The 'craftsmanship' on site is disappearing; a way to preserve skills for the future through video.
[Training Video] Points on leaving technology for the future through video and the first steps to introducing training!
In the manufacturing industry, the craftsmanship possessed by skilled technicians is a crucial element that supports a company's competitiveness. However, the issue of insufficient technology transfer due to aging and labor shortages is becoming increasingly serious. Main factors making it difficult to pass on craftsmanship: ■ Many techniques are hard to verbalize → "Intuition" and "sensory skills" developed over many years of experience are difficult to convey in writing or verbally. ■ The burden on instructors is significant → Relying on on-the-job training for technology transfer increases the burden on educators. ■ Lack of successors → The retention rate of young employees is low, making long-term development challenging. ■ Standardization of techniques is not progressing → Different skilled workers have different methods, making unified education impossible. To address this issue, the use of videos for technology transfer is gaining attention as an effective means. *For more details, please feel free to contact us.
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Points for Leaving Technology for the Future through Video 1. Record the Work of Skilled Technicians in Detail To successfully pass on skills, it is important to record the work of skilled technicians as faithfully as possible. 2. Add Supplementary Information to Deepen Understanding Simply watching the video is not enough, so using animations and slow-motion footage to highlight key points will promote visual understanding. 3. Create an Environment for Repeated Learning Videos can be watched repeatedly, so it is important to create an environment where young employees can learn at their own pace. In particular, incorporating a system where videos are viewed before practical training enhances the effectiveness of hands-on training. 4. Combine with Practical Training to Measure Proficiency After video training, it is important to conduct practical tests to quantitatively evaluate the level of skill acquisition. Establishing specific criteria, such as a passing line of 95% or higher for proper work rate, makes it more practical. 5. Regularly Update and Reflect Feedback To respond to technological advancements and changes in manufacturing processes, it is necessary to regularly update videos to reflect the latest technologies.
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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 tasks that require skill transfer and obtain the cooperation of skilled technicians (Duration: approximately 2 weeks) 2. Record the tasks in high-resolution video and clarify the key points of the techniques (Each video should be about 5 to 10 minutes long) 3. Conduct video training and assess the level of skill acquisition 4. After the training, conduct a practical test to measure proficiency. Use a checklist for evaluation, quantifying accuracy, speed, and adherence to safety procedures. 5. Regularly update the videos to reflect new techniques and improvements.
Price range
P3
Delivery Time
OTHER
Model number/Brand name
Custom-made training video
Applications/Examples of results
[Case Study] Company G's Success Story—Utilizing Videos for Skill Transfer Background and Challenges Company G, engaged in metal processing, faced the challenge of skill transfer as experienced technicians retired one after another. - The craftsmanship developed over many years could not be conveyed through words, making it difficult for younger employees to learn. - On-the-job training (OJT) alone took too long for skill acquisition, increasing the burden on trainers. - Skills were not standardized, leading to variations in quality among workers. In response, Company G decided to record the work of experienced technicians on video to visualize the skills. Content of the Introduced Video Skill Transfer 1. Recorded the work of experienced technicians in high-resolution video, capturing detailed hand movements. 2. Utilized animations and slow-motion footage to emphasize key points of the actions. 3. Produced videos in a format where experienced technicians explain "why this action is necessary." 4. Conducted practical training after video viewing to assess proficiency. Results of Implementation As a result of introducing video training, Company G observed the following improvements: - The skill acquisition period for younger employees was reduced from 1 year to 6 months. - Progress was made in standardizing skills, leading to improved product quality. - The burden on trainers was alleviated, and OJT time was reduced by 30%. - Training utilizing videos led to a uniform skill level among all employees.
