Training manufacturing workers

Training your employees for the best results
By LaRita Heet, Freelance Writer, Journalist, IBT Designer, LMH Communications Manufacturing employees are the foundation that keeps our customers coming back, and our business going strong… or not. Taking special care when you train such employees is just plain good business sense. If you want them to stick around, treat them like the valuable business contributors they are.
 

The top three things to know about training manufacturing workers:

1) Make safety training your highest priority, and an ongoing pursuit.
2) Follow the law for required certifications for your employees.
3) Provide the opportunity for ongoing training and certification for your workers.

Offer apprenticeships

No, we’re not talking Donald Trump’s “You’re Fired!” variety of "The Apprentice," but an actual apprenticeship. Apprenticeships allow you the time necessary to train and oversee workers in the performance of their job tasks. One great way to do this is by setting up an apprenticeship program at your small manufacturing company.
Try: Check out the U.S. Department of Labor’s Registered Apprenticeship Web site, which offers an entire section about setting up an apprenticeship program. At Apprenticeship Training Resources, scroll down to the US resources for more apprenticeship information, including a state-by-state listing of apprenticeship opportunities or technical training programs.

Training foreign workers

The U.S. Department of Labor has noted that one of the most important facets of the advancing manufacturing industry’s priorities is to address the hiring of its workforce. In the case of today’s manufacturing workforce, which is increasingly foreign-born, it’s vital to put bilingual/bicultural programs, trainers, and other resources into play when training those workers who may not speak English.
Try: At LatPro, a job board for Hispanic and bilingual professionals, you can hire bilingual HR specialist to help you address employee training needs.

Staying safe and following the law

Whether you’re looking at U.S. Department of Labor Occupational Safety & Health Administration (OSHA) requirements, Department of Transportation (DOT) programs, or other manufacturing requirements, make it a priority to instill safety-first procedures (especially those required by law) in all of your employees.
Try: OSHA provides many resources for the small business, including free on-site consultation, interactive software, technical info, specific safety guidelines, and their Compliance Assistance Quick Start. (OSHA also offers Compliance Assistance help specifically designed for Hispanic employers and workers. OSHA’s Office of Training and Education Resources develops, oversees, and ensures implementation of OSHA’s national training, education, and procedures; the sources on this site, from the OSHA Training Institute, to their Outreach Training Program. OSHA’s Safety and Health Achievement Recognition Program (SHARP) recognizes small employers who operate an exemplary safety and health management system. If you receive this recognition, your business is exempt from programmed inspections during the time your certification is valid.

Go to professional organizations for top training tools

Safety training cannot be emphasized enough. Many professional organizations offer a variety of training tools and media for your employees, so these groups are a great place to find the best info.
Try: The National Association of Manufacturers (NAM) has partnered with Compliware Safety Training, offering a 50% discount on CompliWare’s safety products, programs, and written materials. Click on the “download” button under the “Free Download” on the right side of the screen for their fun and free PowerPoint Safety Training Program sample. CompliWare offers more than 120 Occupational Safety Training Courses; over 70 Prewritten Programs, all in Power Point and ready-to-edit so you can customize them for your business; an extensive, customizable Safety Library Series; and the Process Safety Program, which includes 575 Power Point training slides.  The Center for Workforce Success is the Training and Education Affiliate of the NAM's Manufacturing Institute.

Hire a training specialist or company

To address the constant, vital, and ever-changing training needs, including your employees’ ongoing certification requirements, the small manufacturer should consider hiring an HR specialist – or outsourcing its training to someone experienced and trained in the industry. There is too much at stake to handle training hapHAZARDly.
Try: At America’s Career One Stop, you can search education and training opportunities that fit your need, budget, and schedule – whether that opportunity is through the local community college, technical college, or other resource. Visit America’s One-Stop Career Center to search by needs specific to your manufacturing specialty. Check out The Training Registry, an electronic directory of training consultants and materials nationwide. You can find just about anything there: local companies, trainers, coaches and workshops that specialize in employee training. At HROplus, you can explore a variety of solutions, from outsourcing to their professional employer organization (PEO) services.

Offer training options

Don’t assume that training needs to take place in a classroom setting, á la elementary school. Today’s training comes in many forms, including e-learning, an increasingly popular way to teach your employees at their convenience – whether from their work desk, or from their home PC.
Try: Prosperity, Ziiva’s Learning Management System (LMS) software suite provides customized training solutions that are flexible, cost-effective, and powerful, including certificate management program management, and the ability to create quizzes, tests, exams, and much more. LMS-managed training offers you the options of online training; a classroom/seminar setting; or a home study/correspondence course with book/CDs. Check out the Office of Hazardous Materials Safety to review the Hazardous Materials Regulations (HMR), and for a list of workshops, seminars, and other training.

• Communicate constantly: Training should be an ongoing practice, especially in regard to safety issues. This could mean updating each of your three shifts as they come in for the day. Don’t neglect the third shift because you assume they’ll hear through the grapevine what you’ve told the other groups.
• Deal with language barriers: Because a significant portion of the manufacturing workforce doesn’t speak English as their first language, consider creating a multilingual training network with bilingual employees, interpreters, and trainers.
• Review workers regularly: Once a minimum-wage employee does not a lifetime minimum-wager make. Give your employees the chance to shine, be generous – but always sincere – with praise, and give raises regularly.
• Foot the bill: Give your employees a few days per year – with pay – during which they can attend industry-specific seminars, conferences, or take courses at local colleges – and yes, you, as their boss, should foot the cost of the learning program. Reward them for working to better themselves, and, consequently, their work for you.
• Follow the rules: Just because you run the business, this is no excuse to be lax in following the safety rules you set forth for your employees. If you’re going to the manufacturing floor, wear the appropriate safety goggles, shoes, hard hat, and whatever else is required.
• Be clear: When training employees, be specific in your expectations, so there is no room for misinterpretation regarding the tasks or the quality of work expected.