July 10, 2013

Training in the process and manufacturing industries has grown in importance as processes within the plants have become more and more complicated.

Consequently, the training necessary to meet these new challenges usually falls into one, or more, of the following three broad categories:

Total Training — an in-depth approach, from basics to advanced topics, covering the “why’s,” as well as the “how to’s.” An apprentice program would be an example.

Multi-Craft Training — the complexity of modern equipment, which often combines technologies (and, broader job classifications), has made this a rapidly growing need. An example would be an electronics technician who encounters hydraulic robots (with electronic controls) who, obviously needs more than a basic understanding of hydraulics.

Upgrade Training — extending the knowledge and skills within a person’s primary area of responsibility. Common examples would be training an electrician in electronics, or an electronics technician in data communications.

Identifying the goals for 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.

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. For the trainees, that will be true for them as well as they strive to earn promotions and better provide for their families.

Almost all people are motivated to learn and progress. Traditional “Reading/Lecture” training is no longer the best way for many Americans to learn.

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

More on Monday – – –

— Bill Walton, Founder
ITC Learning

www.itclearning.com/blog/ (Mondays & Wednesdays)
e-Mail: bwalton@itclearning.com