus on customer proximity, since that is the only way we can ensure our quality standards and guarantee intensive project support,” says John Baines.
This strategy has borne fruit, as shown by the successful cooperation with customers located within three hours’ drive of Cincinnati. The nationwide list of customers reads like a who’s who of the industry: from BMW to BorgWarner, Brose, Continental or Mitsubishi, HAHN Automation’s customers include most of the industry’s global players. Another practical point is the closeness of its own facilities to Cincinnati Airport, which is just ten minutes away. This also explains why the company is developing and supplying its site in Mexico from its US factory.
Modular cell concept
HAHN Automation’s main concept is the MasterCell. A MasterCell can either be used as an automatic single workstation with manual component placement or combined into technologically sophisticated automation systems. The modular system design is based on the principle of fast and cost-effective expansion in line with demand as production quantities increase. In the MasterCell modern robots as well as leading-edge assembly and testing technology are used, making it suitable for challenging assembly and testing processes.
The benefits for customers include the standardized cell structure, ease of handling and operation, ergonomic design, high quality, high availability, short delivery times, great economic efficiency, flexible degrees of automation and high levels of customizability.
Festo automation components play an important role in the MasterCell concept: from the modular automation platform CPX/MPA to pneumatic drives from the standard product range and pneumatic grippers, HAHN Automation uses key products from the automation specialist. These are used in almost all assembly cells.
Packaging Material
Packaging material is a typical throwaway product. Packages arrive, are opened, the goods are removed, and the filler material is thrown away. “Hardly anyone – apart from Storopack – thinks about how important it is to select the right protective packaging products in the right quantity and quality for a particular application,” explains Daniel Wachter, President of Storopack for North America in Cincinnati, Ohio. Incorrect or inadequate filler material can damage goods in transit, while excessive or incorrectly inserted protective packaging material can significantly reduce productivity at packing stations in distribution centers.
Storopack produces – among other things – its AIRplus film rolls to supply to distributors and customers throughout the world. During the primary process, plastic granulate is formed into basic plastic film at blown film lines. This is then wound onto rolls by winding machines. These machines are equipped with standard cylinders DSBC which allow the rollers of the winding machines to be correctly aligned, depending on the load.
On configuration lines in the secondary process, the film is configured to the required dimensions and perforations and packed as finished AIRplus rolls. Stamping tools are used to seal and perforate the infinite plastic film to form air cushions of specific widths and lengths. These lines are also equipped with pneumatic cylinders DSBC, as well as rotary cylinders DSNU-PPS, compact cylinders ADN and short-stroke cylinders ADVC, controlled in each case by individual valves CPE 14.
by Gary Mintchell | Sep 29, 2016 | Education, Productivity
“I am still learning” wrote Michelangelo at age 87. That’s one of my goals in life.
Seth Godin ran across this idea from the other direction. He wrote this week in Fully Baked:
In medical school, an ongoing lesson is that there will be ongoing lessons. You’re never done. Surgeons and internists are expected to keep studying for their entire career—in fact, it’s required to keep a license valid.
Knowledge workers, though, the people who manage, who go to meetings, who market, who do accounting, who seek to change things around them—knowledge workers often act as if they’re fully baked, that more training and learning is not just unnecessary but a distraction.
The average knowledge worker reads fewer than one business book a year.
On the other hand, the above-average knowledge worker probably reads ten.
Show me your bookshelf, or the courses you take, or the questions you ask, and I’ll have a hint as to how much you care about leveling up.
Where Do You Get Information?
I wrote yesterday’s post about getting information spurred by the thoughts of Jessica Lessin, founder of The Information. This is a Silicon Valley technology news site that is funded by subscriptions. No advertising. No worrying about pressure from advertisers to write something nice about them.
She recently wrote about the recent trend toward company CEOs or CTOs writing a piece, say on Medium, and then sending links and a quote to a few “trusted” sources in the media. She was seeing these stories picked up and passed along verbatim. No analysis or value add.
That is just what the PR people were hoping. How do they get their message out unfiltered. I’ve been advising marketing people along this path for years.
I knew a guy in my business similar to me who would just copy the press release and call it an article.
