Issue link: https://iconnect007.uberflip.com/i/1497518
46 PCB007 MAGAZINE I APRIL 2023 the-shoulder experience that is required for good oversight. Employees learn in different ways. Some of them are visual learners, grasping new tasks and instructions on the fly, while others need to read instructions and commit them to mem- ory. is is why long-term success for employ- ees relies on a robust training system that con- nects to different types of learners. ose involved in quality management sys- tems will see that this is nothing new. ey know that having a truly functional training system is essential to guaranteeing the long- term success of employ- ees. An effective training system must do more than just satisfy a requirement. Developing strong, docu- mented processes is a must. They must be "ready for pickup" by new employ- ees so that they can learn and understand the process in which they w i l l b e invo lved. Fur ther more, the wor k instr uc t ions as s o c iated w ith the ta sk s mu st b e mature and bulletproof. e overall training process can break down when a supervisor, who may not be well versed in the process, assigns another employee the task of showing the ropes to new hires. In my experience, this is not a good practice. is is when missed steps or manufacturing-floor "voodoo" may come into play, setting up the new employee to fail or become the fall guy. Here are some tips that can help you achieve long-term success in filling either vacant or new positions as workforce conditions improve. • Document your processes and, at a minimum, review them annually. • Designate trainers for each department and, if necessary, for each task level. • Train the trainers. Make sure they know the process inside out. Be sure to document employees' knowledge. • Train new employees; don't just show them the ropes. As I mentioned, effective training that utilizes different ways of learning will ensure long-term success of new employees. Document their knowledge level and then review (and document) it again 60 to 90 days aer hiring as a way to validate their progress. Finally, discuss with them any concerns you may have. • Review an employee's knowledge reten- tion at least annually. is ensures that no irregular habits have been introduced into the process and that employees are progressing well. Perhaps they have mastered the tasks and are ready for a new challenge. You can backfill their current position and move them into a more challenging role in the company. Summary The post-pandemic year s have been c h a l l e n g i n g . E f f e c t i v e l y r e b u i l d i n g t h e workforce for the long haul requires some fundamental steps, such as training new employees and reviewing their knowledge over time. Whether this is new to you or just a review of standard practice, I hope you now have some tools to help your organiza- tion grow effectively as you face challenges ahead. PCB007 Todd Kolmodin is VP of quality for Gardien Services USA and an expert in electrical test and reliability issues. To read past columns, click here. An effective training system must do more than just satisfy a requirement.