Training and formal learning of any kind is nowadays seen as something old-fashioned or an necessary evil. Old-fashioned because of course it should be social, through networks rather than hierarchies, extracted from work instead of added to work etc. However, in some businesses we’ve got something called certification requirements. You’re not allowed into the customer’s facility without that badge of certification to do any repairs or whatnot.
This is when we come back to the “necessary evil” side of formal learning. For your employees to be allowed to enter your customer’s facilities they need to be formally certified. This is the Why and the What but it’s not as clear cut regarding the How. I suggest the following:
- Analyze your business performance per product segment and specific products therein.
- Measure this via KPI:s to find out:
- Top 10 reasons to machine breakdowns
- Top 10 reasons to why we don’t reach First-Time-Fix
- Start building your assessments based on these “Top 10”-lists as to measure if your employees know what to do.
- If they pass the assessment – you’re done!
- If they fail some parts of the assessment – provide your employees with remedial content specific for their needs.
- If they fail most or all parts of the assessment – provide a learning program built on the same analysis and KPI:s as you used for your assessment.