In one of the training I conducted at a sub-con manufacturing plant, I found out that their organization have high rejects especially from the production department. Two factors that has been narrowed down to the high rejects; firstly majority of the production operators are foreigners that leads to communication barriers and secondly they do not have adequate job nor process knowledge to carry out the task effectively. Every day in the morning briefing, the Production Manager just explains the areas to tackle and types of rejects. The manager claimed that training's are just a waste of time and employees should learn the traits on their own. The high rejects has only resulted repetitive tasks in production which affects the overall shipment or customer delivery timeline. Crystal clear that not all techniques can contribute to success as each employee possesses different level of knowledge especially in understanding the job process. Based on the above scenario, the production manager has made two errors; firstly he failed to provide the right training method and secondly failures to neither rectify nor improve the first committed error.
There are various techniques to train new employees such as using visual or photos to identify types of rejects, utilizing job orientation, process monitoring, mentor mentee, job rotation, shadowing, e-learning, coaching, simulation, games, off job training or process knowledge. Management should take things seriously and apply the right methods to ensure the organization’s growth is in the right direction. Training can be experimental but the main objective is to gain results. I always emphasized that organization have a responsibility to provide the RIGHT training methods to their employees as part of talent management. Training and development maintains employee retention subsequently upgrading their skills that leads to productive performance.
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