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what can be best way to have result orientated technical skill development training method.
Must initially measure the performance of employees through a questionnaire is already preparing in addition to the annual performance evaluation and then find out the weaknesses and strengths of the employee and through this group that put the beginning touches development and employee development and performance monitoring on production and employment index
1. On Job Training (OJT).
2. Reading relevant learning materials.
3. Demonstration.
When it comes to technical skills development, the very first thing is to have a proper job profile, that will give you the technical competence needed for the specific position. A gap analysis must be done to determine the gaps in competence per individual for the job. This information is transferred to the individual development plan (IDP or PDP). After this IDP or PDP is formulated, the different learning interventions to close the gaps can be identified.
This sounds easy, but if a generic intervention is applied, the actual gap might not be closed.
training and learning reading every where
Thanks for the invitation to answer. This is a very good question. I'll try to answer as short as possible and to keep it if not simple at least clear. :-)
In my opinion there are five steps to set a technical skill development plan:
1. Define the competence gap by answering to these questions:
a. what is the market need? what customers need now, on short term and on medium-long term?
b. what are the most frequent jobs/services carried out in the last year? what about the forecasted jobs/services on short term and on medium-long term?
c. what are the most frequent re-works?
After you have the answer on these questions you identified the needed competence to deal with current and future business challenges. Then you need to identify on individual level the existing competence. The line manager should be able to answer what his/her subordinates are able to carry out.
Having the current competence map and the needed competence map you can draw the gap that has to be filled, gap that is the base for the skill development plan.
2. Prioritise the competence/skill to be trained by measuring the organisation capability to deliver what customer needs. There are three dimensions:
a. urgency, which is related to solving the current shortage in customer demand, if case
b. quality, which is related to the expected level of the delivery (ideally0% for re-works)
c. quantity, which is related to the volume of the potentially/forecasted sold jobs
3. Identify the optimum delivery channel by measuring the costs (in terms of customer satisfaction, time, human resources, other resources - like tools, facilities, etc.) vs expected result;
Usually, the optimum channel for the knowledge transfer is on-line training - people learn in their own pace and they can use the idle time for it.
For getting the skills, trainees have to practice what they learned. Here, training-on-the-job or job shadowing are the most successful ways for delivery. For this you have to have at least one master technician on each place/workshop etc. Train the trainers is a very good concept to reach the critical mass for master technicians.
4. Get line managers on-board by making them responsible for people development. Agree with them the milestones for each individual development, how will they follow up their subordinates and how will they spot on any deviations from the plan.
5. Follow up your plan and have transparent communication for the entire organisation regarding the status. Link the development plan with the business figures to make sure you have decision makers on board, too.
Good luck!
Tutorials, E books, and Practice exams are best way to gain technical skills online.
the way is to assess the current need then assess the courses that are available in the market then decide what is best to whom. You should take care of the specific needs for each one from advanced learner to novice one. Chek also the way that the learning can be done (online, live courses or books and other tools). This is an important question. Regards
