Supervisor and worker Engagement programs

主管/组长        沟通培训

在多数情况下,主管/组长都是因为生产技术出众而获得提升的。

但是生产技术与管理能力有着天渊之别,技术能手不一定就能带好队,管好人。

AMC为中层管理提供专门的培训来帮助他们提升管理能力,让他们带领团队获得更多的成功。

SUPERVISOR / LEADER   COMMUNICATIONS TRAINING

In most cases, Supervisor/Leaders are chosen due to the technical capabilities they have shown so far in their career. 
But technical know-how is different from ability to manage, and is different from ability to lead a group of people. 
AMC provides support for training and extending the capabilities of middle level managers to more effectively get results from their teams.


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提升工人参与度

改善永无止境。只要赋予了工人发挥自我能动性的信心,工厂就能获得无尽的发展潜能。善待工人,提升他们的参与度,有助于减少冲突,让每个员工向着生产目标齐心努力。

AMC提供多种提升工人参与度的项目。

AMC的每一个工人参与度项目都是根据工厂的实际情况量身定制的,以下是一个示范项目,配以真实数据以反应项目效果。

WORKER ENGAGEMENT

Kaizen knows no limits.  By Empowering workers the company obtains limitless potential to reach targets. Treating workers fairly and through engaging them reduces tension, and gets everyone focused on the business targets and how to reach those targets. AMC offers a variety of  Worker Engagement Programs. We detail below one program, with case study data. AMC's Worker Engagement Programs are tailored to each factory's set of circumstances.


工人参与度

当您进入这一张网页时,就代表着您已经认识到“工人参与度”的重要性,而且您想寻找途径去提升工人在工厂变革中的参与度。以下正是AMC希望与您分享的实践心得。

要想提升工人的参与度,首先就要明白如何能够提升他们对工厂的归属感。以前工厂管理层在提到这个问题时都会不约而同地回答“给多点钱!”,但是真的是这样吗?为了探讨这个终极问题,AMC特意邀请了来自不同行业的25家生产企业协助我们完成一个调研,了解工人离职都会有哪些原因。AMC成功回收了915份工人的有效问卷以及812份组长/主管的有效问卷,结果如图所示。可以看出,比起人工福利,现在的工人更注重自己的未来发展。  

 

说到这,也许有些HR和生产的管理层会迫不及待地细数工厂为工人提供的各种生产技能培训以及与他们的健康密切相关的安全培训,甚至消防演习。但是对于行内人来说,这些培训其实更多是为了满足企业的生产需要以及客户要求。要真正满足工人对于自身发展的需求,我们就要想得更多,走得更远。通过多年的实践,AMC总结了以下三种方案来解决生产企业的急需、实现企业的中期发展目标以及实现企业主长远的愿景。

初阶方案:指定范围/全范围的工人培训

对于急需启动工人参与度项目的企业来说,最便捷的方式就是从AMC现成的培训课程中挑选开始。AMC所提供的培训课程源自多年的探索、开发及改进,培训课题涉及范围广,能够有效地解决工人多种方面的需求。参与后的工厂都给我们提供了很多正面的反馈,如受训工人自信心和沟通能力的加强,以及员工士气的提升。工厂能够根据内部需求及生产计划灵活选择项目周期和培训覆盖范围。

 

中阶方案:建设内部培训能力以满足工人发展需求

生产企业常常面临着生产计划的临时调整或突发问题,无法让每一个工人都长时间离岗接受培训。为了应对这种挑战,AMC可以通过“培训师培训”来开发企业内部的培训力量。候选人不仅能够通过培训掌握多种授课技能,还能够获得由AMC精心开发的培训课件以及相应的培训指导书,以协助候选人在课后完成培训其他同事的任务。AMC还会通过全面的培训技能评估体系来衡量候选人的表现,只有能够符合评估体系各项标准的候选人才能最终被确定为工厂的内部培训师。AMC建议从HR、研发、生产线、包装等不同部门去挑选项目候选人,在整个企业内部形成培训文化。

培训师培训中的破冰游戏简单实用,学员很快就能学以致用。

高阶方案:生产现场的培训机制全面升级

虽然开展过工人培训项目的工厂都给予项目高度的肯定,但是如果项目执行过程中忽略了对于组长/拉长/主管等基层管理者的关照,那么就有可能影响了这一关键人群的参与度。

所以在高阶方案中,除了帮助企业培养内部培训队伍外,AMC还会为现场的在职管理以及储备干部开设专门的培训课程,让他们学习现代管理学中的关键知识和技能。

 