I have no problem learning about new products and solutions and technologies in the market from the source. Note: You do have to wade through an awful lot of hype and superlative words to get to the news. I don’t advise that, but marketing people seem to have no confidence in what they are peddling, so they resort to verbal overkill.
But when you go to a magazine or other source (like mine), you surely expect some perspective and analysis.
Where do you go to get this information? What do you trust?
Speaking of information
This piece in the MIT Sloan Management Review, Why Learning is Central to Sustained Innovation, seems to fit in with these thoughts. How do you create a learning environment for your people development culture?
Many managers think they can create better products just by improving the development process or adding new tools. But it’s skilled people, not processes, that create great products.
The authors, Michael Balle’, James Morgan, and Durward K. Sobek II, note, “We frequently visit companies where managers say they want to improve their product development capability. they want to learn how learn principles and practices can improve their ability to innovate while reducing costs and improving quality. When we inquire about their approach to human resource development, we often hear, as one vice president of product development recently told us, that ‘of course, people are our most important asset. Se we recruit and hire the top people from the best universities and get out of their way.’
However, the only things many companies actually do under the heading of people development is to have an annual training-hours target and a travel budget for sending employees to conferences. If managers really thought that people were their greatest asset and that it’s the energy and creativity of employees that drives innovation, why do companies do so little? Why doesn’t growing and developing people excite them just as much as installing new additive manufacturing equipment or the latest cloud-based collaboration tool?”
It takes leadership concerned with a learning culture, beginning with the leaders. Are they always learning? Reminds me of James Truchard, founder of National Instruments. He had such tremendous curiosity. He passed that along to the organization in many ways. Everyone wanted to be like that.
Millennials and learning
In his On The Edge Blog, Keith Campbell, wrote:
Is a culture of entitlement contributing to the workforce skills gap?
There has been a lot of discussion of the entitlement mentality of today’s young people as they leave college and expect that they are owed a well-paying job starting somewhere near the top. On today’s news, there was a discussion about some interns who decided that they were entitled to a work environment that operated the way they wanted it to, and they proceeded to challenge the employer’s policies (yes, the same employer that was kind enough to give them their first work experience). They were summarily fired. I was recently asked by a parent to provide some guidance to a son who had received a mechanical engineering degree, but had no job. I suggested that he consider companies such as packaging machinery manufacturers or packagers – not only because they are hiring mechanical engineers, but because they offer exciting careers. But after a few minutes of speaking with him, I learned that he knew more about how the engineering workplace operated than I did (after 30 years), and he felt entitled to wait till some job came around that suited his vision of engineering.
Less often discussed is the entitlement mentality of employers. I see employers also acting as though they are entitled to the workers that they want, when they want them and with the skills that they need. There was a day when there were multiple qualified applicants for each open manufacturing job. Employers had to use various screening mechanisms to pick from among the qualified. But those days seem to be behind us. Automation has raised the bar for entry level employment while high schools have arguably lowered the bar for graduation and reduced the diversity of programs, driven in large part by increasing state and national control. The gap between the unemployed and unfilled manufacturing jobs is growing wider.
I’m currently sitting in a conference session. A speaker mentioned about Millennials and their work ethic. Sounded like Campbell above. I think that is a misplaced thought and terrible generalization. Remember when we talked about Gen X and the “slacker” mentality? I’m in a room about evenly divided with Boomers and GenXers. The GenX guys and gals are doing some really good engineering. But I remember when many of them asked how many months it would take before they would be CEO. Sounds more like the exuberance of youth than a generation thing.
The question remains. How do you keep learning? Where do you get information? How are you helping others learn?
by Gary Mintchell | Jun 16, 2016 | Leadership, News, Workforce
Here is another one of those cool PwC research reports regarding manufacturing workforce. As always when talking about the present and future workforce, there is good news, bad news, and idle speculation.
We must remember that many of us are filling roles that didn’t exist ten years ago. How many jobs will exist in ten years that we can’t even imagine!
Executives’ Split Opinions on Manufacturing Workforce
PwC, along with the Manufacturing Institute, surveyed 120 US manufacturers, and found that many are still split on the issue of talent shortage – 31% of manufactures believe there is no manufacturing skills shortage now, but there will be in 3 years, while 29% believe there is one and it will only get worse.
