Proactive Technologies Report – June 2016

Eroding Organizational Capacity: The “Unstructured, DeanHaphazard and Ad Hoc Task Training Effect”

by Dean Prigelmeier, President of Proactive Technologies, Inc.
If you work long enough for a variety of employers, there is one theme that seems to run common to all – the lack of structure to the all important job-based training that one would expect. Often we are shown our workstation, introduced to the area manager and then we wait for some guidance and training for what is expected of us. Sometimes we wait in vain. Sometimes we are subjected to bits and pieces of information and take it upon ourselves to make sense of them rather than wait.

None of our core skill bases and work-based task mastery history are, alone, sufficient enough to substitute for the need to know the best practices for performing the tasks for which the new employer hired us. If an employer hires a new employee not having a structure to quickly transfer job expertise from the incumbent experts to the new-hire, it is fair to say this runs counter to good business practices and economic principals. Yet unstructured, haphazard and ad hoc task training is the norm.


“Only 17% of organizations said they had developed processes to capture institutional memory/organizational knowledge from employees close to retirement, while just 13% said they were providing training to upgrade the skills of older workers.”
IndustryWeek Magazine April 10, 2012 by Steve Minter


We all know that inaction to rectify this doesn’t make sense, but many managers dismiss the concern and take comfort in group-thinking, “this phenomenon is the norm, why not apply my efforts elsewhere since I will not be judged on something that appears to others to be beyond my control.” Some see a problem because this deficiency has become the norm. Others see it more critically as a threat to current and future organizational capacity and competitiveness and would be receptive to the following discussion.  Read More



Cross-Training Workers After Lean Efforts Builds Capacity Using Existing StaffStacey

by Stacey Lett, Regional Manager – Eastern U.S. – Proactive Technologies, Inc.
Lean activities to redesign processes for better efficiencies in a department, or between departments, sometimes result in “surplus” workers – partially or in whole units. It is the subjective priority of Lean practitioners since it is a tangible illustration of a successful Lean improvement. Processes that previously needed 3 people to complete may now only need two, if the efficiencies were discovered. So what happens to that one person that has valuable acquired expertise, representing a significant investment by the employer? Would the wise outcome of Lean efforts be to just cut that person from the lineup?

The short answer is most likely not. Any efficiencies and cost savings brought about by the Lean redesign would be offset by the loss of the expertise for which the investment has already been made. Most likely the reason for the Lean was not in reaction to no return on worker investment, but rather a desire to increase the return on worker investment.

If the worker is reassigned to another department, and no task-based training infrastructure is in place, that reassignment may lower the efficiencies there which, again, reduces the gains made by the Lean effort. So part of the Lean effort must be the deliberate cross-training of workers in temporary assignments or longer-term reassignments to other departments that seem to have the need for increased staffing, perhaps as a result of the increased throughput achieved from the Lean effort in the upstream department in the chain. Read More



Regional Workforce Development Partnerships That Enhance Economic Development Efforts

by Dean Prigelmeier, President of Proactive Technologies, Inc.
Most area economic development goals are simple; expand the tax base so revenue is available to maintain and sustain the local socio-economic system. Strategies to accomplish this may differ but often include adding to the employment base of the community and/or region, since an effort to expand consumption – mandatory and discretionary – produces a “multiplier effect” as money circulates through the community. This goal can be reached by local and state governments offering tax abatement, cash and/or infrastructure improvements to companies seeking to relocate, or which are in an expansion mode. At least that was the simple vision of economists past.

It is fairly a proven fact, however, that in the past two decades the results of these tactics have become mixed as large corporations became larger and used their clout to seek incentives and cheap labor throughout the world. Commitments to local communities providing the incentives often evaporated faster than the ink on the documents dried, and corporations hopped from state to state, country to country, upsetting the stability of local tax bases, economies, communities and regions.

Economic development agencies and government leaders have always talked about helping locally grown enterprises which create an estimated 70-80% of the new jobs in the country. As they start, grow and expand they would hire more, provide more in taxes and be more likely to stay put. As large corporations gained more control of the policies and policy makers of the states and the federal government, the focus drifted away from local small and mid-size businesses and toward policies and strategies that helped large corporations at great expense. Read More



Vocational Training in High Schools – A Model the United States Should Revisit and a Lesson From the Past

by Dean Prigelmeier, President of Proactive Technologies, Inc.
I know this dates me, but in high school in the 1970’s I participated in a very good vocational electronics program. It was 2 ½ years in length and was conducted in addition to the traditional high school curriculum. I felt fortunate to attend and complete the program, as did my friends who were enrolled in electronics and the other craft training programs such as automotive, drafting (precursor to CAD-CAM), metalworking, welding and woodworking. Each one of us in the vocational electronics program went on to achieve higher degrees and/or successful careers after receiving our certificate of completion at graduation.


