Prepare a 1:1 training course to accompany an employee during an apprenticeship in an operational position in the primary or secondary sector.
The shortage of qualified workers and the turnover rate require operations employees to be autonomous and perform quickly.
Operational positions are found in many sectors: manufacturing, distribution, construction, public and para-public.
This training course on optimizing learning for an operational position enables trainers to acquire a method and tools for planning training and producing documentation that will be most relevant to the trainee. It also helps develop skills to facilitate the learning of employees working in operations.
Is it for you ?
Experienced or inexperienced trainers, mentors and journeymen from the primary and secondary sectors, who train individual employees. This type of training is less suitable for service sector personnel.
Prerequisites
None
What You'll Walk Away With
- ✓ Définir clairement son rôle de formateur et l’adapter au contexte opérationnel de l’entreprise
- ✓ Planifier des parcours de formation structurés et progressifs jusqu’à l’autonomie en poste
- ✓ Concevoir des outils et supports de formation adaptés aux contraintes du terrain
- ✓ Appliquer des stratégies pédagogiques concrètes pour développer les compétences et les habiletés
- ✓ Donner une rétroaction efficace et accompagner l’employé jusqu’à la performance optimale
Training content
1 Getting the trainer's role right
Objective:
Upon completion of this learning unit, participants will be able to describe their role and responsibilities as a trainer to an employee learning an operational position.
Summary description
How can you be a good trainer if you don't have a clear idea of your role, both in representing the company's values and in coaching new employees. The role of trainer can take different forms from one company to another and from one learner to another. In this unit, you will examine the place of the trainer in your organization in order to play this role well.
Key knowledge implied:
- The trainer in the corporate ecosystem
- The training context and situation
- The different roles of the trainer and the learner
- The values and skills of an effective trainer
2 How to plan training for an operational employee
Objective:
Upon completion of this learning unit, participants will be able to define a realistic progression of an operational employee on the way to job autonomy.
Summary description
Who does what at what time, what content and in what order to teach it, what to practice. All of these elements are important to define if you want to achieve assessable and progressive objectives. In this unit, you will separate the essential from the superfluous, in order to produce a realistic training plan that allows for an adaptable learning curve for the employees being trained.
Key knowledge implied:
- Defining the targets to be reached
- Identification of the essential elements to be included in the training
- Production of a progression plan
- The importance of adapting to production contexts
3 How to document the knowledge of an operational workstation
Objective:
Upon completion of this learning unit, participants will be able to identify quality criteria for training support tools and materials.
Summary description
Since time to make and read documents in an operational setting is limited, the choice of information and materials to be used becomes a "must" to maximize training. Task aids and documentation must be adapted to the position. In this unit, you will learn how to make choices regarding documents and other training support tools (videos, photos, quality walls, etc.)
Key knowledge implied:
- Choosing to document the knowledge of a position
- Prioritize the essential knowledge that should be part of the training and that which should be part of the post-training follow-up
- The supports for job documentation
- Types of information to be documented
- Principles for organizing information to facilitate learning
4 How to get participants to stick with the training
Objective:
By the end of this learning unit, participants will be able to explain how to build trust (a supportive climate) with an employee in training from Day 1.
Summary description
The trainer must create a positive climate for the employee to be motivated and confident. The emphasis must be placed on: getting to know the employee, his or her apprehensions and interests for the position, his or her ability to learn and his or her need for support. This trusting relationship allows the employee to feel supported, reassured and encouraged to learn the position. In this unit, you will learn how and why it is helpful to know the employee to be trained so that the training goes smoothly.
Key knowledge implied:
- Focus on the learning employee
- Ability and motivation to learn
- Information that helps to better coach
- Balance between coaching, reassurance and confidence building, encouragement
5 What are the instructional strategies that promote skill development?
Objective:
Upon completion of this learning unit, participants will be able to apply strategies to ensure that the trainee integrates various job information.
Summary description
How to ensure that the employee in training integrates the elements to be known and acquires sufficient practices according to the standards of the position. Beyond a trainer who explains and demonstrates, there is an employee who must integrate the information and develop his practice as he goes along, at his own pace. In this unit, you will practice different strategies to acquire knowledge, practice tasks and develop problem solving skills.
Key Knowledge Implied:
- Strategies to teach the different types of job knowledge
- Tips from the expert to avoid pitfalls
- Adapting to different types of people / varying the approach
- Validation of the integration of knowledge
6 The importance of feedback for good training
Objective:
At the end of this learning unit, participants will be able to use a feedback technique to help employees learn and support their progress.
Summary description
As the operations employee progresses, they practice tasks and integrate information to better understand and adjust to the unexpected. A good way to support the learner's progress is to give feedback on the good and the bad. This allows the learner to know what to change and what to reinforce. In this unit, you will practice a feedback technique to minimize the fallout on both sides and ensure that the employee knows how to adjust.
Key Knowledge Implied:
- A feedback technique
- Feedback on behaviour, on task performance, on understanding
- Possible reactions of the employee in training and the possibilities of the trainer
- Feedback to supervisor about trainees
7 How to prepare for post-training
Objective:
Upon completion of this learning unit, participants will be able to identify the needs of the employee who has completed the training and still has steps to take toward optimal performance.
Summary description
Although the employee has performed well in the training, their learning is not complete. To help the employee continue to progress, the trainer must validate the employee's independence and identify what they still need to learn. The employee must know the tools and resources that will help him/her complete his/her learning so that he/she can fully play his/her role and achieve optimal performance in his/her position.
Keyknowledge involved:
- Validation of the employee's abilities (level of autonomy)
- Solutions for what has not been seen and for what remains to be practiced
- Tools and contacts for the future
📌 Practical information
Our training sessions are offered in Montreal or Quebec City, in person or in a virtual classroom. Dates and locations are specified when you select your session below. If you have any questions, check out our FAQ.
