Automation Training: "what makes it successful"
The common myth about training. The myth; "if we send people to training, all our problems will go away". Right? Not true at all. Learning does not take place without first understanding some critical elements, that drive it's successful implementation. The most common mistake some of our customers admit they have made in the past; Send their maintenance people to an OEM training class, and expect the OEM to know their application intimately, and know what learning gaps exist at the department, and individual level. Impossible, it does not work.
I believe this short brief is a valuable checklist for anyone thinking about implementing a training program. I always hear "we spent money for training and it didn't do anything". I want everyone to know that much more preparation work is required upfront, before any training is delivered. This of course includes all sorts of interventions that maybe required to reinforce learning and make it more effective. Specific circumstances always dictate the right training approach. Here are some items to consider before venturing into a new training project.
Background
One of the forgotten (it seems) methods to help increase efficiencies with automation systems, is to maximize employees’ knowledge of the installed system itself. The way to accomplish this effectively, is through an ongoing Training Program. A training program, if executed properly can offer more than the obvious training benefits. There is a vast difference between sending employees to training courses, and creating an effective training program. An effective training program should not only address increasing the employees skill level on a certain technology, process or concept; it must first identify the skill level of each employee through a skills gap analysis program. Only then can you identify the needs of each person.
An effective training program should address the following critical steps:
1- Skills Gap
This step is perhaps the most critical in the creation and implementation of an effective training program. Whether an assessment is performed at the individual, department or corporate level, this process must be utilized to truly identify the needs and requirements before training is performed.
2- Customization
It is an impossibility to deliver relevant training material to individuals, if the content is not focused on their installed environment. Customization not only allows the student to become more comfortable with the material due to familiarity, but it also allows the content to be concentrated on delivering material which is actually required by the employee in order to carry out their responsibilities with confidence.
3- Deployment
Determining the best method of delivering the training is crucial to the success of the training program. Whether instructor led, CBT or Web, this must be decided at the department level and must take into consideration staffing requirements, utilization and infrastructure movement. This step is critical, as it can completely stifle the progress of the training program.
4- Measurement
This step must be implemented in order to evaluate the success of the training program. By managing performance and measuring effectiveness of the employee training, the organization can effectively close the skills gap. Without this tool in place, it is very difficult to determine if the employee actually retained and comprehended the information delivered.
Bill Valedis |
