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What are the most common mistakes when training employees on manufacturing skills?

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Training employees on manufacturing skills is essential for any supplier sourcing business that wants to deliver quality products and services to its customers. However, many training programs fail to achieve their goals due to some common mistakes that can undermine the effectiveness and efficiency of the learning process. In this article, we will discuss what these mistakes are and how to avoid them.

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Eduardo Riady Hazbún

Gerente Operaciones - Gerente Supply Chain - Gerente Comercial - Industrial - Manufactura - Packaging - Servicios
Karthik Subbiah

Founder & CEO at Paragon Materials LLP | Driving Operational Excellence | Transforming Businesses Globally | Expertise…

1 Lack of clear objectives

One of the most common mistakes when training employees on manufacturing skills is not having clear and measurable objectives for the training program. Without knowing what you want your employees to learn and how to assess their progress, you will waste time and resources on irrelevant or redundant topics. To avoid this mistake, you should define the specific skills and competencies that your employees need to perform their tasks, as well as the criteria and methods for evaluating their learning outcomes.

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Eduardo Riady Hazbún

Gerente Operaciones - Gerente Supply Chain - Gerente Comercial - Industrial - Manufactura - Packaging - Servicios
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Al definir los objetivos para la formación estos deben ser claros, precisos, medibles y supervisables. Es importante no agregar grasa al programa de capacitación. Puede mostrar ejemplos claros de como se deben hacer las cosas y de como no deben hacerse. Importante que el empleado tenga la posibilidad de medir y autoevaluar su proceso de formación, de manera que sea conciente de sus errores y posibilidades de mejora. Finalmente, todo esto debe ser alineado con al calificación final que se le dará al empleado evaluando habilidades, técnicas y competencias necesarias.

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Thorsten Gareis
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I aim for employees to acquire specific skills after the training, be it in the operation of machines, the application of manufacturing processes or troubleshooting problems. The focus is also on deepening the understanding of quality standards and integrating these standards into the daily work process. More efficient work processes, increased safety awareness and the application of lean principles to minimise waste are further objectives. I emphasise the improvement of team collaboration, the adaptability of employees to changing requirements and the effective use of production software. The overall goal is to create a foundation for continuous professional development so that employees can develop their manufacturing skills over time.

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Luis Colmenares

Ingeniero en Control de Procesos
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Existen varios errores claves, lo mas comunes son contratar con afán y falta de tiempo, contratar por el desempe?o en la entrevista y no revisar sus recomendaciones o curriculo, no tener claro los objetivos del puesto, reclutar solo a base de la capacidad economica de la empresa. Cada uno de estos errores, tiene un punto de cambio si se cambian las metodologías a utilizar.

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RAJ SINGH

Merchandising /Product Development/Inventory Management/ Vendor Management/ Product Costing/Documentation/ SRM, ERP & MS-OFFICE (Home Furnishings).
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First of all, There is communication gap between trainer & training employee. Lack of basic knowledge in manufacturing plants. Time to time ignoring self mistakes by training employees. Little mistake by management avoids training operations.

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Shrinivas Bhat

Head Quality Assurance | IMS | Quality 4.0 | Contract manufacturing Mumbai
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Common mistakes in manufacturing skills training include insufficient hands-on practice, outdated content, neglecting safety protocols, lack of personalized learning paths. Ineffective communication of key concepts, inadequate feedback mechanisms, and failure to adapt training to different learning styles hinder employee development. Overemphasis on theoretical knowledge without practical application can lead to skill gaps. Additionally, disregarding the evolving technological landscape and not incorporating continuous learning opportunities contribute to suboptimal training outcomes in the dynamic field of manufacturing. Successful training strategies involve a balance of theory and practice, up-to-date content, personalized approaches.

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2 Poor alignment with business needs

Another common mistake when training employees on manufacturing skills is not aligning the training program with the actual business needs and challenges of your supplier sourcing company. If the training content is outdated, irrelevant, or inconsistent with the market demands and customer expectations, your employees will not be able to apply their skills in real situations and deliver value to your business. To avoid this mistake, you should conduct a thorough analysis of your business environment, your customers' needs, your competitors' strategies, and your own strengths and weaknesses, and design the training program accordingly.

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Eduardo Riady Hazbún

Gerente Operaciones - Gerente Supply Chain - Gerente Comercial - Industrial - Manufactura - Packaging - Servicios
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Debe alinear la capacitación a los objetivos tanto de los clientes como de la compa?ía, de manera de obtener un ganar-ganar para ambos lados. De esta manera los colaboradores se sentirán importantes, interesados y motivados por aprender las habilidades necesarias para optimizar las operaciones.

