Hi, Im new to this forum. Im working in a semicon manufacturing company and in-charge in training workers in the factory. I handle training and certification of new operators and current operators as well. 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 or training program / certification process for operators? How will i maintain or level up knowledge and skills of our workforce? Thanks.
Hi Nathan,
The operators are working on the machines. They must be trained to efficiently handle the respective processes.
TO SIMPLIFY IR :
PROCESS : AN ACTIVITIY THRU WHICH WE ADD INPUTS AND ADD VALUES TO PRODUCE OUTPUTS.
Hence they need training :
Regarding Inputs : The raw materials they are handling, Safety precaustions to handle the material, 5 S 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
Inter-personal relations etc
So they may be trained. Moreover their Skill gap analyses shoud be done and appropriate training modual may be developed to improve their skill set.
Regards
Bhardwaj
From India, New Delhi
1137The operators are working on the machines. They must be trained to efficiently handle the respective processes.
TO SIMPLIFY IR :
PROCESS : AN ACTIVITIY THRU WHICH WE ADD INPUTS AND ADD VALUES TO PRODUCE OUTPUTS.
Hence they need training :
Regarding Inputs : The raw materials they are handling, Safety precaustions to handle the material, 5 S 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
Inter-personal relations etc
So they may be trained. Moreover their Skill gap analyses shoud be done and appropriate training modual may be developed to improve their skill set.
Regards
Bhardwaj
From India, New Delhi
Hi, Thanks for the inputs. By the way, im having difficulty now because management is now asking me metrics on how i can measure effectiveness of my training. Im thinking of efficiency, as one of them. Can you help me? or anyone here can share their effectiveness measurements? Thanks
Hi Nathan,
Training & Development is a process. Process is not compllete until and unless you get the required output. In the case of training & Development the output is intended purpose of the same.
We can't expect the results overnight. Your evaluation of the effectiveness of training may in the following parts :
1 Immediate Evaluation , you may devise a format to assess the success the contents, delivery method, material used, or understanding by the participants.
2 In case of Technical Training : You may have evaluation after a month or so.
2. In case of Behavioural Training :You may have evaluation after two months.
You can devise yardsticks according to your effectiveness requirements.
Regards
Bhardwaj
From India, New Delhi
Training & Development is a process. Process is not compllete until and unless you get the required output. In the case of training & Development the output is intended purpose of the same.
We can't expect the results overnight. Your evaluation of the effectiveness of training may in the following parts :
1 Immediate Evaluation , you may devise a format to assess the success the contents, delivery method, material used, or understanding by the participants.
2 In case of Technical Training : You may have evaluation after a month or so.
2. In case of Behavioural Training :You may have evaluation after two months.
You can devise yardsticks according to your effectiveness requirements.
Regards
Bhardwaj
From India, New Delhi
Hai friends ,
I am working in Aluminium coil manufacturing company in which chemicals, paints, coils and etc works will handle by workers and staff memebrs .
how to prepare the skill matrix to improve the efficiency and out put of the company.
please send me some formats to implement in our industry.
my mail id :grchyd@gmail.com
From India, Mumbai
I am working in Aluminium coil manufacturing company in which chemicals, paints, coils and etc works will handle by workers and staff memebrs .
how to prepare the skill matrix to improve the efficiency and out put of the company.
please send me some formats to implement in our industry.
my mail id :grchyd@gmail.com
From India, Mumbai
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