Learning by watching work is outdated! A new way to educate in the manufacturing industry.
[Manufacturing Industry New Employee Training] [Video Training] The educational method of "learn by watching the work" is inefficient in today's manufacturing industry!
In the manufacturing industry, the training method of "learning by watching the work" has been adopted for many years. However, this approach has been pointed out to slow down the learning speed of newcomers and cause variations in the quality of education. Challenges of traditional training methods: ■ Individual differences in learning speed ■ Different teaching methods among instructors ■ High risks associated with learning through practice ■ Low efficiency of education To address these challenges, systematic training methods utilizing video training are gaining attention. *For more details, please feel free to contact us.*
basic information
Points for Breaking Away from "Learn by Watching the Work" 1. Standardize and unify work procedures By utilizing video training to ensure that newcomers can learn the same content, and by clarifying standard operating procedures, consistency in education can be maintained. 2. Incorporate visual learning By using videos, it is possible to intuitively convey important points through animations and live-action footage. This makes it easier for newcomers to understand. 3. Measure understanding quantitatively and provide follow-up Conducting confirmation tests (multiple-choice, written, practical evaluations) after training allows for measuring proficiency, enabling early identification of gaps in understanding and the opportunity for additional training. 4. Regularly update training content With the evolution of technology, it is necessary to update educational content as well. By incorporating feedback from the field and reviewing video training content at least once a year, it can be aligned with the latest work procedures.
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The First Step in Introducing Training When introducing video training, it is effective to proceed with the following steps: 1. Identify the educational issues occurring on-site (required period: approximately 2 weeks) 2. Create standardized training content by converting standard work flows into videos (each video approximately 5 to 10 minutes) 3. Conduct video training to help learners acquire basic knowledge (recommended training frequency: once a week) 4. Implement a comprehension test after training to measure proficiency (including written and practical exams) 5. Regularly update training content to continue providing more effective education (revision at least once a year)
Price range
P3
Delivery Time
OTHER
Model number/Brand name
Custom-made training video
Applications/Examples of results
[Case Study] Company C's Success Story—Improving Familiarization Speed with Video Training Background and Challenges Company C, a precision machinery manufacturer, was conducting new employee training using a "learn by watching" method, but several issues arose: ● The level of familiarity varied among new employees, leading to delays in becoming productive. ● The teaching methods differed depending on the instructor, resulting in inconsistent training quality. ● Frequent mistakes by new employees led to decreased operational efficiency. In response, Company C decided to implement video training and establish a standardized educational curriculum. Content of the Implemented Video Training 1. Visualizing standard operating procedures to create an environment where new employees can learn anytime. 2. Emphasizing important points visually with animations to enhance understanding. 3. Explaining the purpose and background of tasks to deepen practical understanding. 4. Conducting comprehension tests after training to visualize familiarity levels. Results of Implementation As a result of implementing video training, Company C observed the following improvements: ● The familiarization period for new employees was reduced from 6 months to 3 months (comparison before and after implementation). ● The personalization of on-the-job training was eliminated, leading to uniform training quality. ● The mistake rate among new employees was reduced by 35%. ● The burden on trainers decreased, improving the efficiency of instruction.
