Proactive Technologies Report – February, 2022

Technique is Important to Successful Task-based Training

by Dean Prigelmeier, President of Proactive Technologies, Inc.

Generally speaking, the most prevalent form of worker training – for any job classification, any industry – is informal, unstructured on-the-job training. That unmeasurable, unimprovable and undocumented one-on-one experience when one person who knows how shows someone who doesn’t how to perform tasks required of the job classification. This seems to work in lieu of anything else, since products are produced and services are being delivered…until they are not, or are but now not as timely, efficiently, consistently and/or as compliant with requirements as expected.

In an economic shake-up, these deficiencies become more pronounced and more threatening to an operation’s survival. During mass disruptions such as the Crash of 2008 and the COVID-19 pandemic, good performers left the organization or were released – with all of their technical wisdom and expertise – along with marginal performers, leaving the employer to rebuild from scratch in some cases. Consequently, any chance of training workers to build back the organization, at a minimum, just got tougher.

Challenges Presented by the Widening Skill Gap

by Stacey Lett, Regional Director of Operations – Eastern U.S. – Proactive Technologies, Inc.

There are at least five growing, major challenges to maintaining a skilled national labor force. These forces are causing those organizations who could help to, instead, spend tremendous sums of money on “whack-a-mole” type efforts. Sure, this approach sustains all of the profit and non-profit organizations that sprung up to take advantage of the chaos, but if we are serious about solving this issue that has undermined economic recoveries and stifled economic growth for over 30 years, we need to get serious.

It starts by critically evaluating the challenges that have plagued the U.S. labor force and have been barriers to an employer’s commitment to American labor. Like nearly all challenges, one can choose to target the underlying cause, treat the symptoms, mask the symptoms, define an alternative – but not necessarily relevant – cause and focus on that, or ignore symptoms and cause and hope for divine intervention.

Apprenticeships: Be Careful Not to Minimize Integrity While Spiking the Numbers

by Dr. Dave Just, formally Dean of Corporate and Continuing Education at Community Colleges in MA, OH, PA, SC. Currently President of K&D Consulting

In a Community College Daily News article, “Drawing Lines on Apprenticeships,” business and industry representatives seemed to have expressed to their congressional leaders the changes they would like to see in apprenticeships before they would consider participating. The opening statements from the Senate Health, Education, Labor and Pensions Committee chair Sen. Lamar Alexander (Tennessee) and ranking minority member Sen. Patty Murray (Washington) set the debate, with “Alexander arguing that registered apprenticeships limit creativity and flexibility that employers seek because of cumbersome administrative red tape. More companies want less-formal, industry-recognized apprenticeships that allow them to work on specific skill sets, he said, adding they also are more appealing to industries such as health care and information technology that don’t traditionally offer apprenticeships.”

Ranking Member Pat Murray (Washington) rebutted this claim, “…registered apprenticeships ensure rigor and program quality. She said GOP efforts to encourage more nonregistered programs is designed to ‘weaken and water down’ programs and to open the training market to for-profit institutions.” Most people actively involved with apprenticeships know that much can be done to make apprenticeships more attractive, practical, fulfilling and feasible to employers and more attractive, achievable and valuable to apprentices. And that there is a role for for-profit training providers when the non-profit and institutional related technical instruction in the area is weak, has not been kept up-to-date or is non-existent.

A Simple, Low-investment Solution to Closing Skill Gaps; New-Hires and Incumbents

by Dean Prigelmeier, President of Proactive Technologies, Inc.

Proactive Technologies, Inc. has worked with many employers over the years, establishing and technically supporting cost-effective, task-based structured on-the-job training programs. For each employer, every effort is made to tailor the worker training system to accommodate the employer’s budget, job classifications (even unique training programs for each job classification in each department), business goals and manage the system through all types of change. Unlike some products or services that require the employer to change practices that work in order to utilize them, the PROTECH© system of managed human resource development  is built around what is working for the employer, incorporating established information such as work processes and specifications, safety standards, quality standards, etc. This approach minimizes the need for the employer’s culture to drastically change what works for them, focusing instead on improvements in an area of weakness.]

“There is no doubt this approach is effective. After all, what is better: unstructured and haphazard worker training that cannot be explained, measured, improved or understood, or structured on-the-job training for all workers that is easily measured, implemented, improved and explained to auditors?”

Read the full February, 2022 Proactive Technologies Report newsletter, including linked industry articles and online presentation schedules.