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How EY can help
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Addressing an organization’s overarching end-to-end supply chain and operations strategy to grow, optimize and protect their operations.
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4. Digitally enable operations to make them “smart”
It is ironic that the A&D industry uses cutting-edge design, advanced materials and precision manufacturing while retaining many manual processes and operations. This often results in low productivity and equipment utilization, poor visibility into operational performance, and a lack of granular data to identify drivers to make sustained improvements. Legacy equipment and low-rate production are often blamed; however, these are rarely limitations for a smart factory. In fact, it is the opposite: digitally enabling legacy operations is not only possible but also yields the most value.
With digital applications, supported by standard ways of working, a capable workforce is empowered to deliver incremental value and maximize productivity. Smart operations are founded on integration and connectivity of IT and OT data, supported by a scalable and secure architecture to enable value-creating use cases and shopfloor execution apps. We have seen up to 50% improvement in overall process and equipment effectiveness, in addition to quality improvement, from digitally enabled operations use cases like machine monitoring, condition-based maintenance of equipment, digital work instructions, automated visual quality inspections, and digital performance management.
5. Develop a differentiated employee value proposition
For almost a decade, the A&D industry has been challenged to attract talent, because of its culture, cyclicality, legacy ways of working and limited career progression. This challenge has now been exacerbated, as the sector has disproportionally lost critical talent during the pandemic. Meanwhile, the A&D industry faces a generational challenge — and opportunity — and supply chain has neither the capabilities nor the resources to address the magnitude of the hurdles.
Securing talent in this market requires companies to develop and market a differentiated employee value proposition. This is an opportunity to implement thoughtful workforce planning activities further into the future and monetize skill sets to make informed hiring development and retraining decisions. Analytical models can help proactively predict attrition and address retention while conjoint analyses can help in improving the rewards structure to maximize return on people investment. Lastly, automation in the talent acquisition process can improve the quality of talent sources and address root causes of candidates exiting the process.
If COVID-19 vanished tomorrow and the pandemic finally ended, A&D supply chains would still persist as a challenge, with a profound impact on how operations should operate effectively and what talent you need. Tomorrow’s challenges are just around the corner, but these strategic capabilities are timeless — and the time to pursue them is now.