Case of Successful Skill Transfer through Video Training in a Site Dependent on Veteran Workers
Manufacturing Industry New Employee Training: Challenges of 'Skill Inheritance' Advancing in the Manufacturing Field! We will also introduce key points for successfully achieving skill inheritance.
In the manufacturing industry, the inheritance of know-how and skills from veteran workers with many years of experience has become an important issue. However, if skill transfer does not proceed smoothly, it can lead to decreased productivity and variations in quality, which are factors that reduce a company's competitiveness. The main reasons why skill transfer is difficult include the following points: - The "intuitive techniques" of veteran workers are not verbalized. - Different instructors have varying teaching methods, making it difficult to provide consistent training for newcomers. - Education is primarily focused on on-the-job training (OJT), resulting in low learning efficiency. - Acquiring skills takes time, and there is significant individual variation in proficiency. To address these issues, many companies are implementing skill transfer programs that utilize video training. *For more details, please feel free to contact us.*
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Points for Successfully Transferring Skills 1. Visualize Skills Since it is difficult to verbalize the experiences of veterans, using videos to visually convey key points and precautions of the work is effective. In particular, visualizing actual hand movements and the use of tools allows for more intuitive learning. 2. Create Unified Educational Content If different instructors teach in varying ways, it can lead to inconsistencies in the learning of new workers. It is important to utilize video training to create a system where anyone can learn the same content. 3. Measure Learning Effectiveness and Provide Feedback By conducting written tests, practical tests, and simulation tests after video training, and quantifying proficiency, the effectiveness of education becomes clear. For example, by setting indicators such as "work time," "error occurrence rate," and "quality check pass rate," areas for improvement in training can also be identified. 4. Establish an Environment for Repeated Learning Since it is often not possible to master skills with just on-site training, it is important to provide an environment where videos can be viewed at any time, allowing for repeated review.
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The First Step in Introducing Training When introducing training to successfully transfer skills, it is effective to proceed with the following steps: 1. Analyze the skills on-site and select which techniques should be standardized through video training. 2. Record actual work processes on video with the cooperation of veteran workers. 3. Create high-impact learning materials using animations and subtitles. 4. Implement testing and evaluation systems to visualize proficiency levels. 5. Regularly update the training content and carry out continuous improvements.
Price range
P3
Delivery Time
OTHER
Model number/Brand name
Custom-made training video
Applications/Examples of results
[Case Study] Company S's Challenge - A Successful Example of "Systematizing Skill Transfer" Background and Issues At Company S, which manufactures precision machinery, passing on the skills of veteran workers to younger employees has become a significant challenge. In particular, the following points were problematic: - The experience of skilled workers became "tacit knowledge," making it difficult to convey verbally. - Relying solely on OJT (on-the-job training) resulted in inconsistencies in the understanding of new employees. - There were no indicators to measure the progress of skill acquisition, making it hard to evaluate proficiency. To address this, Company S introduced video training to streamline skill transfer. Content of the Introduced Video Training 1. Filming the skilled techniques of veteran workers to create standardized educational content. 2. Supplementing work procedures and tips with animations to develop visually understandable teaching materials. 3. Conducting comprehension tests after training to visualize proficiency. 4. Creating an environment where videos can be viewed repeatedly, allowing individuals to learn at their own pace. Results of the Implementation As a result of this initiative, Company S reduced the average time to acquire skills by 30% (from an average of 6 months before training to 4 months after implementation). Additionally, the retention rate of new workers improved by 15%, and the turnover rate decreased.
