This is an article written by Roman Battan, a co-worker of mine at Convergence Training. If you would like to contact Roman directly, he can be emailed at: rbattan@capstonetechnology.com or give him a call at 360-834-0991 x241.
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Over the past few months, I’ve read numerous articles about the importance of soft-skills training for leadership and interpersonal relationships. Not surprising, almost all of these so-called ‘articles’ have been written by soft-skills training companies and consultants bragging about how they trained office workers on listening, become better leaders, and blah blah blah… After a while, I began to realize that they’re all just a bunch of sales pitches disguised behind good feelings.
So…let’s get this part out of the way now then shall we?
Soft-skills = Emotional intelligence to handle interpersonal relationships
Hard-skills = Technical knowledge and ability to perform specific tasks
Here are some real questions to think about:
• What the heck happened to the emphasis on Hard-skills training?!
• What happened to training people to do a job?
• Who handles transferring technical knowledge from older employees to new employees as the national workforce continues to turn over?
Keep reading and I’ll tell you.
Out with the Old in with the New
In today’s economic downturn, manufacturing companies are hemorrhaging money and it is not because office employees aren’t motivating their teams well enough. The problem is that an increasing number of experienced machine operators are leaving the workforce and new employees don’t know how to make products and/or keep their machines running consistently. You can forget about Swine Flu because this is the real pandemic!!
Manufacturing firms are working vigorously to reduce their expenses in an effort to offset slumping sales revenues. Many are making major cost cutting efforts by offering older ‘baby boomer’ employees incentive packages and signing bonuses to retire early. On the surface, this approach seems like a logical step to reduce costs but this is usually where the baby goes out with the bathwater.
Precipitously shedding older employees and replacing them with new workers offers a temporary reprieve on the balance sheet, but almost always comes back to bite companies in the proverbial backside. Younger workers seem appealing because they are new and highly motivated, but they also have less experience which contributes directly to increased downtimes, poor or inconsistent product quality, and increased workplace injuries.
The short-term benefit of replacing aging employees with new or inexperienced employees typically turns into a zero or negative net gain if not managed properly. This is not to say that new employees are bad for business. However, it does indicate that a plan to transition new workers in and older workers out of the workforce plays an essential role in minimizing short-term losses and maximizing long-term gains. In fact, if new employees are well trained and given the right knowledge and skills they are likely to be more motivated and effective over time than retiring workers.
This is where the challenge shifts from reducing wage expenses to committing the right amount of internal or external resources to train your new workforce.
Soft-Skills vs. Hard-Skills
Soft-skills will not solve the problem of rapid knowledge loss and the lack of knowledge transfer to the incoming workforce. If you’re relying on interpersonal relationship skills to build, warehouse, and ship your products, then my friends, it’s time to do yourselves a favor and close the doors now. Aside from making your employees feel better about losing their jobs, you will only be prolonging the financial losses your company will incur.
The fact is your workforce needs technical knowledge and that can only be gained through hard-skills training. This means learning how to handle raw materials, operate machines, and convert various components into saleable goods. It seems pretty straight forward doesn’t it? Just grab Joe or Jane supervisor and have them throw together a quick classroom activity with a few PowerPoint presentations right? Wrong! Unfortunately it’s just not that easy.
Hard-skills are more involved than soft-skills training because they are based on real actions and real outcomes and less on theory and feelings. Training employees on a company’s specific process not only requires a true knowledge of the work at hand, but also good instructional design to be effective. Without those two critical components you may as well continue teaching employees Soft-skills to be friendly instead of Hard-skills to build your goods and services.
Next month, Roman will be discussing the decision on allocating internal vs. external resources to build training.
April 2, 2009
Basics of Education
One of the blogs I subscribe to is "Corporate Elearning Strategies and Development". Recently there was a thought-provoking article posted by Brent Schlenker and I wanted to post a link and make some further comments myself.
Here is a link to the article:
We don't NEEd more teachers. We need more people TEACHING!
I think the whole article is good and valuable, but the "Basics of Education" points got me thinking about the web-based training I produce, and how I may be able to add value to my projects by including other education-necessary components.
Anyway, here is my thoughts on how my projects fit into the required components:
Here is a link to the article:
We don't NEEd more teachers. We need more people TEACHING!
I think the whole article is good and valuable, but the "Basics of Education" points got me thinking about the web-based training I produce, and how I may be able to add value to my projects by including other education-necessary components.
Anyway, here is my thoughts on how my projects fit into the required components:
- Defined Curriculum - Web-based training usually does a decent job of listing what is included. Personally, I always try to make sure we include an outline of the entire course and each course includes up-front learning objectives.
- Administrivia - Courses are all self-paced, and can include due dates and qualification periods, no problems here.
- Connect to Others - This one is tough for a SCORM course. Ideally, it would be nice to have a comments or discussion forum for others who have taken the course. How to accomplish that contained in the course.. thats another post. Potentially an LMS could supply that as well.
