What are the challenges in the field where veteran skills are not being passed down and technical inheritance is not progressing?
[Manufacturing Industry New Employee Training] [Training Efficiency] Introduction of a case where video training accelerated skill transfer! Key points for successful skill transfer are also explained.
In the manufacturing industry, the transfer of skilled craftsmanship to the next generation is a very important issue. However, many workplaces are facing the following problems: - Veteran employees are busy and cannot dedicate time to training newcomers. - A culture of "learn by watching" remains, leading to a lack of systematic education. - The retention rate of newcomers is low, and they leave before skills can be passed on. - There is a lot of tacit knowledge, making it difficult to create manuals. According to the Ministry of Health, Labour and Welfare's "Survey on Skill Transfer" (2023), it has become clear that over 70% of companies in the manufacturing industry feel that "delays in skill transfer" are a challenge. To address these issues, many companies are working on skill transfer using video training. *For more details, please feel free to contact us.*
basic information
Key Points for Successful Technology Transfer 1. Make technology "visible" Craftsmanship often involves many intuitive elements that are difficult to convey with words alone. Therefore, it is important to create an environment where learning can occur by showing actual work through videos. 2. Create an environment for repeated learning In on-the-job training (OJT), it is common to forget what was learned over time. By utilizing video training, we can create an environment where learning can be repeated at any time, promoting reliable skill acquisition. 3. Verbalize the experiences of veterans By clearly articulating tasks that were previously performed based on "intuition" or "experience," and documenting them in videos or texts, it becomes possible to transfer technology in a way that is easy for anyone to understand. 4. Visualize the learning progress of newcomers and refine training By analyzing the viewing history of video training and test results, we can understand which processes newcomers have grasped, making individual follow-up easier. Additionally, by reflecting feedback and regularly updating videos, we can build a more practical training environment.
Price information
The First Step in Introducing Training When introducing training for the purpose of technology transfer, it is effective to proceed with the following steps: 1. Identify the key technologies that need to be transferred (Duration: approximately 2 weeks) 2. Record the work of skilled workers and create explanatory videos (Each video approximately 5 to 10 minutes long) 3. New employees practice the work while utilizing the videos (Recommended learning frequency: once a week) 4. Regularly have veterans provide supplementary guidance and address questions 5. Periodically update the training content while checking progress
Price range
P3
Delivery Time
OTHER
Model number/Brand name
Custom-made training video
Applications/Examples of results
[Case Study] Company X's Success Story—Accelerating Skill Transfer through Video Training Background and Challenges At Company X, a manufacturer of mechanical components, the retirement of skilled workers was progressing, making the transfer of skills to younger employees urgent. However, traditional on-the-job training (OJT) faced the following challenges: ● New employees frequently asked the same questions, placing a significant burden on veterans ● It was difficult for veterans to articulate their intuitive skills ● With busy workloads, there was not enough time to provide thorough training In response, Company X implemented video training to improve the efficiency of skill transfer. Content of the Implemented Video Training 1. Filmed the work of skilled workers and recorded the actual procedures with explanations 2. Utilized animations to visualize key points and precautions in the work 3. Added a section where veterans explain "Why is this process important?" 4. Shared on-demand videos within the company system for new employees to learn repeatedly Results of Implementation With the introduction of video training, Company X reduced the training period for new employees from 6 months to 3 months, significantly improving the progress of skill transfer (comparison period before and after implementation: 1 year). Additionally, in a survey of new employees, 85% responded that "their understanding of the work deepened, and they became more confident," leading to an increase in retention rates.
