Hi, I'm new to this forum. I'm working in a semiconductor manufacturing company and in charge of training workers in the factory. I handle the training and certification of new operators as well as current operators. Top management is challenging me on how I will improve our workforce in terms of skills (short and long term). Can anyone help me with inputs on training programs or certification processes for operators? How will I maintain or level up the knowledge and skills of our workforce? Thanks.
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Hi Nathan,
The operators are working on the machines. They must be trained to efficiently handle the respective processes.
TO SIMPLIFY IR:
PROCESS: AN ACTIVITY THROUGH WHICH WE ADD INPUTS AND ADD VALUES TO PRODUCE OUTPUTS.
Hence they need training:
Regarding Inputs: The raw materials they are handling, Safety precautions to handle the material, 5S systems, etc.
Regarding Actual Process: How to handle machines, temperature, other monitoring factors, to maintain the quality and productivity, cost reduction, etc.
Outputs: They must be trained to produce final products within given specifications. Moreover, they must add value to have good quality products.
In addition to technical aspects, they must be trained on:
General discipline in the company
General safety in the company
Communication skills
Positive Attitude
Motivation
Interpersonal relations, etc.
So they may be trained. Moreover, their Skill gap analysis should be done, and appropriate training module may be developed to improve their skill set.
Regards,
Bhardwaj
From India, New Delhi
1141The operators are working on the machines. They must be trained to efficiently handle the respective processes.
TO SIMPLIFY IR:
PROCESS: AN ACTIVITY THROUGH WHICH WE ADD INPUTS AND ADD VALUES TO PRODUCE OUTPUTS.
Hence they need training:
Regarding Inputs: The raw materials they are handling, Safety precautions to handle the material, 5S systems, etc.
Regarding Actual Process: How to handle machines, temperature, other monitoring factors, to maintain the quality and productivity, cost reduction, etc.
Outputs: They must be trained to produce final products within given specifications. Moreover, they must add value to have good quality products.
In addition to technical aspects, they must be trained on:
General discipline in the company
General safety in the company
Communication skills
Positive Attitude
Motivation
Interpersonal relations, etc.
So they may be trained. Moreover, their Skill gap analysis should be done, and appropriate training module may be developed to improve their skill set.
Regards,
Bhardwaj
From India, New Delhi
Hi,
Thanks for the inputs. By the way, I'm having difficulty now because management is now asking me for metrics on how I can measure the effectiveness of my training. I'm thinking of efficiency as one of them. Can you help me, or can anyone here share their effectiveness measurements?
Thanks
Thanks for the inputs. By the way, I'm having difficulty now because management is now asking me for metrics on how I can measure the effectiveness of my training. I'm thinking of efficiency as one of them. Can you help me, or can anyone here share their effectiveness measurements?
Thanks
Hi Nathan, Training & Development is a process. The process is not complete until you achieve the required output. In the case of training & development, the output is the intended purpose of the same.
We can't expect results overnight. Your evaluation of the effectiveness of training may include the following parts:
1. Immediate Evaluation: You can devise a format to assess the success of the contents, delivery method, materials used, or understanding by the participants.
2. In the case of Technical Training: You may conduct evaluations after a month or so.
3. In the case of Behavioral Training: Evaluations can be done after two months.
You can establish yardsticks according to your effectiveness requirements.
Regards, Bhardwaj
From India, New Delhi
We can't expect results overnight. Your evaluation of the effectiveness of training may include the following parts:
1. Immediate Evaluation: You can devise a format to assess the success of the contents, delivery method, materials used, or understanding by the participants.
2. In the case of Technical Training: You may conduct evaluations after a month or so.
3. In the case of Behavioral Training: Evaluations can be done after two months.
You can establish yardsticks according to your effectiveness requirements.
Regards, Bhardwaj
From India, New Delhi
Hi friends,
I am working in an aluminum coil manufacturing company where workers and staff members handle chemicals, paints, coils, and other tasks. I am looking to prepare a skill matrix to enhance the efficiency and output of the company.
Please provide me with some formats that we can implement in our industry.
My email id is: grchyd@gmail.com
Thank you.
From India, Mumbai
I am working in an aluminum coil manufacturing company where workers and staff members handle chemicals, paints, coils, and other tasks. I am looking to prepare a skill matrix to enhance the efficiency and output of the company.
Please provide me with some formats that we can implement in our industry.
My email id is: grchyd@gmail.com
Thank you.
From India, Mumbai
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