"Learning from experience"

KEY LESSONS from completed Training Programmes & delivery of over 4000 national qualifications since 2001:

The major operational factors which we have found impact on the delivery of training and NVQ courses in the workplace are:

    a) continuous processes,
    b) shift patterns,
    c) lack of formal management training for supervisors and other first line managers,

Our experience has shown that, wherever there is a designated manager for training or where senior management is well disposed towards training, the courses run smoothly, are effective for the organisation and are morale-boosting and empowering for the learners. This results in improved working practices, timekeeping and attendance, communications and attention to quality. The courses can often lead to new or renewed personal ambition to be a success within the organisation.

In all the examples of course programmes which we have delivered, three facts stand out beyond all others.

  • The first is the importance of management support for the courses, particularly by
      a) enabling the learners to have regular access to their individual trainer/assessor and
      b) making provision for the learners to undertake the necessary written work while at the premises.

    These can become a difficulty for a management which is operating continuous production lines, unless there is cover organised for normal operational contingencies, such as illness, holidays and the occasional late arrival for work. Without this contingency back-up, the assessor's access to the production line operators can become a long and protracted process. This is a factor of which we are well aware at PILOT. We always seek to fit in with the operational needs but also recognise that a compromise arrangement will be necessary for the course to be concluded successfully for all concerned.

    We find that management awareness, involvement and support for the training programme results in the smooth progress of each course. It also demonstrates to the workforce the importance which management ascribes to the coursework: this, in itself, gives an uplift in the morale of the course participants and their colleagues who are observing their progress.

  • The second fact is that the course participants are able to perform above the level usually asked of them. Often, there is found to be only a small amount of encouragement needed to achieve significant improvements in attitude and performance.

  • The third fact to become strongly from our work has been the feature that poor health and safety performance often appears to arise from the lack of management willpower or determination to enforce its own requirements. Suggestions from the workforce as to why this occurs range from "The management is only interested in profit" to "they are not bothered to abide by their own requirements (so why should we?)".

    Whilst some PPE requirements have appeared to be obsolete, in most cases, the workforces showed a good appreciation of the requirements and a respect for them. Despite this, the odd silly accidents still occurred, proving that health and safety awareness needs to be heightened and refreshed constantly.

    For more details see our Case Histories. Select from the menu on the left.

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