A factory or production line is a dynamic environment in which a lot happens. If you want to work in this dynamic in a responsible, safe way, you need specific knowledge and skills. Whether it concerns safety, the operation of machines or the quality requirements of the end product: the employee must know exactly what is expected of him or her and how this can be met.
The key here lies in good training. But how do you approach this as an HR professional? How do you ensure that your training programs are not only correct in terms of content, but also in line with workplace practice? We share our top 5 tips for developing and implementing a training program that not only really benefits your production staff, but also makes the company and the customer happy.
Let's be honest: no one in the workplace really wants pompous words and air cycling. It just has to work well, period. Our tip? Research at the source what is actually needed and do that before you create even one training module. That saves you a lot of work afterwards.
Take a walk around the workplace, talk to team leaders and other colleagues at all levels and various departments. This way, you will quickly discover where the bottlenecks are and what questions your production employees are asking. Is it primarily about safety? Or are people struggling with the use of new machines or software? By the way, don't forget to ask about the 'softer' aspects such as mutual cooperation or language barriers. A production environment may seem technical and business, but there are all kinds of people walking around, each with their own instructions. And that, too, can suddenly become tight and counterproductive.
Without going into generalities, we dare to say that production staff usually prefer to learn by doing. Long pieces of text are not for them. Prefer to link a new employee to a buddy or mentor, so that he or she can literally watch the art with a more experienced colleague in the workplace.
It's also a good idea to have a online academy to set up so that up-to-date knowledge is available to all colleagues regardless of time and place, especially in a continuous company with a tight production schedule. Here, too, take into account the learning preferences of the production employee. So focus on visual, short and interactive content. Think of videos, roadmaps, animations, or gamification such as a short quiz with practical knowledge questions. In this way, less digitally skilled colleagues can also gain the necessary knowledge in an accessible way. Do many people work in the company who speak little or no Dutch? Then take the trouble to translate the most important information.
No one wants to learn everything beforehand. In addition, acquired knowledge and skills quickly seep away if they are not used immediately. So move along with the employee journey and provide appropriate training at every stage in a career. If you want to get an idea of what phases there are and what needs are then at play, you can employee journey mapping be helpful. Use teaching modules, which are offered incrementally as time goes by. Set up your knowledge platform so that employees can easily learn, repeat, or search for information when they really need it.
Brief microlearnings that can be easily opened in the workplace on a tablet or phone, for example, are a good idea. Again, the following applies: keep it short, attractive and interactive. A short manual on how to use a machine, or a quick quiz that includes safety instructions: if you package it clearly and attractively, the information will stick and motivate you to click again later.
Don't underestimate a manager's role model. Engaged team leaders or foremen are the key to success and in turn ensure involved employees. By the way, that also has its dark side: if managers do not see the point of training, speak negatively about it or even do not participate, the other employees also quickly drop out.
That is why you should involve managers at an early stage in developing the training courses and feel free to think outside the box. Let them not only actively contribute to the content, but also record a podcast or even play a (humorous) role in a vlog or instructional video. This way, you quickly create support from management and that positivity radiates to the workplace!
Don't see training (let alone an entire knowledge platform) as a one-off process. There are various reasons for this. What is still true today, high-tech or super interesting may already be obsolete tomorrow. That is why it is important to monitor trends and developments (also think about laws and regulations!) closely monitor and adapt the course material accordingly, so that your production staff can always rely on the most up to date information.
There is another important reason why we recommend shaking things up regularly in your training sessions. Sometimes a teaching method becomes worn out or outdated, (despite all good intentions) the wrong choices have just been made when setting up a program, or the tone of voice or the level of your employees is insufficient.
Therefore, ask your employees and training participants regularly for feedback and (very important!) process the results by modifying the course material where necessary. Do training participants understand the course material? Is what you have learned easy to apply in practice? And what does the training or course deliver: have fewer mistakes been made, are people now working more efficiently or are there fewer industrial accidents? This type of information is essential for the targeted training of your employees in the workplace.
An effective training program for production staff requires customisation, practical focus and a good dose of collaboration and internal communication. As an HR professional, you can make a difference in that. By making knowledge accessible, responding to developments in daily practice and supporting employees in their development.
We know from our own experience that setting up a good training program isn't always easy. Do you need extra ideas or a sparring partner in this area? Experience the power of Pluvo for yourself! Click here for a demo or call +31 (20) 560 5001.
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
