I have been asled to train a group of shop floor staff on how to assess the machine operatives in thier competence.
They do not want train the trainer and niether do they want A1 A2.
The machine operatives have worked the machines for many years, but there is no training record of their ability. Also the guys that want the assessor training will be questioned as to' why and what gives you the right to assess me'
Can anyone help?
Ginny
ginny@ontargetlearning.co.uk
Ginny
7 Responses
Self help?
Might I suggest you rephrase your question or at least tell us what you’ve tried already? It looks like you expect us to do everything (for nothing).
Negative Remark
I would appreciate any positive comments regarding this question. If you can not or will not help, why waste your time commenting at all!
Positive and helpful reply
Many posters are suprised by the lack of response they get. Often this is due to a poorly phrased question that appears as if the questioner doesnt have the basic skills/is lazy or has not put any effort in at all, this deters may potential respondees.
Rephrasing the question to indicate what has already been tried and the degree of expertise of the questioner often elicits many more replies and isnt something one ought to be offended by.
Help.
I fully understand the question from Ginny, i fail to see how this could be classed as laziness or asking others to help free of charge. Isn’t that what this site is all about, us helping each other without causing conflict as i believe Juliet has done. Ginny, may i suggest you use the NVQ criteria as a basis for your training, you could cover the different competence based systems, observations,matching evidence to standards, feedback techniques and a skills audit. Good Luck.
old heads
very good question ginny, this crops up a lot in the engineering and manufacturing world, the thinking that no longer is development available to them, we have done it before, you cant teach me nothing…..to rhyme off a few……people dont realise that they get stuck in a rut. Its time to use the unconcious incompetence model, this will prove to your people that we actually can make mistakes and they can develop more and better, smarter….if you haven’t used this model before mail me and I will explain the concept to you. as for the comments made at the start of this string of reply’s, I thought the days of “Knowledge is power” had gone and we had all moved on, this is a very archaic management tool. I for one will not lose sleep by helping a fellow trainer who has come across a problem that is hard to remove and takes time……Good Luck
To assess or not to assess…..
Hi Ginny
I’ve worked with a major motor manufacturer for the last few years in designing and delivering their personnel development programmes and have often seen the culture you allude to i.e. “who are you to tell me how to do my job” or “graduate managers, what do they know?”
This is a typical kind of comment and thinking from shop floor workers who fear change, or worse.
It always seems to boil down to the relationship the supervisors have with their teams. Some factory working cultures rely heavily on demarcation which in turn creates barriers for communications between the shop floor and supervisor level but it’s the supervisors who often add insult to injury, so to speak.
I would suggest to you to discuss the communication culture with those who will be assessing and try to get across to them the importance of communicating with information designed to progress the job so that those being assessed understand why they are being assessed AND that it won’t lead to them losing overtime or even their employment or them being replaced by a robot (assuming that’s the case of course).
I hope this helps in some way.
Kind regards,
Martin Hughes
Analytical assessment
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