- Access to Experts - I think this is another feature that could be provided by an LMS, but maybe a course could have an end section that was moderated by experts that was continuously updated to include more knowledge. This could also come in the form of linked documents or contact information inside of the course.
- Access to Resources - The course is the main resource, but, as above, can also link to external information.
- Proven Competence - The quality of available test questions these days makes this a strong point of computer- and web-based training. With all sorts of questions, users must prove by passing a test that they understand the information that has been discussed.
March 24, 2009
Other Industries Embrace 3D Training, Why Not Pulp and Paper?
This is an article that I was a part of writing that was published on the Paper360.org site:
Surgeons, dentists, airlines, and the US military are all using 3D models and animations to train their next generation of workers. Will pulp and paper producers be the next industry to leverage this new technology to gain a competitive advantage?
The Old Training Standard
Over the last 50 years, mill equipment and processes have evolved to become faster, more efficient, and more consistent while the development of workforce training techniques has remained relatively unchanged. Many organizations still rely on classroom sessions and outdated manuals as the primary means to transfer knowledge from experienced employees to new or inexperienced workers. This method however can be highly inefficient and often lacks consistency (different instructors, different techniques, etc).
In an attempt to increase consistency, facilities are integrating computer-based training (CBT) into their learning process. The most common CBT format is the self-paced, slide presentation that contains images, possibly audio narration, and read-along text. Message consistency is increased in this case, but knowledge retention and employee engagement is often reduced due to a lack of visual stimulation and user interactivity. Fortunately, with the latest advances in computing power and software development, CBT programs are well positioned for a major upgrade.
The New Training Standard
Redesigning mill training courses to incorporate 3D models and animations is an important transition to consider. Although static photographs and diagrams are useful supplements, they often lack the ability to effectively illustrate the functions of equipment in a self paced environment. Nadine Grass, Training Coordinator at a mill located in Oregon states that, “[3D training content is most appropriate when] describing and introducing new equipment or processes, when it is difficult or impossible to see the internal workings of equipment [or when it is difficult or impossible] to clearly describe the process.”
By incorporating 3D equipment models and animations into a mill training program, employees can make a direct visual connection between the training they receive and the machinery they work with on a daily basis. Incorporating detailed graphics in time-based learning sequences which depict internal machine functions, floor layouts, key locations, equipment size and scale, and auxiliary systems have become the new standard in site-specific CBT development.
Components of Effective Training
An effective CBT program is not solely dependent on 3D modeling alone. Another component to consider is the instructional design of the training and the flow of information relative to the models and animations. According to Kenny Della Valle, Production Manager at Convergence Training, “It is essential to present 3D training content dynamically to keep the learner engaged. This means properly synchronizing the 3D animations with onscreen graphics, text, and audio narrations in a way that delivers a clear, unambiguous message.” Presenting even the best 3D image without properly timed audio, purposeful camera movements, and onscreen highlighting of particular components can be just as ineffective as a static photograph. Using 3D modeling to enhance training is optimal, but it is important to keep in mind that instructional design is an almost equally vital component of any CBT program.
To stay competitive and ensure long-term viability in the future, mills should be allocating more funding and resources to their training departments today. By investing in better training software, utilizing 3D models and animations, and building CBT programs with proper instructional design, pulp and paper producers will be better positioned to usher in the next generation of the pulp and paper workforce.
Click here to download this article in PDF format.
Click here to visit Convergence Training and see other examples of 3D training.
Click here to visit Convergence Training on YouTube for samples videos.
Surgeons, dentists, airlines, and the US military are all using 3D models and animations to train their next generation of workers. Will pulp and paper producers be the next industry to leverage this new technology to gain a competitive advantage?
The Old Training Standard
Over the last 50 years, mill equipment and processes have evolved to become faster, more efficient, and more consistent while the development of workforce training techniques has remained relatively unchanged. Many organizations still rely on classroom sessions and outdated manuals as the primary means to transfer knowledge from experienced employees to new or inexperienced workers. This method however can be highly inefficient and often lacks consistency (different instructors, different techniques, etc).
In an attempt to increase consistency, facilities are integrating computer-based training (CBT) into their learning process. The most common CBT format is the self-paced, slide presentation that contains images, possibly audio narration, and read-along text. Message consistency is increased in this case, but knowledge retention and employee engagement is often reduced due to a lack of visual stimulation and user interactivity. Fortunately, with the latest advances in computing power and software development, CBT programs are well positioned for a major upgrade.
The New Training Standard
Redesigning mill training courses to incorporate 3D models and animations is an important transition to consider. Although static photographs and diagrams are useful supplements, they often lack the ability to effectively illustrate the functions of equipment in a self paced environment. Nadine Grass, Training Coordinator at a mill located in Oregon states that, “[3D training content is most appropriate when] describing and introducing new equipment or processes, when it is difficult or impossible to see the internal workings of equipment [or when it is difficult or impossible] to clearly describe the process.”