Other stats surveyed and topics discussed in the report include:
- 75% of factory floor jobs (R&D, engineering, prototype design) are being filled by those with post-second school education
- 74% of manufacturers are training in-house to raise employee advanced manufacturing skills, with 40% recruiting local STEM students
- While millennials are of focus, what about Gen Z?
- Can manufacturers attract the gaming generation using virtual reality as a draw?
- Wild cards – the maker generation and the gig economy, & the rise of the freelance class
Upskilling manufacturing: How technology is disrupting America’s industrial labor force placed special emphasis on how advanced manufacturing technologies are impacting workforce dynamics. “What we found is that while there is indeed some jitteriness over skills gaps, manufacturers are working to close those gaps. But we’re still in the early stages.”
- Skills shortages are not uniformly felt today: 33% of manufacturers say they have no or only a little difficulty in hiring talent to exploit advanced manufacturing technologies, while 44% have ‘moderate difficulty.’
- The worry is that it will worsen: 31% of manufacturers see no manufacturing workforce skills shortage now but that there will be one in the next three years; 26% say it’s already peaked and is behind us; and 29% said it exists and will only worsen in the next three years.
- The most common strategy to upskill employees in advanced manufacturing is to train in-house, followed by recruiting local STEM students and offering outside vocational training.
- Robots are not stealing manufacturing jobs: 37% believe that the adoption of advanced manufacturing technologies will result in their hiring additional employees; 45% said it will have no impact on hiring; and 17% said it will result in hiring fewer employees.
- But advanced tech is changing job requirements and descriptions: Nearly three-quarters of non factory floor manufacturing jobs are given to candidates with a four year or advanced degree.
Click bait and People As An Asset
I wonder how much of the worry is caused by idle speculation from the press searching for page views? Bad news hyped is as good a formula as “10 ways to attract the opposite sex” for getting clicks to your site. The fact that so many are taking immediate steps to “upskill” their workforce is gratifying.
Too often we forget that people are the most important asset. They come not only with two hands, but they also come with a brain. The more we encourage them to develop and use that brainpower, the more successful our enterprise will be.
by Gary Mintchell | Jun 9, 2016 | News, Productivity, Workforce
Industry and manufacturing leaders recognize the trend to the next step in the evolution of enterprise effectiveness and success. The industrial digital revolution is an overnight sensation that has been 30 years in the making. We began with digital controls then adding human interface and then information handling.
Internet of Things with its proliferation of sensors and other smart edge devices, IP networking, data science, and advanced analytics (business intelligence) combined take us to a whole new level of enterprise effectiveness.
The trite question from marketing people often goes, “What’s keeping our customers awake at night?”
Well, are executive worried about the capability of technology?
Two research reports just came my direction recently from a couple of my go-to sources for what’s happening with the thinking in the industrial/manufacturing executive suite. One is from PwC, What’s Next in Manufacturing: Building an Industrial Digital Ecosystem, and the other from Accenture Digital Skills Gap Slows Manufacturers’ Push to Build Digital Factories.
No, it’s not technology that worries them. First it’s people and culture. Are there sufficient people with digital skills? Will the culture make the transition? Then, of course, they worry about how large the investment might become and what the return will be. It’s people and economics.
PwC Digital Industrial Survey
In this report, PwC shares results from a survey of global industrial products companies, shedding light on what manufacturers are doing now to build out their digital operations and what bottom-line benefits they expect to yield through those efforts.
Buying into digital: manufacturers plan to ramp up investments
In the last two years, US manufacturers invested an average 2.6% of their annual revenue in digital technologies. In the next five years, they expect to lift that investment to 4.7% of revenue—for an estimated $350 billion in investments in digital operation technologies across automotive, industrial production and manufacturing industries alone.
Venture capital funds flowing, too
Since 2011, some $3.6 billion has poured into VC-backed start-ups across a selection of digital technology sub-sectors, with investment rising at a 47% clip–more than double the annual growth of total VC funding (18%) in all sectors over the same period.
“Digital deals” have comprised 15% of all US M&A activity since 2012
According to a PwC/Strategy& analysis, more than $6.0 billion has been invested on “digital deals” in North America alone since 2012, comprising some 15% of all M&A deals over that period.