“…my point is this and begs the question every technical school graduate asks themselves even today, ‘How can I be marginally or completely obsolete 2 weeks after graduation”


Looking back, I am still impressed with the quality of the program. It was closer in purpose to the European style of education and apprenticeships. The electronics program was state-of-the-art along with the instructor’s delivery of industry-relevant content supplemented by guest speakers from industry with current topics. Our high school vocational students, as with others in each state, even competed with community college students across their state to test our skills in Vocational Industrial Clubs of America (“VICA”) competitions for the right to represent the state at the national competition. That is how good our high school vocational program was; comparable to community college levels of learning. Since prior to the advent of microprocessors technology advanced at a slower pace, the vocational electronics training programs at that time trained students for local jobs that were currently in industry very well, which was exactly their mission. Read More

                

Read the full June 2016 newsletter, including linked industry articles and online presentation schedules.

Posted in News

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  • 7:00 am-7:45 am
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    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries one-by-one. How this can become a cost-effective, cost-efficient and highly credible workforce development strategy – easy scale up by just plugging each new employer into the system. When partnering with economic development agencies, and public and private career and technical colleges and universities for the related technical instruction, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the support sorely needed by employers who want to partner in the development of the workforce but too often feel the efforts will not improve the workforce they need. Approx. 45 minutes
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    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training programs and supporting them for employers across all industries. This approach uses the "accelerated transfer of expertise™" to quickly and completely train each incumbent worker to full job mastery. When growth returns, new-hires can be quickly developed to full job mastery to support expansion and cross-training of each worker conducted and controlled.  Approx. 45 minutes
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    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; the many benefits the employer can realize from the PROTECH© system of managed human resource development in more that just the training area; examples of projects across all industries, including manufacturing and manufacturing support companies. When combined with related technical instruction, this approach has been easily registered as an apprenticeship-focusing the structured on-the-job training on exactly what are the required tasks of the job. Registered or not, this approach is the most effective way to train workers to full capacity in the shortest amount of time –cutting internal costs of training while increasing worker capacity, productivity, work quality and quantity, and compliance.  Approx 45 minutes.
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    2017-10-18
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; the many benefits the employer can realize from the PROTECH© system of managed human resource development in more that just the training area; examples of projects across all industries, including manufacturing and manufacturing support companies. When combined with related technical instruction, this approach has been easily registered as an apprenticeship-focusing the structured on-the-job training on exactly what are the required tasks of the job. Registered or not, this approach is the most effective way to train workers to full capacity in the shortest amount of time –cutting internal costs of training while increasing worker capacity, productivity, work quality and quantity, and compliance.  Approx 45 minutes.
  • 9:00 am-9:45 am
    2017-10-18
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries and how it can become an cost-effective, cost-efficient and highly credible apprenticeship. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx. 45 minutes
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    2017-10-18
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries one-by-one. How this can become a cost-effective, cost-efficient and highly credible workforce development strategy – easy scale up by just plugging each new employer into the system. When partnering with economic development agencies, and public and private career and technical colleges and universities for the related technical instruction, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the support sorely needed by employers who want to partner in the development of the workforce but too often feel the efforts will not improve the workforce they need. Approx. 45 minutes
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    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers in across all industries. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx 45 minutes.
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    2017-10-19
    (Mountain Time) This briefing explains the philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of human resource development in more that just the training area. This model provides the lacking support employers, who want to be able to easily and cost-effectively create the workers they require right now, need.  Approx 45 minutes.
  • 1:00 pm-1:45 pm
    2017-10-19
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries and how it can become an cost-effective, cost-efficient and highly credible apprenticeship. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx. 45 minutes
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  • 7:00 am-7:45 am
    2017-10-30
    (Mountain Time) This briefing explains the philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of human resource development in more that just the training area. This model provides the lacking support employers, who want to be able to easily and cost-effectively create the workers they require right now, need.  Approx 45 minutes.
  • 9:00 am-9:45 am
    2017-10-30
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries one-by-one. How this can become a cost-effective, cost-efficient and highly credible workforce development strategy – easy scale up by just plugging each new employer into the system. When partnering with economic development agencies, and public and private career and technical colleges and universities for the related technical instruction, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the support sorely needed by employers who want to partner in the development of the workforce but too often feel the efforts will not improve the workforce they need. Approx. 45 minutes
  • 1:00 pm-1:45 pm
    2017-10-30
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries and how it can become an cost-effective, cost-efficient and highly credible apprenticeship. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx. 45 minutes
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  • 9:00 am-9:45 am
    2017-10-31
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training programs and supporting them for employers across all industries. This approach uses the "accelerated transfer of expertise™" to quickly and completely train each incumbent worker to full job mastery. When growth returns, new-hires can be quickly developed to full job mastery to support expansion and cross-training of each worker conducted and controlled.  Approx. 45 minutes
     

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