We’ve worked with many organizations that have truly dedicated, competent trainers. Yet, their overall training performance is dismal. Their people just don’t seem to learn much, and overall performance doesn’t really improve over time. How can that be?
The answer is not that the information the trainers are transferring is wrong. It’s that each trainer has his or her “own, special way” of presenting information.
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Quick. Tell me what two “things” perfected by the USA during WW II that were functionally abandoned after the war. Many of you will get one of them, Statistical Process Control (SPC), right away. A few of you might get the other, the systematic presentation of training.
This methodology was developed in WWII by the War Assets Administration. Lots of people needed to be trained on lots of jobs very quickly and effectively. Many of the people (housewives, for example) had never done the kind of job they needed to learn to do. Learning needed to be safer, better, quicker and easier for the new worker. In addition, many people needed to quickly be developed as trainers. Quite obviously, the War Assets Administration did an excellent job.
This approach to learning was mostly “forgotten” for years but is now embraced by many superior training organizations. It is the basis for the FSTD’s Systematic Learning, which shifts the focus from “what the trainer does” to “what the learner learns.” The chart below shows the evolution of Systematic Learning.
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Before allowing a new operator to operate your machine or process, you need to know – really know – that they are capable. If he doesn’t know the job, you need to bring him up to speed quickly. Unfortunately, most OJT consists of little more than the new operator “tagging along” with an experienced operator until the experienced operator believes he “knows the ropes.” Safe and productive performance is functionally left up to chance.
In well-developed training/learning systems, technical trainers (preferably knowledgeable operators) assess an individual’s knowledge and capability and train to need using a systematic training process. One framework we install in client companies is shown below. Feel free to print out this framework and share it with your technical trainers (providing that you leave our branding and copyright information intact).
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Whenever a new employee is hired or a current employee is given a new assignment, there is usually a need to provide technical training. A one-to-one correlation exists between the quality of the training and how long it takes for the employee to be safe and productive. The more quickly an employee learns how to operate his machine well, the better for the entire work environment and the safer the employee.
Learn more about how we can help you upgrade your technical training. View a case study of results achieved through our Operator Training T3.
