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 on optimizing learning for an operational position allows trainers to acquire a method and tools to plan training and produce documentation. It also helps develop skills to facilitate the learning of employees working in operations.
Duration
2 days
Schedule
See training dates for details
Regular fee
$945
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$850
Objectives of the training
At the end of this training, the participant will be able to train a worker in an operational position.Targeted audience
Trainers, sponsors and companions, experienced or not, rather from the primary and secondary sectors. This training is less suitable for people from the tertiary sector (services)Prerequisite
NoneTrainers
Course architecture
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.
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.
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
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.
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.
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
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.
Upon completion of this learning unit, participants will be able to identify quality criteria for training support tools and materials.
SummaryDescription
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.)
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
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.
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.
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
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.
Upon completion of this learning unit, participants will be able to apply strategies to ensure that the trainee integrates various job information.
SummaryDescription
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.
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
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.
At the end of this learning unit, participants will be able to use a feedback technique to help employees learn and support their progress.
SummaryDescription
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.
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
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.
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.
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
Pedagogical details
Training architecture
Case studies / scenarios / practical exercises / discussions
Type of training
Skill development
Skill development and knowledge integration
Decision support
Basic knowledge
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quoteDuration
2 days
Schedule
See training dates for details
Regular fee
$945
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$850
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quote