The greatest challenge to a “digital vision” is cultural
In the context of embracing digital operations technology, three of the top 10 challenge areas identified by surveyed companies relate to organizational readiness and financial concerns. Some companies anticipate high investment requirements with unclear return on investment, and lack of digital standards and issues related to data security and intellectual property are also noted.
Monetizing digital operations sought through cost reductions, revenue generation
Nearly two-thirds of manufacturers expect that adopting digital manufacturing technologies will translate into lowering operating costs by at least 11% mostly via efficiencies through automating processes and production. Meanwhile, over half of these manufacturers expect such adoption to boost revenues by at least 11%.
How digital technologies drive bottom-line results Manufacturers are just scratching the surface of monetizing digital manufacturing. Some key drivers to achieving cost-cutting and revenue uplift from digitization with the introduction of smart, connected manufacturing technologies and products and services include:
- Lowered “price of variability” across production and processes
- Moving from analogue products to “connected, digital products”
- Manufacturing data…and new business models
- Software-enabled upgrades to products
- Pay-as-you-go model
Building a digital manufacturing strategy
Building a digital strategy requires a thorough self-assessment to determine a company’s “current state” of its digital evolution—and, just important, defining its “target state”. This means tailoring digital operations solutions to a business’ assets and making the right moves at the right time—from ramping up data analytics capabilities, to monetizing product data to considering a “digital deal”.
PwC concludes, “The future of digital manufacturing holds many “what-ifs”. But, if it unfolds as dramatically as our survey indicates, most all manufacturers will be altered to some degree. And, for every “what if”, there are choices manufacturers ought to consider.”
Accenture Researches Industrial Digital
Take a look at some of the results of Accenture’s research. Although the majority ofmanufacturers have implemented digital platforms, more than half (51 percent) lack the skills to operate digital factories. The more successful manufacturers have advanced talent strategies in place to digitally enable the workforce of the future.
Cracking the Code on the Digital Factory, a report based on a global study of 450 manufacturers, found that a growing skills gap is one of their biggest concerns – a situation that has worsened in recent years as manufacturers have transformed their operations using new technology, analytics and mobility capabilities.
Fifty-five percent of manufacturers, up from 38 percent in 2013, reported a skills gap among skilled trades laborers, who need to operate increasingly advanced digital machinery and equipment, such as 3D printers or modeling and simulation tools on the plant floor. Likewise, 60 percent of manufacturers, up from 31 percent in 2013, cited a shortage of maintenance workers skilled in the use of predictive maintenance analytics that leverage data from embedded sensors in a machine-to-machine environment.
“For manufacturers to realize the full potential value of digital factories, they need to redesign their workforce to include new manufacturing skills, such as analytical reasoning and data-driven decision support,” said Russ Rasmus, managing director, Accenture Strategy. “Developing a comprehensive talent strategy inclusive of new digital skills is an imperative for today’s manufacturers.”
Digital Factory Leaders
The research identified a small group of manufacturers (8 percent) that outperformed their peers by increasing production and profitability by more than 10 percent since 2013. These “leaders” are more likely than their peers to understand which new skills they need for future growth and success, and have a more effective strategy to attract, develop and retain this new breed of manufacturing talent.
A majority of these leaders (73 percent) more frequently reported already having the requisite digital skills, as compared to 49 percent of other manufacturers, and they were nearly 50 percent more likely to report a higher degree of visibility into what skills they needed. That has allowed most of the leaders (81 percent) to achieve greater internal workforce mobility in roles involving digital, enabling them to match employees with managers who need those skills.
Barriers to Success
While these digital factories are enabled with rapidly developing technology innovations, the technological aspect of their implementation is not the top barrier to success. Seventy-five percent of the deployment challenges cited by survey respondents are related to skills, organizational change or structure, and the talent within the organization.
Chief obstacles that hinder manufacturers’ digital adoption.
“Manufacturers must aggressively manage these non-technical barriers as they deploy their digital factory capabilities. These include the ability to create new processes, lead teams made up of workers and machines, and constantly update training programs,” said Rasmus.
