THERE IS A BETTER ANSWER ”

Training in the process and manufacturing industries usually falls into one, or more, of the following three categories:

Total Training—an in-depth approach, from basics to advanced topics, covering the “why’s,” as well as the “how apprenticeshipto’s.” An apprentice program would be an example.
Multi-Craft Training—the complexity of modern equipment, which often combines technologies (broader job classifications), has made this a rapidly growing need. An examplehydraulic-robot1 would be an electronics technician who encounters hydraulic robots (with electronic controls) needs more than a basic understanding of hydraulics.
Upgrade Training—extending the knowledge and skills within a person’s primary area of responsibility. Common electrical-trainingexamples would be training an electrician in electronics, or an electronics technician in data communications.

Identifying the goals of your training initiatives has always been the easy part. What is far more difficult is identifying the learning culture of the individuals to be trained and, then, leaving your own prejudices behind as you search for “the perfect fit” that will allow those individuals to successfully reach your goals.
helping_reach_your_goals
As we’ve reiterated many times, video-based courseware with optional full audio, is far and away your best chance to accomplish your organization’s training goals. And, for the trainees, that will be true for them as well. Most people are motivated to learn and progress. Traditional “Reading/Lecture” training is no longer the best way for many, many Americans to learn.

For most of your workforce: “If they can’t see it — they can’t learn it!”

— Bill Walton, Founder of ITC Learning
bwalton@itclearning.com

“AMERICA WILL CONTINUE TO BE BUILT BY THE HANDS OF ITS MEN AND WOMEN”