What do you think of when you hear the word “training”? A classroom with students listening to a teacher? A truss plant with a new hire following behind a seasoned truss builder? Or, maybe your first thought was sitting in front of a computer for an online course? The truth is that all of these forms of training serve a purpose, and we would do well to remember how important training is for a successful operation.
Which Types of Training Do You Provide?
Some training is absolutely essential – onboarding should be included on that list. Onboarding training equips new employees with the knowledge they need to perform the jobs they were hired to do. Comprehensive onboarding training also may include a portion that measures new employees’ skills so that gaps can be identified. The end goal, of course, is to have well-trained workers, so that they are more effective and lead to better overall productivity for your business.
But what about “optional” training? Do you have a commitment to providing ongoing training for your employees? Some of the reasons why ongoing training can be critical to your business include these concerns:
- Regulatory compliance – As regulations are updated over time, it is important that your employees have a standardized way to learn what is needed to keep you company and its products in compliance.
- Equipment and/or software upgrades – Even if the latest upgrade seems obvious or expected, you should not ignore the need to ensure that your employees are aware of the changes and what they entail. Any change in the process or equipment should be accompanied by a training session. The length of the training depends on the complexity of the change, but the need to provide it remains the same.
- Productivity issues – Sometimes, the “problem” in your plant may be the engrained habits and SOPs that are inhibiting improved performance. To address the problems, you can provide training that focuses on making sure your workers are using the best methods and practices for their positions.
- Employee investment – Training is also a way to show that you are invested in your employees. By providing opportunities for your employees to learn and grow, you demonstrate your commitment to investing in their capabilities and their overall success with your company.
Examples of Successful Training Programs
For many years, I have had the opportunity to work with several individuals from SAS, a world-renowned software company in Cary, NC. To demonstrate their commitment to employee development, SAS recommends that employees spend at least one week each year on training. Often that training will consist of classes, certifications or recertifications, extended reading, trade show programs, and other similar opportunities. All I have spoken to concerning SAS’s huge success agree that this ongoing commitment to training is an important component in their success.
Several truss plants in the US have great written training programs for their employees. Each program is designed to meet the needs of the position, and most will have each new hire closely guided by one or more people from their seasoned workforce. Many also have creative ideas for implementing their onboarding. For example, the “new guy” may be given a special colored vest to wear that reminds their coworkers that they’re new and may need assistance during the learning process. If done correctly, onboarding can help with teambuilding too.
Recently, SBCA has promoted training programs for folks who deal with Quality Control. I personally have been providing my clients onsite, hands-on training for their staff for many years. Often the training is extended to their shop supervisors, lead builders, cutting department managers, and even stackers. The classes are important because the information covered is essential for meeting ANSI/TPI-1 requirements. Unless the individuals involved in the process have had proper training, their knowledge level might be hit or miss. In-house training by Timber Products Inspection typically includes a four-hour program and has hands-on demonstrations and discussions that are extremely valuable for expanding the knowledge and understanding of your employees.
A recent training I conducted on ANSI/TPI 1 at Tindell’s Building Supply in Knoxville, TN not only increased their knowledge of the standard but also provided their team with specific recommendations on how to achieve positive results in their plant. General Manager Travis White commented, “our team found a lot of value …and look forward to continuing training.” Following a similar training for the Universal Forest Products Mid-Atlantic Division, Manager Jose Cuevas Lagunas commented on how immensely beneficial my training program was for their staff. After another recent training for Wilson Lumber in Madison, AL, President Josh Hendrickson said, “we are going to make this training an annual event “
These companies are all demonstrating their commitment to their employees by investing in training opportunities for them. The direct costs of the programs are far outweighed by the indirect benefits they’re receiving in enhanced productivity, efficiency, and quality. Are you investing enough in training in your company?
An ANSI/TPI 1 3rd Party Quality Assurance Authorized Agent covering the Southeastern United States, Glenn Traylor is an independent consultant with almost four decades of experience in the structural building components industry. Glenn serves as a trainer-evaluator-auditor covering sales, design, PM, QA, customer service, and production elements of the truss industry. He also provides project management specifically pertaining to structural building components, including on-site inspections and ANSI/TPI 1 compliance assessments. Glenn provides new plant and retrofit designs, equipment evaluations, ROI, capacity analysis, and CPM analysis.