By incorporating 3D equipment models and animations into a mill training program, employees can make a direct visual connection between the training they receive and the machinery they work with on a daily basis. Incorporating detailed graphics in time-based learning sequences which depict internal machine functions, floor layouts, key locations, equipment size and scale, and auxiliary systems have become the new standard in site-specific CBT development.
Components of Effective Training
An effective CBT program is not solely dependent on 3D modeling alone. Another component to consider is the instructional design of the training and the flow of information relative to the models and animations. According to Kenny Della Valle, Production Manager at Convergence Training, “It is essential to present 3D training content dynamically to keep the learner engaged. This means properly synchronizing the 3D animations with onscreen graphics, text, and audio narrations in a way that delivers a clear, unambiguous message.” Presenting even the best 3D image without properly timed audio, purposeful camera movements, and onscreen highlighting of particular components can be just as ineffective as a static photograph. Using 3D modeling to enhance training is optimal, but it is important to keep in mind that instructional design is an almost equally vital component of any CBT program.
To stay competitive and ensure long-term viability in the future, mills should be allocating more funding and resources to their training departments today. By investing in better training software, utilizing 3D models and animations, and building CBT programs with proper instructional design, pulp and paper producers will be better positioned to usher in the next generation of the pulp and paper workforce.
Click here to download this article in PDF format.
Click here to visit Convergence Training and see other examples of 3D training.
Click here to visit Convergence Training on YouTube for samples videos.
March 4, 2009
Training as an Advantange, Not an Obligation
You Must Revolutionize Your Training Program
You cannot train employees using VHS tapes, outdated manuals, and pieces of paper stuffed away in some file folder and continue to be successful in today's ultra efficient and competitive markets. The fact is that equipment advances, manufacturing enhancements, and the vast amount of science and information available today are moving companies forward at lightning speeds. With improvements in these areas, employees constantly need training to improve current skills, acquire new skills, and work more safely. In addition, rollover is at an all-time high and new employee training is critical to get employees up to speed as fast as possible. If you don't do something about the way you train your employees, you can be sure that your competition will beat you to it.
You Must Have Management Software
The next generation of training needs to be managed electronically, not in paper files. Data needs to be accessible for safety audits, employee qualification screening, and compliancy reports. You can't be caught sifting through stacks of paper looking for information. You can't waste time putting together packets and hand-grading paper-tests.
You Must Have High-Quality Training
It is no longer enough to have out-dated power point presentations with cheesy clipart, bad photos, and cliché sayings. Effective training requires more than just reading through complicated user manuals or attending monthly safety meetings. Training today must include as much media as possible – video, audio, 3d models, diagrams, and animations.
Need more convincing? Stay tuned for future posts...
You cannot train employees using VHS tapes, outdated manuals, and pieces of paper stuffed away in some file folder and continue to be successful in today's ultra efficient and competitive markets. The fact is that equipment advances, manufacturing enhancements, and the vast amount of science and information available today are moving companies forward at lightning speeds. With improvements in these areas, employees constantly need training to improve current skills, acquire new skills, and work more safely. In addition, rollover is at an all-time high and new employee training is critical to get employees up to speed as fast as possible. If you don't do something about the way you train your employees, you can be sure that your competition will beat you to it.
You Must Have Management Software
The next generation of training needs to be managed electronically, not in paper files. Data needs to be accessible for safety audits, employee qualification screening, and compliancy reports. You can't be caught sifting through stacks of paper looking for information. You can't waste time putting together packets and hand-grading paper-tests.
You Must Have High-Quality Training
It is no longer enough to have out-dated power point presentations with cheesy clipart, bad photos, and cliché sayings. Effective training requires more than just reading through complicated user manuals or attending monthly safety meetings. Training today must include as much media as possible – video, audio, 3d models, diagrams, and animations.
Need more convincing? Stay tuned for future posts...
No More 1980s Training
I've decided to start more of a personal/professional blog because I am continuously surprised at how much bad-training is out there. I see giant companies with hundreds or thousands of titles, but I feel that the training they are selling gives e-learning a bad name and reputation for being boring and useless.
Some of the posts and articles I’ve been reading lately have been putting down e-learning and self-paced computer-based training. I strongly disagree with most of the points they make when compared to the training that I've been involved with producing, but when compared to some of the horribly boring and outdated training most companies create/use, I have no choice but to agree.
So, I’ve been feeling like I need a venue to express more of my personal views about the industry, best practices, and what companies are going to need to be successful in the future.
Some articles that I've recently read:
So, stay tuned for some lively discussions (I hope)!
Some of the posts and articles I’ve been reading lately have been putting down e-learning and self-paced computer-based training. I strongly disagree with most of the points they make when compared to the training that I've been involved with producing, but when compared to some of the horribly boring and outdated training most companies create/use, I have no choice but to agree.
So, I’ve been feeling like I need a venue to express more of my personal views about the industry, best practices, and what companies are going to need to be successful in the future.
Some articles that I've recently read:
- The elearning diet: Not recommended for long term results
- Get Out of the Training Business
- Training Is Taking a Beating in Recession, Studies Find
So, stay tuned for some lively discussions (I hope)!
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