Learning and Development for Manufacturing
Training planned from need rather than from the calendar.
What this looks like in manufacturing
The parts of learning and development that are specific to this sector, rather than general.
Skill Matrix and Multi-Skilling
Who can run which machine, and who is the only one who can.
What this coversHide
Skill Matrix and Multi-Skilling
Who can run which machine, and who is the only one who can.
What this coversHideA skill matrix is the cheapest risk register a plant can keep. It shows single points of failure before they become a stopped line.
- Machine-wise skill mapping
- Operator skill levels
- Certified vs under training
- Multi-skilling plan
- Critical-skill coverage per shift
- Training needs from the matrix
- Re-certification cycle
- Skill-based deployment
- Role
- Machine
- Required level
- Current level
- Gap
- Training plan
Training and Development
Induction, trade skills and the supervisor who was promoted off a machine.
What this coversHide
Training and Development
Induction, trade skills and the supervisor who was promoted off a machine.
What this coversHide- Induction training
- On-the-job training
- Machine-specific training
- Quality and process training
- Safety training
- Supervisor development
- Problem-solving training
- Statutory training records
- Assessment and certification
- Training effectiveness
The general method — what learning and development covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the learning and development process page. What is above is the part that differs for manufacturing.
Other HR topics for manufacturing
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.