For manufacturing enterprises, product quality is undoubtedly the most important, and in the process of product assembly, fastener assembly occupies an absolutely important position. From watches and mobile phones to airplanes and aircraft carriers, fastener assembly is inseparable from the manufacturing process. Taking automobile assembly as an example, the proportion of fastener assembly accounts for about 70% of the first dose, of which the fastener assembly involving safety and function accounts for nearly half, which shows that the quality of fastener assembly will directly affect the quality of the entire product.
There are five main factors that affect product quality in the theory of total quality management, namely man, machine, material, method, and environment, that is, "4m1e". Among these five elements, people are in the center, and the factor of people is in the first place. The equipment is operated by people, the parts are assembled by people, and the process is implemented by people, and the key factor that determines the quality of products lies in people. Just like a moving car, the four elements of machine, material, law and environment are like the four wheels of a car, and people are the driver. Without the driver, the car will inevitably lose control.
Vehicle assembly enterprises need to face many quality problems and training needs caused by many on-site tightening equipment and operators. A vehicle workshop counted the number of quality problems that occurred over a period of time, including: 165 tightening operation problems, 43 tightening process problems, 136 tightening equipment problems, and 130 other problems, as can be seen from the data: tightening related problems accounted for 725%, which shows that the technical ability level of its tightening assembly personnel needs to be improved urgently.
Quality management needs to be people-oriented, only by continuously improving the quality of the human factor, in order to continuously improve the quality of the process, product quality, system quality and the final physical quality.
People are the most basic and most important resources of an enterprise, how to turn people into talents, is a problem that every enterprise needs to face, is one of the important ways to improve the competitiveness of enterprises. Konosuke Matsushita once said, "A talented entrepreneur always loses no time in putting the training and training of employees on the agenda. Education is the 'killer feature' in the context of modern economy and society, and whoever owns it will predict success, and only fools or people who voluntarily push their enterprises to the precipice will turn a deaf ear to education. ”
Training is accompanied by knowledge management, which is an important asset for the companyeric.Sveiby said: "Intellectual capital is an intangible asset based on relatively unlimited knowledge of an enterprise, and it is the source of the core competitiveness of an enterprise. "If the backbone of the company's internal tightening experts presents and disseminates the knowledge and experience they have mastered in the form of courses, it will benefit the enterprise and employees a lot.
Nowadays, many companies have recognized the importance of training, and will train employees to a greater or lesser extent, but in many cases, the results of training are unsatisfactory. In order to ensure that the human factor in the field of tightening technology has the necessary professional and technical knowledge and ability, it is very necessary to build a complete tightening technology training system.
The training system is generally divided into three parts, namely the management system, the curriculum system, and the lecturer system.
First of all, let's talk about the management system - tightening training needs analysis.
Tightening the training management system needs to lead the training course system and the training instructor system, how to motivate the trainees to train, how to transform the content of the training course into work processes and standardized operating documents, etc., which are all considered by the training management system and implemented through the formulation of relevant systems.
Each company has its own training management system, and the training of tightening assembly is different from the traditional company training. First, it is highly professional, requires a dedicated training area, and requires a large number of training equipment. Second, the knowledge covers a wide range and requires a large number of part-time trainers to supplement the business. The training management system can be built on the basis of the existing training system of the enterprise.
Here we focus on the analysis of tightening assembly training needs.
Analysis of Training NeedsIn the book "Training in Enterprises and Industry", three analytical methods are proposed, which are still the main methods to guide training work. They are: 1. Organizational analysis, which is analyzed from the needs of the entire organizational level. 2. Job analysis, according to the requirements of the job quality model or the requirements of successfully completing a task (knowledge, skills, attitudes, etc.), can also be called the job decomposition method and task analysis method. 3. Personnel analysis, or performance analysis.
Among them, the job analysis method is the most suitable for assembly enterprises.
First of all, it is necessary to sort out the positions related to tightening and assembly, and decompose the job responsibilities.
The second step is to establish a capability model.
The competency model should cover comprehensively, select the competency elements that need to be mastered in different competency dimensions, and formulate the importance and proficiency of subdivided behavior indicators. Here's an example of a quality capability model.
In the third step, each section team designs a multi-skill quality table for team members according to the competency model
Combined with the skill quality and competency model, the lack of knowledge and ability can be clearly identified, and the summarized data will become an important basis for the training management system to clarify the needs and determine the goals. The training is based on a training needs analysis, which identifies the competencies that need to be improved by various types of personnel.
After that, it is a series of processes such as establishing training objectives, formulating training plans, organizing training implementation, and evaluating training results.
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