Are you relying too much on OJT? What are the ways to prevent the personalization of education?
【Manufacturing Industry New Employee Training】【Video Training】By utilizing video training, we standardize education and improve the speed of skill acquisition!
In the manufacturing industry, On-the-Job Training (OJT) is commonly used as a method for training newcomers. However, relying too heavily on OJT leads to inconsistencies in the quality of education and creates challenges in standardizing skills. Challenges of OJT: - Teaching methods vary by instructor, resulting in differences in the proficiency levels of newcomers (e.g., different explanations of work procedures, varying focuses in instruction). - The burden on veteran employees increases, leading to decreased efficiency in on-site work. - The personalization of education makes systematic learning difficult. - The points that newcomers should learn differ by instructor, resulting in a lack of consistency. According to the Ministry of Health, Labour and Welfare's "Workplace Education Actual Condition Survey" (2023), over 70% of companies in the manufacturing industry feel that they are "too dependent on OJT." To address these challenges, standardized educational methods utilizing video training are gaining attention. *For more details, please feel free to contact us.*
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Points to Solve OJT Challenges 1. Standardize Educational Content In OJT, the content often varies depending on the instructor, so it is important to introduce video training and provide standardized educational materials to create an environment where anyone can acquire the same level of knowledge. 2. Establish a System for Repetitive Learning In OJT, even after receiving an explanation once, it is possible to forget over time. Utilizing videos to create an environment where newcomers can review and learn as many times as necessary at the right moment is effective. 3. Reduce the Burden on Instructors To alleviate the workload of veteran employees, introducing video training allows basic knowledge to be learned in advance, enabling more practical instruction during OJT. 4. Measure Understanding After Training and Conduct Follow-ups By conducting quizzes or practical evaluations after video training, learning outcomes can be visualized, allowing focused instruction on areas of low proficiency. Additionally, regularly collecting feedback from the field and updating training content is also important.
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The First Step in Introducing Training To solve the issues arising from OJT and standardize education, it is effective to introduce training following these steps: 1. Identify the problems occurring in OJT (Duration: approximately 2 weeks) 2. Create visual content by turning standard operating procedures into videos (Each video approximately 5 to 10 minutes) 3. Conduct video training to help acquire basic knowledge (Recommended training frequency: once a week) 4. Implement a comprehension test after training to measure proficiency (Combine multiple-choice tests, written questions, and practical evaluations) 5. Regularly update training content to reflect the latest technologies and procedures.
Price range
P3
Delivery Time
OTHER
Model number/Brand name
Custom-made training video
Applications/Examples of results
[Case Study] Company Z's Success Story—Transition from OJT to Video Training Background and Challenges Company Z, a manufacturer of mechanical parts, relied heavily on OJT for most of its new employee training. However, the following issues arose: ● Different teaching methods and content delivery by instructors led to varying levels of understanding among new employees ● The burden on veteran employees increased, resulting in decreased work efficiency ● Training was dependent on individuals, and there were no unified teaching standards In response, Company Z implemented video training to address the challenges of OJT. Content of the Implemented Video Training 1. Visualize standard operating procedures in videos so that anyone can learn the same content 2. Highlight key points and precautions of tasks through animations to deepen understanding 3. Conduct comprehension tests after training to measure retention of learning 4. Distribute videos on the internal portal for on-demand access, creating an environment where new employees can learn at their own pace Results of Implementation As a result of implementing video training, Company Z reduced the training period for new employees from 5 months to 2.5 months, and the variability in educational content provided by instructors was eliminated, leading to a 35% reduction in the occurrence of mistakes.
