you’ll never be done with a manufacturing training program because you always can (and should) keep trying to make the program better and more effective. you won’t be able to measure and demonstrate the effectiveness of the training program. a learning objective is something you want the employees to be able to do when the training is over. because of this, it’s best to use what training experts call a blended learning solution for manufacturing training. and we explained that the learning objectives should act as a guide for your training. the human brain acts as a limit to the amount of information we can process and store at any one time. as a result, you should create training that includes built-in chances for employees to practice new skills, see the consequences of their performances, and receive supportive, helpful feedback.
there’s a lot to say about this topic, but just knowing that your employees are more likely to understand and remember manufacturing training if they self-monitor their own learning during training will help. for more on evidence-based training and learning myths, check out the following three articles plus one recorded webinar: as with all training, it’s important to remember that manufacturing training should be matched to the learning needs of the employees. as is true with face-to-face training, it’s important for online and virtual training to be engaging and interactive as well. in addition, it’s great for training delivered to and completed on mobile devices, and it’s a great tool for spaced practice (both mentioned above). you may be familiar with the idea of handing out surveys so that employees can tell you how good a training session was. in this section, we introduced you to the well-known and commonly used kirkpatrick four-level training evaluation method. you need to know that your training program is working otherwise, what’s the point?
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