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3 Insufficient feedback and support

A third common mistake when training employees on manufacturing skills is not providing enough feedback and support to your employees during and after the training program. Feedback and support are crucial for reinforcing the learning process, identifying gaps and areas for improvement, and motivating and engaging your employees. Without feedback and support, your employees will not know how well they are doing, what they need to work on, and how to overcome difficulties and challenges. To avoid this mistake, you should establish regular and constructive communication channels with your employees, provide them with timely and specific feedback, and offer them guidance and resources to help them improve their skills.

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Eduardo Riady Hazbún

Gerente Operaciones - Gerente Supply Chain - Gerente Comercial - Industrial - Manufactura - Packaging - Servicios
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Mala información es igual a mala formación. La correcta retroalimentación da paso a una buena corrección de acciones. Sea claro, muestre gráficas, promedios, estadísticas que sean irrefutables y congruentes con mostrar la dirección de las acciones, si van a favor o en contra de lograr las metas.

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Mario Sanhueza

Coach educativo; Coach ontológico; Ingeniero; Magister en educación. Miembro del Parlamento Mundial de Educación.
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Que relevante el tema de la retroalimentación o feedback, entendiéndose cómo el proceso de la comunicación por el cual una persona debe realizar observaciones a otra y luego presentar conclusiones, pensamientos y consejos para realizar acciones correctivas o para reconocer sus logros. Desde la visión de coach es necesario crear un ambiente de confianza, solicitando permiso para realizar esta actividad, resolviendo, apoyando al colaborador ofreciendo hechos sobre lo que esta realizando, la critica siempre orientada a colaborar. El feedback siempre debe ser oportuno, proporcionando el mensaje en el instante que se descubre la oportunidad de mejora.

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4 Inadequate delivery methods

A fourth common mistake when training employees on manufacturing skills is not choosing the appropriate delivery methods for the training program. Delivery methods refer to the ways in which the training content is presented and delivered to your employees, such as online courses, workshops, simulations, videos, etc. The choice of delivery methods should depend on the nature and complexity of the skills, the preferences and learning styles of your employees, the availability of time and resources, and the expected outcomes of the training program. To avoid this mistake, you should select the delivery methods that best suit your training objectives, your employees' needs, and your business context.

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5 Lack of follow-up and evaluation

A fifth common mistake when training employees on manufacturing skills is not following up and evaluating the impact of the training program. Follow-up and evaluation are essential for measuring the effectiveness and efficiency of the training program, as well as the return on investment and the business value of the skills learned. Without follow-up and evaluation, you will not be able to determine whether your training program achieved its goals, whether your employees improved their skills, and whether your business benefited from the training program. To avoid this mistake, you should conduct regular and systematic follow-up and evaluation activities, such as surveys, tests, interviews, observations, etc., and use the results to improve your training program and your business performance.

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Karthik Subbiah

Founder & CEO at Paragon Materials LLP | Driving Operational Excellence | Transforming Businesses Globally | Expertise in Supply Chain, Manufacturing, and Operational Strategy
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Yes, it is absolutely necessary to have follow ups and ensure that training led to change in behavior and performance. The best model is to engineer the training program, educate the trainees, and observe the change in behavior and performance with respect to expected levels.

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Thorsten Gareis
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If my employees have difficulties with technological changes, I launch targeted measures. I use a needs analysis to identify gaps and develop practical training programmes with a focus on direct application in day-to-day work. E-learning and online resources enable flexible learning opportunities. Active employee participation, incentives and a positive learning environment are central to this. Continuous feedback helps to adapt the training programmes. Mentoring and peer learning promote the exchange of knowledge, supported by a corporate culture that encourages acceptance. Clear objectives and regular evaluations ensure that employees are always able to keep pace with changing technological requirements.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Thorsten Gareis
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Pure theory training without practical applications can be ineffective. Employees must have the opportunity to apply what they have learnt in real situations in order to really develop their manufacturing skills.

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What are the most common mistakes when training employees on manufacturing skills?

1

2

3

4

5

6

1 Lack of clear objectives

2 Poor alignment with business needs

3 Insufficient feedback and support

4 Inadequate delivery methods

5 Lack of follow-up and evaluation

6 Here’s what else to consider

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What are the most common mistakes when training employees on manufacturing skills?

1

2

3

4

5

6

1 Lack of clear objectives

2 Poor alignment with business needs

3 Insufficient feedback and support

4 Inadequate delivery methods

5 Lack of follow-up and evaluation

6 Here’s what else to consider

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