Production trainer

During the training, participants will improve their skills in organizing conditions and conducting effective on-the-job instruction. The training will help identify practices that shorten employee training time and reinforce best practices in production work.

Structure of the instructional workshop

During the first module, participants will understand why most workshops and on-the-job instructions take so long and yield little effect. They will learn how to prepare for conducting instruction using an APP (Activity Planning Sheet). They will practice creating APPs for their own on-the-job instructions. Participants will be introduced to Kolb’s Cycle – a training method for situations where the technological process does not allow for repeated, rapid performance of the same operations. They will learn to ask questions that stimulate reflection on performed actions and trigger thinking about the consequences (safety, quality, costs) of those actions.

Goals:

• Raising trainers’ awareness of the specifics of adult learning

• Learning methods for optimal trainer preparation for conducting instruction

• Practicing the preparation of instruction in a way that facilitates skill acquisition by the learner

Topics:

• Training preparation
• Work logic (how not to hinder learning)
• APP – Activity Planning Sheet
• Kolb’s Cycle

Conducting instruction

In the second part of the day, we will focus on practicing trainer-learner communication during instruction. Participants will practice how to build rapport with the learner so that they focus on the presented content, avoid self-presentation, ask questions, and honestly express what they do not understand. They will learn to explain complex technological processes using simple, clear language. They will see how to present a technological process through short stories illustrating the consequences of individual decisions. Participants will practice asking questions that stimulate learners’ thinking. They will learn how to ensure learners understand the presented content and how to confront them with the outcomes of decisions they were ready to make. The day will conclude with a practical training exercise using headsets, which requires a different communication dynamic, conciseness, and continuous attention to engagement.

Goals:

• Practicing communication tools for conducting instruction
• Adapting communication methods to the specifics of positions and the technological process

Topics:

• Building rapport
• Demonstrating work
• Asking questions
• Elaborating responses
• Telling short stories

Instruction training

During the 4-hour module, at the workstations where instructions will later be conducted, participants will deliver training. This will allow them to practically face challenges related to safety, limited space, noise, and other environmental conditions during instruction.
By taking on the roles of trainers and learners in turn, participants experience the effects of the practiced techniques. They will also receive feedback from other participants and the trainer on best practices and areas for improvement.

Goals:

• Practical practice of previously acquired instructional skills
• Experiencing both training others and being trained at the workstation

Topics:

• Conducting workstation training (safety, noise, space, limited visibility)
• Instruction practice (short messages, asking questions, engaging the learner). Reinforcing acquired knowledge

Developing employee competencies

The final module focuses on developing employee competencies during the onboarding period between individual instructions. This is when the speed of an employee’s transition to independent work is determined. Based on Blanchard’s concept, trainers will understand how to support and enforce work from their learners depending on their development level. They will practice non-financial motivation based on personal recognition, a sense of autonomy, purpose, and mastery. Participants will learn how to check learners’ work through control or monitoring and understand when each method should be applied. The final element of the training will focus on trainers’ individual motivation, helping them find personal benefits in the training process that enable full engagement.

Goals:

• Learning the best methods to shorten employee onboarding time
• Raising awareness of the need to adapt knowledge delivery to the learner’s acquired competencies
• Learning methods to build learner engagement in the learning process
• Recognizing personal benefits of the trainer role

Topics:

• Employee development – onboarding optimization
• Building employee engagement
• Checking employee work – control and monitoring
• Trainer’s personal motivation