Effective Training in the Production Process
Training in the Production Process
Why Train?
Employees are trained to be efficient and productive, to competently execute the tasks entrusted to them. Workers need specific knowledge, skills, and abilities.
Knowledge is generated by testing, observing, and receiving explanations, which are stored in the brain.
The Skills
These are the capabilities to perform a particular operation or activity. Skills are formed through the repeated exercise of sequences of movements corresponding to an activity. These movements can be automated.
Attitudes
Attitudes are formed from knowledge, which in turn receive positive or negative charges. They create models or rules of life and action that people adopt.
Knowledge
Knowledge is the information processed and stored in a person’s memory. Such information may come from our own experience and/or the experience of others.
Automated Activity
To make a plan, a person should have a sequence inserted. Run step-by-step, repeating each exercise again, making encouraging steps to be done automatically in the process.
Attitudes
Attitudes are assessment criteria with positive and negative charges. They are relatively durable trends of emotions, beliefs, and behaviors directed toward individuals, groups, ideas, themes, or elements.
Sources of Attitudes
Attitudes are acquired through contact with parents, teachers, and friends. As a person grows, they shape their attitudes in line with what they admire, create, and own.
Changing Attitudes
To succeed in changing attitudes in an organization, it often affects the behavior of individuals and workers.
Types of Attitudes
- A) Job Satisfaction: Refers to a person’s behavior in the work done. They show happiness in their work and a positive situation with themselves.
- B) Commitment to Work: The level of identification with the work carried out within an organization. Consider making this performance important for your personal assessment, having lower rates of absenteeism, lower turnover, and fewer layoffs.
- C) Organizational Commitment: The degree of commitment that a worker has with a specific organization, its goals, and the desire to stay there as a member.
Forms of Attitudes at the Time to Learn
- A) The Negative: This is a worker who has the attitude and willingness to say, “I cannot learn anything.” They manifest that the instructor does not teach anything, but it is because they do not want to learn.
- B) See What I Learn: It is primarily based on being there to learn, but always prejudging. Only what matches your vision of reality is useful, and what does not serve is not learned.
- C) The Open Mind: A person who has a great attitude to deal with the success they undertake. They are pliable, controlling their pride and ego, taking with it a better view of what may come later and thereby achieving all possible perspectives of each part logically.
Ego
The ego is that which makes us appear in front of others.
Pride
Pride is the capacity that allows us to admit flaws, make mistakes, and recognize when we have been defeated.
How to Develop Instruction
- A) Mention names and results of the activity to develop and explain unfamiliar terms: At the beginning of the instruction, the teacher must disclose the subject and desired result of the activity to their students.
- B) The correct location to ensure the apprentice during the show: The student must be located in a position to see more clearly the activity of the teacher so that they can gain a better understanding of the subject development.
- C) Enumerate and explain the work step-by-step: Once the learner is well placed, the teacher can begin instruction.
- D) Contents, prevention rules, risk, and quality: Mainly, it is to tell the apprentice the risks and hazards associated with work and teach the rules to achieve the performance of their job safely.
- E) Evaluate the learner’s mental plan: With all the information the apprentice has received, you should properly check the mental plan the person has formed, detecting if it is correct or not.
- F) Organize the learner’s work according to workplace conditions: You must run, in conjunction with the teacher, the partial outsourcing and fuller jobs.
- G) From the imitation of self-employment: It should be checked thoroughly in the first trials of the learner and ensure their mistakes are corrected until the autonomy of the individual is achieved.
Ideal Sequence
This is to enunciate all work steps, show steps at a normal rhythm, associate each step, name what, explain why, show and describe how, give indications on safety elements and product quality, and return to show the steps of the work at a normal rhythm.
How to Prepare Instruction
- A) Subdivide tasks into steps of work: The teacher, before teaching, must define the different work steps that make up the whole activity. They should try to break the activity into a sequence of operational steps so that learners retain the steps for carrying out the desired work.
- B) Choose and condemn knowledge requirements: The trainee should know how and why something is done to consider these details for the implementation of various steps.
- C) Applied here and preparation of media: The guide must take account of the senses that must be stimulated by their students, whether they are to see, hear, feel, smell, and taste.