Hi, I'm new to this forum. I'm working in a semiconductor manufacturing company and am 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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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 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 an appropriate training module may be developed to improve their skill set.
Regards, Bhardwaj
From India, New Delhi
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1141To 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 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 an appropriate training module may be developed to improve their skill set.
Regards, Bhardwaj
From India, New Delhi
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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
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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
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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
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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
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