Training for success: understanding the specific needs of your company is key to developing an employee development and training program.TRAINING RETAINING AND developing the right people is job one for business success.
Most would agree that the most challenging aspect of running a business, regardless of its size, offerings or markets served, is finding, hiring and retaining good workers. Whether you are located in the heartland of the U.S. or an Asian industrial city, having the right staff is job one on the road to business success.
Companies must deal with training for different reasons. Many larger companies, notably those in Asia, have a high turnover of employees and, therefore, need to continually tram new staff. What drives these companies' training needs typically involve one of two basic reasons.
The first is if the company is located in a fast growing, competitive location, such as China, employees frequently jump ship for even a small monetary gain. The second is that some companies have a draconian dra·co·ni·an
Exceedingly harsh; very severe: a draconian legal code; draconian budget cuts.
[After Draco. approach toward employees. These companies often provide substandard substandard,
adj below an acceptable level of performance. working conditions and foster an unreasonably high pressure work environment which, in effect, forces employees to choose to move on rather than submitting themselves to increased workloads and related pressures for minimal, if any, financial or emotional reward.
While companies in both situations inevitably attempt to process out individuality individuality,
n collective characteristics or traits that distinguish one person or thing from all others. and rely on equipment and process consistency to offset the lack of a skilled workforce, they still end up investing considerable time and resources on classroom and on-the-job (OJT OJT On-The-Job Training
OJT Office de Justification des Tirages (predecessor of OJD) ) training.
Smaller companies, with fewer resources, have been affected more dramatically by the shrinking supply of skilled and experienced talent and by global competitive pressures that have forced everyone to embrace "lean" operating approaches while grappling with ever-increasing technological demands.
One way to focus on training is to start by thinking through the needs in terms of the type of training needed, available sources for that training and the training method that best fits the individual situation. When considering training types, identify training that is generic to manufacturing versus what is required for producing your specific product or technology. It's often best to separate the two types. Only once the types of training you may need are thought through are you in a position to maximize the training options.
Training that is generic to all businesses, not just manufacturing, includes everything from the basic education of language and math skills to more sophisticated or in-depth knowledge of the concepts of continuous improvement and lean manufacturing Lean manufacturing is the production of goods using less of everything compared to mass production: less human effort, less manufacturing space, less investment in tools, and less engineering time to develop a new product. , process problem-solving or safety/housekeeping. This type of training is needed by companies of every size and industry, and is typically delivered through a structured classroom approach.
For these reasons, this type of training is offered by many sources including colleges, technical schools and training consultants. For larger companies with dedicated training or HR staff, it boils down to choosing what is needed and when it fits the budget. For smaller companies without the staff or resources, identifying appropriate training is more challenging.
One place smaller companies might want to start is by contacting the person in charge of training or human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. at a few neighboring neigh·bor
1. One who lives near or next to another.
2. A person, place, or thing adjacent to or located near another.
3. A fellow human.
4. Used as a form of familiar address.
v. large companies, even if those companies are in different industries. They can help get the lowdown low·down
The whole truth: gave us the lowdown on what happened at the party.
lowdown low (inf) n he gave me the lowdown on it → on what training options do a better--or worse--job delivering quality, cost-effective results. Also, big company training managers may conduct in-house training and may let your employees participate at a fraction of the cost you would otherwise need to spend for similar courses. This is a great way to train small numbers of people cost effectively and locally.
Training focused on manufacturing your product requires in-industry sources and preferably in-house training methodology. Typically, a company will target the employee(s) or departments who need the training and then try to figure out the best way to accomplish it. Often the best places to look for excellent, industry-specific training are through associations, such as IPC (1) (InterProcess Communication) The exchange of data between one program and another either within the same computer or over a network. It implies a protocol that guarantees a response to a request. , or industry events, such as PCB PCB: see polychlorinated biphenyl.
in full polychlorinated biphenyl
Any of a class of highly stable organic compounds prepared by the reaction of chlorine with biphenyl, a two-ring compound. Design Conference East/West. While not typically in-house, the range and depth of what is covered makes the time commitment well worth the effort, especially when grappling with technology-related skill sets or industry specifications.
Another great source for industry specific training is suppliers. When training is needed related to specific materials and processes, suppliers can provide excellent--and usually local--training. Training by a supplier may be in the form of an informal presentation at your facility or handled through a formal seminar. In either case, the tradeoff for industry-specific training is less flexibility as to when or where that training will take place.
Finally, there is the most common form: company-specific training. This includes ISO (1) See ISO speed.
(2) (International Organization for Standardization, Geneva, Switzerland, www.iso.ch) An organization that sets international standards, founded in 1946. The U.S. member body is ANSI. , safety and training related to specific manufacturing processes and equipment. Every company participates in this type of hands-on training--whether by plan or need--but most underestimate how much OJT actually takes place and, more importantly, how it can overshadow o·ver·shad·ow
tr.v. o·ver·shad·owed, o·ver·shad·ow·ing, o·ver·shad·ows
1. To cast a shadow over; darken or obscure.
2. To make insignificant by comparison; dominate. the need to participate in the other types of training.
Large and small companies need training if they are to thrive. But unless the training needs are targeted, sources identified, methodology understood and action taken, retaining and developing good staff will not get easier. A simple approach to training can be the best way to achieve excellence.
PETER BIGELOW is president and CEO (1) (Chief Executive Officer) The highest individual in command of an organization. Typically the president of the company, the CEO reports to the Chairman of the Board. of IMI IMI International Masonry Institute (Washington, DC)
IMI Israel Military Industries
IMI Institute of the Motor Industry
IMI International Market Insight
IMI Imposto Municipal Sobre Imóveis (Portugal) (imipcb.com). He can be reached at email@example.com.