Training in the process and manufacturing industries has grown in importance as equipment and 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, e-Learning rooted in video and graphic animations, along with optional full audio for the nearly 50% of your workforce who do not assimilate anything written beyond a 4th grade reading level, is far and away your best chance to accomplish your organization’s training objectives. 

It can be delivered in the classroom in a traditional curriculum setting or, in certain instances, as a gaming activity (depending on the course design and intent).  Even better, it can be available at the work site in mini-chunks as a just-in-time learning tool. 

The majority of your workforce is motivated to learn and progress.  Visually-rooted e-Learning will feed that motivation.

Traditional “Reading/Lecture” training is no longer the best way most of us learn.  For the majority of your workforce:  “If they can’t watch it — they can’t learn it!”

More on Wednesday  –  –  –

        — Bill Walton, co-Founder, ITC Learning
August 20, 2018
www.itclearning.com/blog/  (Mondays & Wednesdays)


 (This is a personal blog.  Any views or opinions represented in this blog are personal and belong solely to the blog owner, jhbillwalton@gmail.com, an independent consultant.  They do not represent those of people, institutions or organizations that the owner may or may not be associated with in a professional or personal capacity.)