How factories train frontline employees

Fund Manager Sales Representative Mechanical Design Network Sales Maintenance Personnel Foreign Trade Salesperson Marketing Director Milling Machine Technician Receptionist Carpenter Master Quality Supervisor Cantonese Salesperson So, do ordinary workers really do not need training? The author has been engaged in training for many years and often comes into contact with various front-line workers. I often hear their confused complaints like this: "I want to do a certain job, but I don't know how to do it." The nine-to-five machine-like work wears out all my passion." "I don't know how to break through the status quo." "No one has ever explained it to us like this." I think it is important to provide vocational training and life planning for ordinary workers. It is especially important. Training for management is necessary. This is also a remedial action when practice proves that the operator's ability is insufficient. Why not lay a good foundation in the basic stage? I believe this is a headache for many human resources managers. The educational level of workshop operators is generally low, and their understanding of training is usually very superficial. According to feedback from many friends who are engaged in training, the theoretical knowledge training for operating workers was very unsuccessful. Most workers had no desire to learn. The trainer said above that the workers were chatting and playing with their mobile phones, and the final training effect was not evaluated. , and workers usually cope with it. How to change this training style? How to improve the effectiveness of training? In fact, if you search Baidu, there are almost no training courses and articles about ordinary workers, so we can only take a look at the opinions given by HR netizens: Netizen Dugu Bubai: In this regard, first of all, improve the quality of lecturers, clarify training goals, and improve training means. Secondly, we need to increase interaction and make the curriculum more effective and participatory. Finally, appropriate rewards should be given. Theoretical training is best combined with assessments. Those who excel in assessments are rewarded, and those who are extremely poor are punished. The assessment results are included in the salary increase and promotion assessment for outstanding employees at the end of the year. Only in this way can there be an incentive effect. Netizen danim: Training for workers is often a political movement-type training activity. Leaders ask them to come, but they can’t come if they don’t. The fundamental problem is not the lecturer’s teaching skills. In fact, it is the problem of unclear training needs. First, clarify the training needs, and then set up courses according to the needs. The lecturer must be a very experienced person who can combine with the actual production. It is not necessary Strong live presentation skills as workers have no idea of ??real training routines. In addition, there must be an exam after the training, and rewards will be given based on the exam results, but no punishment. Positive incentives will be the main focus. Finally, no matter what kind of training, training administrators will face this kind of pressure. The most effective solution is to combine it with development, such as: which courses must be taken by new employees to become regular employees, which courses must be taken by intermediate employees to be promoted to senior employees, and which courses must be taken to promote senior employees to senior employees. What courses do technicians need... Netizen ZHOUJUNHAO: I am now responsible for training front-line production employees. I have some ideas. Please give me your opinions. 1. Training should not take up employees' rest time as much as possible. Even if the trainer uses the rest time to train shift workers, it is really unavoidable. Employees who come for training during the rest period will be counted as rest time. We have reached an agreement with the production manager and supervisor on this. . 2. Training is divided into two categories. The first category is theoretical knowledge training. You must be fully prepared before this training. It is necessary to find examples on the production line based on the training content and change the training materials every time, so that employees feel that each training is for themselves, which is also easy. To achieve an interactive effect, you must not use static teaching materials, otherwise it will be strange for employees not to sleep. In addition, appropriate case analysis and application for small prizes can also increase employees' enthusiasm for training. The second category is process and skills training. This is not mentioned. There is an exam (including practical exercises) every time, and the exam results are directly handed over to the production supervisor. This is the absolute reference for the performance evaluation at the end of the year. Every employee attaches great importance to it. If you want to If you don't do well in the exam, you won't be able to do it if you don't listen carefully. Netizen Drifting in the City: For the training of production front-line employees, it is generally not recommended to provide too much theoretical training. Taking our company as an example, most of the production line employees are junior high school students, and they need to work night shifts. Let’s talk about the relevance of these theoretical aspects to their work. It is not very big, so it is difficult for employees to concentrate on listening. Our company's theoretical training for employees generally focuses on cases (such as safety) and personal experience (attitude training) to attract their attention. Most of them will focus on on-site practical training, and the time will usually be arranged during breaks. This can avoid the boring nature of the training and arouse too much resentment among everyone.

Netizen simplelife: Let’s talk about our training for front-line employees: Company regulations and safety training are organized by the Human Resources Department. We have stipulated the training tasks for employees by supervisors and included them in the assessment. Technical aspects are trained by their supervisors, who are responsible for achieving Work effect to meet production and management needs. Netizen Sun Teng: I have been engaged in the training of front-line workers in the manufacturing industry. I would like to make the following suggestions for reference only: 1. Communicate with the company’s senior management and obtain their support. This requires serious training once or twice to let them To see the effect, at least create momentum. 2. Establish relevant company training systems. 3. Manage internal trainers well. 4. You just went, gave a good lesson, and gained their approval, so that future work can be carried out easily. 5. Conduct a survey on training needs and provide courses that employees really need. Netizen mymomo: Training front-line operating employees is easy to say but difficult to do. It’s easy to say, because after all, the content of the training is actually very simple, nothing more than training on safety, operational skills, etc. But when it comes to difficulty, it lies in the overall quality of front-line employees, personnel structure and training time, which need to be carefully considered. . My idea is: 1. Put more content that needs to be trained for employees into easy-to-understand comics and other forms. If there is no need for them to understand theoretical knowledge, there is no need to explain it to them; 2. Select more experienced masters to give their own experience. , this can also shorten the distance with the trainees; 3. Consider the work and rest arrangements of the trainees and communicate more with the production workshop. Netizen Han Xuan: The key is to train operators to mobilize their enthusiasm! I also do training for operators in my unit, and it is included in the annual training plan every year. This year I just did a skills training for team leaders, which is also a training for grassroots managers, and we hired external teachers. The effect was very good! After finishing the course, many people submitted their thoughts. Judging from the statistics on the course feedback form, everyone was very satisfied. To summarize three points: 1. The lecturer is the key; 2. The lecturer mobilizes everyone’s enthusiasm and provides vivid displays with videos, pictures, etc.; 3. There are small prizes, and everyone is very cooperative. It seems that the training for production workers has indeed stumped many people. Fortunately, netizens have given so many practical opinions. I wonder if everyone has a plan in mind?