Training is more critical than ever as a means of staying competitive by increasing productivity and improving quality. Many training initiatives, however, are plagued with logistical and financial problems.

Training classes and high-priced consultants are expensive and take workers away from the plant floor, costing money and hampering productivity. Driven by the need to cut costs while still retaining the effectiveness of their training programs, manufacturers are turning to alternative training methods. As a result, cost-effective, computer-based training technology is beginning to change the way employees learn on the shop floor.

On-line or computer-based instruction, commonly known as "e-learning" has been used for years to train management and office personnel, but has only recently made inroads on the plant floor. A number of drivers are pushing manufacturers to utilize e-learning in their operator training programs. Manufacturing technology continues to change rapidly and there is a growing need to deliver training in a just-in-time fashion. Second, there is the constant need to cut costs and improve productivity. Finally, there is the growth of Internet access, coupled with the increasing availability and standardization of e-learning technology.

Advantages of E-Learning

E-learning presents a number of advantages over traditional classroom training methods.

Cost. Various studies have shown that companies can achieve considerable cost reductions through the use of e-learning technologies. However, there is no consensus among experts on how to calculate actual return-on-investment.

Learner Oriented. E-learning can allow individual operators to work at their own pace, and multi-lingual programs may help to overcome language barriers in today’s increasingly diverse workplace.

Flexibility. E-learning makes it possible for participants to customize training around their scheduling needs. Operators, or their managers, can decide when to schedule learning activities, such as during slow periods.

Scalability. On-line training allows for the participation of a single worker or a group of users. This increases flexibility both in scheduling and in user orientation.

Reusable. Computer-based training programs can be stored and made available for refresher training or for new workers.

Limitations of E-Learning

Despite its many benefits, there are still barriers to acceptance for this type of training, particularly among smaller companies. There is still a desire for personal interaction and, among many workers (especially older ones), a lack of familiarity with computer technology. For some, e-learning conjures up an image of a huge IT project suitable only for larger companies. Many smaller companies may also have limited access to the Internet, particularly on the shop floor. While these barriers continue to come down as access to technology becomes more widely available, they still exist for many organizations.

There are limitations to e-learning. While an on-line course can provide interactivity, real-world simulation, testing, and assessment, it is most effective when used in conjunction with hands-on training provided by more experienced personnel. Thus, while e-learning will increasingly become an important part of operator training, it is unlikely that it will completely supplant classroom learning.

E-Learning Technologies

E-learning programs are typically delivered as a stand-alone software package on a CD-ROM or as Web-based training that takes advantage of company intranets. The advantages of the latter approach include the ease of updates and flexibility in deployment across various workstations and locations. E-learning packages typically provide instruction, visualization, and in some cases, interactive simulation. Testing and assessment are also commonly available so that users and managers can track worker progress.

When purchasing new equipment for the shop floor, training is sometimes limited to a vendor presentation. Increasingly, however, equipment vendors are providing computer-based training as part of their product package. Many larger companies, such as Toyota, have developed their own e-learning programs. There are a number of prepackaged e-learning products available that teach equipment operator skills and general manufacturing principles. Many of these prepackaged programs can be customized to fit the needs of individual organizations.

Keys to a Successful E-Learning Program

On-line training should be supplemented with personal coaching and supervision.

Two essential elements to a successful e-learning program are a systematic process and follow-up.

Under a tight production schedule, an on-line training course can easily get lost among other priorities. Employees must be made aware that the on-line training is an essential part of their job and not something that can be just put off to some future date. A specific schedule of goals for on-line training for each employee should be created and rigorously maintained.

Proper follow-up to on-line training is critical to this process. As with any initiative, feedback is important. Testing and assessment will not only encourage employees to participate, but will provide evidence of the effectiveness of the program.

Also in this issue of MAGNET Roundup:

• New E-Learning program fits smaller manufacturers' needs
• PLIDCO tries (and likes) E-Learning
• Workforce Development Success Story: Severstal Warren

Reprinted with permission from Questline.com, a service of Tech Resources for the April 2010 issue of MAGNET Manufacturing Roundup.