The Need for Training Work System Improvement
Training design and delivery is definitely a process that cries out for improvement. Also, there is an urgent need for this improvement to occur.
Our workforce continues to age and retire. Ideally, we capture and transfer all of that experiential knowledge our older employees possess to our younger folks. In reality, our seniors typically leave before we can video those key repair tricks that keep things in operation.
Business and education groups continue to debate about, and struggle to find, a way to better prepare graduates for the workplace. By the way, this was a problem twenty years ago. I don’t think we have made that much progress, but I do know that the workplace has sure changed a lot.
The bottom line is simple. We spend a lot of money on training. Plus, we don’t have very good metrics to gauge the effectiveness of this investment.
If my suspicions are correct, we waste a lot of money each day. In a lot of cases, we don’t seem to worry about this waste that much. Fortunately, the solution is also simple IF we can alter our mental models as to what really constitutes effective training.
At the start of this post, I stated that I did not do much classroom training as a plant manager. However, I did not state that we did not train our people. We did a lot of training, but not in the traditional lecture-based way.