Sequenced Learning Paths
The tight labor market and the rapid evolution of technologies in manufacturing are compelling companies to enhance the effectiveness of their shop floor skills development initiatives. Today, for organizations to survive and thrive, they must foster a culture of continuous upskilling at work.
In our first blog post in a series of three, we explored the significance of focusing on the development and transfer of critical skills to the shop floor. Why? Because the transfer of skills to the shop floor translates into improved employee performance. To facilitate this transfer, organizations need to allocate time and resources, allowing all stakeholders to engage in this effort. Concentrating on critical skills streamlines training efforts and leads to better transfer of skills, enhancing shop floor performance.
Why is it important to sequence and structure on-the-job (OJT) learning paths?
Navigating to a destination is challenging without a map. Similarly, mastering the skills for a new job requires clear learning objectives and milestones.
A learning path essentially outlines a set of skills to be acquired, guiding trainers and trainees through a clearly defined beginning, middle, and end as they learn new skills. This structure provides trainers with a standardized approach and allows employees to track their progress in acquiring a particular skill. Consequently, companies can save valuable time and resources.
A sequenced learning path consists of:
- A broad to specific approach, covering a wide view, security, prerequisites, and motivation to get started, with early testing adjusted by proficiency level (from junior to senior).
- A well-planned and outlined sequence of learning, progressing from simple to complex, from known to unknown, and from frequent to infrequent activities.
- Specific milestones (daily, weekly, monthly, etc.).
- Clear KPIs for skill validation.
- The final goal.
This approach enables employees to progressively build knowledge, moving beyond merely shadowing an operator performing daily routines. In short, a well-defined learning path aids trainers and trainees in structuring learning, guiding them through milestones, measuring progress, and maintaining control over their progression.
The outcome is a tool utilized by trainers, trainees, and supervisors that enhances the organization’s training capabilities and results. A well-structured and sequenced learning path also allows new operators to train newcomers, boosting flexibility and performance.
At the end of the day, the expected results include:
- Trainers and trainees are motivated by structured and sequenced learning.
- Encouragement and activation of self-paced learning.
- Accelerated learning and improvement in time to skill.
- Saving precious administrative time.
- Continuous improvement opportunities provided by trainers and trainees using a standardized method and tool.
In conclusion:
Skills and shop floor behaviors are the goals. Like plotting a route on a roadmap and defining crucial milestones, building a learning and development roadmap is time-consuming. However, once established, the long-term benefits are substantial, enhancing both employee performance and engagement, reducing costs, and yielding better outcomes for trainees. It’s important to note that the success of implementing a learning path relies on the company’s ability to hold trainers, trainees, and supervisors accountable.
This is the second of a 3 part series on ways to improve manufacturing performance through training and skills. To read the first part, click here. If you want to know more about our solution, feel free to contact me (Romain Gagnon) at rgagnon@axelleris.com.
