In this article, we’re going to continue our look at some basic aspects of manufacturing training. It’s all a part of our Manufacturing Training Insights articles series, and in this we’ll look at manufacturing training development (with “development” being in the sense of the “development” phase of the ADDIE instructional design model).
Our goal in this article and the other articles in this series is to help L&D professionals responsible for developing a manufacturing training program apply some systematic, evidence-training training design methods and approaches. In doing so, we hope to help with common manufacturing training challenges such as new employee onboarding, helping workers acquire knowledge and develop skills, upskilling and reskilling, helping workers achieve their career goals, and helping organizations reach their business goals.
With that introduction down, let’s begin discussing some of the ins and outs of developing training to help a manufacturing workforce in meaningful ways.
Your Quick Review of ADDIE for Manufacturing Training
As a quick reminder, this article series is based on the ADDIE training design method. ADDIE stands for analysis, design, development, implementation, and evaluation.
In earlier articles in this series we discussed analysis (our article on the HPI front-end analysis) and training design (including separate articles on learning objectives and learning assessments).
And that means we can now discuss training materials development for manufacturing.
Feel free to download our What Is ADDIE? infographic before you go on reading.
Training Development in ADDIE
So training development is the step in which you take what you learned during the training analysis phase and what you devised during the training design phase and work to make a real, tangible training activity or session.
Since you most likely work in a manufacturing environment, here’s a little analogy for you: training analysis may be something like customer research, training design may be something like product design, and training development is something like product manufacturing. Basically, it’s in the design phase that you produce your training “widget,” if you will.
What might you make? Well, to a degree, that depends on what you came up with in the training design phase, including what training delivery method(s) you choose to use. Those training delivery methods/media might include:
Obviously, what you actually develop will depend greatly on those training delivery methods--yo may bust out an elearning authoring tool if you’re making an elearning course, maybe pull out your mobile phone if you’re going to create a video, perhaps go to a site like 7 Taps if you’re going to create a short microlearning course, or of course pull out the trainer’s trust friend PowerPoint as a supplement to instructor-led training you’re planning.
Acknowledging the variables above, be sure to consider creating materials such as those listed below:
Conclusion: Develop Manufacturing Training Using Your Analysis & Design
If you stay true to what you learned in analysis and what you planned in design, while also allowing room for considered revision and iteration as part of a continuous improvement/agile development process), your training should assist workers acquire the knowledge and skills necessary for them to complete job tasks and help the company reach their business goals. And as a trainer, that’s your job, right?
We hope you found this article (and the other articles in this series) helpful. Stay tuned for more and feel free to download our manufacturing training guide, below.