Unformatted text preview: ees to improve their work techniques on the job.
c. Exchange ideas with other departments and companies. Plan your training programmes
2. To plan your training programmes:
a. Review the jobs in your department and the levels of knowledge and skills needed to
b. Plan long-term training programmes to raise your employees' skills to those levels.
The plans should include lists of those who will take part, and the content and
duration of the programmes.
c. Plan and implement training for individual employees. Be very fair when you are
assigning employees for courses. Keep a good balance of daily work and training.
Use this plan to control individual training for each year.
d. Train operators to gain the specific qualifications that are required for certain
operations. Special in-house operations should have a company-specific qualification
system. Clarify the methods for acquiring these qualifications, e.g. doing
examinations, education courses, in-house training, or OJT training.
e. Develop plans for each employee to acquire essential national qualifications, and
implement training to help them to achieve these.
f. Encourage employees by giving recognition to the higher skills levels that they
achieve. Establish criteria for different skills levels, and present certificates that show
the skills level they have achieved. Give recognition to those who work productively,
as well as to those who improve their technical skills.
g. Train employees to follow the work instructions when they begin working on a job for
the first time, and whenever new operation standards and work instructions are
introduced. You should choose suitable employees from the workforce to give this
h. Keep records of the training courses that each employee has taken. These records
should show the date, the name of the instructor, and the content of the course.
i. Make the best use you can of the training potential of QC circle activities. These can
focus directly on issues related to the workplace environment, operation methods,
and product quality. (See Text 4.6 and Unit 10 for more detailed guidelines on QC
j. Create an atmosphere in which everyone takes it for granted that they should work
hard to move up to a higher skill level. Unit 4 - Managers: Managing People 8 A Roadmap to Quality Unit 4.qxd 3/10/05 12:57 PM Page 9 (See Unit 12 for more detailed guidelines on education and training.)
Figure 4.2a List of skills of each operator
Figure 4.2b Classification of skills levels (page 11) Encourage employees to improve their work techniques
3. As well as providing formal skills training for employees, you should also encourage
employees to continuously improve their skills themselves by fine-tuning their work
techniques, and developing their own original ideas for doing things better. Exchange ideas with other departments and companies
4. An interesting way of improving the technical level of your department is to exchange
the latest information with other departments. Such an exchange will also help to give
you a sense of the skills level in your department. Although with some skills it is
important to know your level within the industry as a whole, it is also useful to compare
them with those of other departments in your company. One way of doing this is by
taking part in technological competitions. After the competition analyze and deal with
whatever problems may have emerged.
5. Employees may also be sent to a technically more advanced company to learn the latest
skills, which they can then pass on to their colleagues. Alternatively an instructor from a
technically more advanced company may be invited to visit your company.
6. A further option may be that employees take a skill-level certificate examination
organized by the government or a third-party organization. This can be followed by an
attempt to obtain a higher skill-level certificate. Discussion
The following questions ask you to think about how the ideas in the text could be applied in
your company. Some of these ideas may not be relevant to you. Concentrate on those that
are relevant. Keep notes of your conclusions – you will need them to prepare your action
plan afterwards. Where appropriate ask yourself the RADAR questions.
Note: Always include in your discussion any figures referred to in the text, if you feel these
are relevant to your company.
a. How easy is it for your company to get the skilled employees you need? Have you
tried to raise the skills levels of your employees? How successful have you been?
b. How willing are your employees to learn new skills on their own initiative? How
could you encourage them to be more willing?
c. What training do you already organise for your employees? In what ways would you
like to extend and improve it? What benefits would this bring?
d. Parag. 2: Apply the RADAR questions to these guidelines for planning a training
programme. If you feel it useful, prepare a classification of skills levels in your
company similar to Figure 4.2b.
e. Parag. 3:...
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This note was uploaded on 10/07/2013 for the course MKT marketing taught by Professor Anamika during the Spring '12 term at Punjab Engineering College.
- Spring '12