工厂的收益

调研数据和访谈都证实了项目给工厂带来以下积极作用:

  • 流失率降低
  • 质量及生产效率的提升
  • 工人士气有所提升
 

“受训员工给其他员工带来了一定的影响,整个小组的士气有所提升,生产质量和效率也有提高。我当时应该多送些员工去参加培训的。”

-- 一家制衣厂的郑主任

更多信息请查阅AMC的成功案例。

工人的收益

调研数据和访谈都证实了项目给工厂带来以下积极作用:

  • 提升了问题解决能力
  • 更敢于发表看法
  • 能更好地应对压力
  • 更投入工作

“我以前是个胆小怕事的人,我不喜欢问题的出现。当我感觉受到挑战时我会威胁别人。AMC的培训让我学会了用积极的态度去看待事情,凡事三思而后行,我变得没那么暴躁了,也能更自如地面对问题。前段时间我们小组出现了质量问题,我给组长提了改善建议,组长采纳了,问题得到了解决。我很满意现在这个快乐的自己。”

— 小杨,一家塑料用品厂的工人

更多信息请查阅AMC的成功案例。

WORKER ENGAGEMENT

Workers are important and you want to do something about it. This is the notion that has brought you to this same page with AMC. The most effective way to engage a group of people is through addressing their focus. So let’s talk about what workers need.

AMC invited 915 workers and 812 line leaders / supervisors across 25 factories in various industries to an online survey. In the survey, one of the questions is for them to choose reason(s) that workers leave a factory. The results show that workers nowadays are less concerned about salary and benefits, while they are keen on their future career path. 

At this point, certain suppliers may begin to boost about the various on-job training they are bestowing to the workers to improve their technical skills, and how they care the workers’ health and safety by walking them through 8S, EHS and fire drills. But you must know better. Because such training is more for the need of production and CSR requirements. We need to go beyond the routines to get workers’ buy-in. AMC offers three plans to help suppliers focus on their immediate need, interim goal and long-term vision. 

Foundational Plan:  Worker Training at Full / Selected Scale

For suppliers eager to jump start a worker engagement program, the quickest way is to begin with the existing AMC worker training curriculum, a product that evolves from years of practical experience. It covers a wide range of topics to address workers’ common needs. AMC works with great flexibility to align with suppliers’ desired timeline and training scope. 

Each training session aims to make impacts and AMC often receives positive feedback about workers’ enhanced confidence and communication skills, as well as morale uplift in the workforce.

Intermediate Plan: internal training capacity building to address worker training needs

Due to workers’ constrained production tasks, few factories can afford long-hour training for all workers. Fully aware of the challenge, AMC helps factories develop a team of seeded trainers through Train the Trainer Program. The program not only provides training sessions to named candidates, but also equip them with training materials and specific guidelines. The candidates will take turn to provide short training sessions to workers across the factory. Their training skills will be measured against a comprehensive metric developed by AMC. At the end of the program, only candidates that have met all criteria will become an official member in the internal training team. We encourage factory to recruit candidates in different departments, from HR training team to R&D department, from production line to packaging group, so as to cultivate training awareness throughout the organization.

Icebreakers during Train the Trainer, which candidates can easily adopt in their future training

Premium Plan: training system upgrade across factory floor

Although worker training generally brings in good impacts, it can also be a Pandora Box to a series of new problems, especially when line leaders and/or supervisors are not engaged and feel left behind.

So in addition to the intermediate plan to build internal training capacity, AMC helps factories sustain the training culture on the factory floor by involving line leaders and supervisors. Together with the potential leaders, the incumbent leaders will receive training focusing on the theory of change and leadership skills. 

Benefits for Factories

AMC sees these consistent results from survey data analysis and interview:

  • Decreased turnover rate
  • Improved quality and productivity
  • Higher morale among the workforce

“The training participants have impacted their colleagues to a certain degree. The team is in good moral and producing in better quality and higher productivity. I wish I had sent more workers to the training.” – Supervisor Zeng at a garment factory

For more details, please read case study in our blog.

Impacts for Workers

AMC sees these consistent results from survey data analysis and interviews:

  • Improved problem solving skills
  • More confident in speaking up
  • Better in managing stress
  • Higher work commitment 

“I was a timid person. Problems upset me. When I felt cornered, I often resorted to oral threats. The AMC training has taught me how to control my temper by looking at things with a positive attitude and to think twice before I talk. Now I feel at ease in face of problems. The other day, I suggested a defect solution to my line leader and it worked. I’m very happy with the mellow new me.”— Ms. Yang, worker from a plastic tool factory.



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