Case studies of onboarding in the manufacturing industry and five practical steps.
Reducing the burden on the workplace that has no time to teach! An explanation of three successful cases to prevent early turnover and quickly develop young talent into effective contributors, along with five implementation steps.
The key to preventing early turnover in manufacturing sites is the "standardization of procedures" that does not rely on the intuition of craftsmen, and the "workplace-wide development" that does not burden a single instructor. In factories with shift work and safety management, general training often does not apply, leading to concentrated burdens on OJT instructors and turnover due to intuitive guidance. - Visualize skilled techniques through videos and checklists to reduce teaching effort. - Separate roles between "work guidance (team leader)" and "mentor (consultant)" to create a system where newcomers do not feel isolated. - Conduct regular interviews at 30, 60, and 90-day milestones. By implementing these measures, it is possible to reduce the burden on the workplace while achieving safe independence and a high retention rate. Additionally, we are providing introductory materials for our "Recruitment Communication Design Service," which helps prevent early turnover due to gaps before and after joining the company. If you are considering a comprehensive review from information dissemination during recruitment to employee retention, please feel free to request it via the download button.
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