Systematic training
Because many technical trainings are systematic, it is necessary to have concentrated time for training. We have done a series of systematic technical training through technical backbone teaching, and several people are transferred from each section for rotation training. For example, robot technology training courses, PLC and bus technology training courses.
(2) Single-point training
In order to solve the contradiction between production planning and training, we adopted a partial "a little training" method. No limit to personnel, no limit to the venue, timely teaching. This method is extremely flexible, and it can teach and learn for one device, one problem, one or two people, one scene and ten minutes. In Japan, this "one-point training" has become the main body of training. We also encourage technicians and workers to keep the backbone. Everyone is a teacher, and everyone is a student, helping each other and making progress.
(3) Training posts
The training of maintenance technology is practical, and the training purpose can not be achieved only by theoretical training. We have established robot training field, PLC and bus training room, and some workshops have also made training teaching boards according to the situation. These facilities provide a venue for maintenance personnel, and training is no longer an "armchair strategist".
(4) Fool's Operation Book
In equipment maintenance technology, there used to be many complicated technical links that had to be solved by "top talents". We try to turn these so-called personal "patented technologies" into technologies that most maintenance personnel can master. This method is called "Maintenance Work Instruction". We use the method of "fudge" to simplify the complex maintenance process into a simple operation process. At present, we have compiled more than 100 copies of this manual, totaling more than 300,000 words, some of which have been issued by the personnel department, which has played an important role in guiding equipment maintenance.
Incorporate training into the daily work activities of teachers who guide apprentices.
In our training plan, the backbone technicians in the workshop are required to do a good job of passing on skills. To this end, we have taken measures such as requiring the second-level division to train two people every year, holding a master-apprentice party in the student workshop during the training period of the group's core technical talents, and encouraging everyone to open technical barriers and learn from each other. In order to give full play to the technical radiation function of key technicians.
(6) Improve through improvement and development.
Due to the accelerating pace of product upgrading, there are fewer and fewer opportunities for us to carry out large-scale self-development and transformation. However, we have made use of the existing possible conditions and made some development work such as improvement and transformation as much as possible, so that the maintenance personnel can be promoted in the development. In the past year, each part has been transformed and improved more than 100 times, which makes the team get exercise in the improvement activities.
(7) Go out and see the world.
The rapid development of science and technology requires us to broaden our horizons at any time. We have sent cadres and workers out to study many times and brought back advanced technology. For example, overseas training of coating inspection machines and domestic training of final assembly tightening machines.
Two. Training system and performance evaluation
According to our exploration of training, we are considering establishing such a training system:
1. Set up a training team to centrally plan and manage the daily training in the workshop.
In order to effectively strengthen the training work and implement the training, we set up a training team to be responsible for the organization, implementation and assessment of the training.
2. Make a rigorous training plan and strictly implement it.
We have worked out an effective and feasible annual training plan, which is broken down into months, supervised by relevant personnel and incorporated into performance appraisal.
We also report this plan to the personnel department as the basis for the department to accept performance appraisal.
3. Encourage everyone to be a teacher and everyone to be a student.
Encourage employees to teach each other technology and open technical barriers. In particular, everyone dares to be a teacher and everyone is willing to be a student. Be proud of teaching and educating people, and be ashamed of being ignorant. We have done some of this work, and we will continue to push it forward and do it in the future.
4. Instill the idea of concentric circles.
An important goal of Japanese training and education in TPM activities is to realize the progress of employees through training. It's as if all employees are concentric circles around a common technical goal. Good training results must be that the technical advantages of top talents drive most people, and individual backward people follow up in time. The more unified this circle is, the more effective our training will be.
Our workshop also hopes to achieve the goal of common progress through a series of unremitting training.
Pay special attention to the training of young workers.
We pay more attention to the training of young employees and give them more opportunities in training. These include in-workshop training, group company training and overseas study.
6. Progress is associated with employee performance evaluation documents.
At present, while arranging intensive training, exams are also strengthened, and all the results are recorded. In the future, training and assessment files will be established for all employees, and the growth process of employees will be combined with performance appraisal.
Three. Existing problems and future improvement direction
Although we have accumulated a lot of experience in training, there are still the following problems:
1. In the conflict between training time and production, it is necessary to explore more flexible training methods.
The contradiction between training plan and production maintenance plan is still an important factor restricting training, which requires us to explore more flexible training methods to meet our training needs.
2. Establish a reasonable and humanized assessment system.
From the system, try to establish a stepped employee training file, and strive to plan not only departmental training, but also individual training. And truly link personal growth with performance appraisal, so that everyone can feel the concern of the enterprise for their own growth.
3. Necessary input.
Because the maintenance is very professional, the establishment of training facilities and the going out of personnel need the support of continuous investment. To this end, we should get the company's understanding and long-term support.
In short, no matter how fast the technology develops, as long as we always have a practical and powerful training system to adapt to it, we can always keep up with the pace of the company's development and become an effective force to promote the company's development.