Scientific Method of Training - SMT

SMT (Scientific Method of Training) SMT is the methodology for training operator in a structured way. The key principles applied in SMT to meet the training needs of modern industry are summarized in the section below. Job analysis Each job requires detailed study for which an SMT training course is set, from the overall system and organization of work to the specific techniques and skills involved in individual job components. The basic skills required in a job should be developed separately at the level and speed of experienced operators at the beginning of training and gradually integrated until all job skills are performed correctly. The work assignment is extended as permission to perform tasks until the entire workload is being performed satisfactorily throughout a full workday. Develop procedural skills, tolerance and knowledge Training exercises are designed to develop basic skills. Once the basic skills are achieved, the next step is the performance of the smaller elements of the actual operation. Exercises at this stage of development are called "job exercises and part exercises". The exercises are then expanded and gradually combined until the entire task is performed—first for short periods and eventually for a full task assignment. These exercises are called "Stamina-Building Exercises". (Seminar SCT, 2010) Established goals and objectives There needs to be a specific goal to aim for throughout the training period. Goals are set for all practices and performance is measured against these goals. Progressing to longer and more difficult exercises depends on achieving easier exercise goals. Targets are set at the expected level of experienced personnel. Defined quality specifications It is essential to develop a clear understanding of job quality requirements along with systematic training of skills and stamina. As a part of job knowledge training, quality requirements must be defined in terms the operator can work with and understand. Quality specifications are prepared in terms applicable to the work, showing the limits of acceptance with possible practical examples, the standard to be observed and examples of defects and faults. Setting up training centers The most effective and fastest learning is achieved in an area separate from the main work area. The training center should be equipped to facilitate basic skills and knowledge training away from the distractions of the actual workplace. In training centers, work is oriented to create an environment for learning, and the main objective is to motivate people to acquire work ability. Training centers should use as many "mock-ups" as possible. Selection and placement Choosing the right person for the right job is very important. There is no point in training operators who do not have the necessary qualifications for the job. In a market where labor is scarce, it is not always possible to select enough operators of the desired caliber. What is essential is that once selected, they should be placed in the job for which they are best suited. The process of selection and recruitment does not end in the personnel office, it must continue in the training program, especially at the initial stage. (Jacob Solinger, 1980) Aim of SMT Scientific methods of training have been developed to provide the easiest, most efficient and fastest method of training industrial workers. The main objectives of SMT are as follows: Ease of learning Efficient learning Rapid learning Retraining Cross-training

 SMT (Scientific Method of Training)

SMT is the methodology for training operator in a structured way.

The key principles applied in SMT to meet the training needs of modern industry are summarized in the section below.


Job analysis

Each job requires detailed study for which an SMT training course is set, from the overall system and organization of work to the specific techniques and skills involved in individual job components.

The basic skills required in a job should be developed separately at the level and speed of experienced operators at the beginning of training and gradually integrated until all job skills are performed correctly. The work assignment is extended as permission to perform tasks until the entire workload is being performed satisfactorily throughout a full workday.


Develop procedural skills, tolerance and knowledge

Training exercises are designed to develop basic skills. Once the basic skills are achieved, the next step is the performance of the smaller elements of the actual operation. Exercises at this stage of development are called "job exercises and part exercises".

The exercises are then expanded and gradually combined until the entire task is performed—first for short periods and eventually for a full task assignment. These exercises are called "Stamina-Building Exercises". (Seminar SCT, 2010)


 Established goals and objectives

There needs to be a specific goal to aim for throughout the training period. Goals are set for all practices and performance is measured against these goals. Progressing to longer and more difficult exercises depends on achieving easier exercise goals. Targets are set at the expected level of experienced personnel.


 Defined quality specifications

It is essential to develop a clear understanding of job quality requirements along with systematic training of skills and stamina. As a part of job knowledge training, quality requirements must be defined in terms the operator can work with and understand. Quality specifications are prepared in terms applicable to the work, showing the limits of acceptance with possible practical examples, the standard to be observed and examples of defects and faults.


Setting up training centers

The most effective and fastest learning is achieved in an area separate from the main work area. The training center should be equipped to facilitate basic skills and knowledge training away from the distractions of the actual workplace.

In training centers, work is oriented to create an environment for learning, and the main objective is to motivate people to acquire work ability. Training centers should use as many "mock-ups" as possible.


 Selection and placement

Choosing the right person for the right job is very important. There is no point in training operators who do not have the necessary qualifications for the job. In a market where labor is scarce, it is not always possible to select enough operators of the desired caliber. What is essential is that once selected, they should be placed in the job for which they are best suited. The process of selection and recruitment does not end in the personnel office, it must continue in the training program, especially at the initial stage. (Jacob Solinger, 1980)


Aim of SMT

Scientific methods of training have been developed to provide the easiest, most efficient and fastest method of training industrial workers.

The main objectives of SMT are as follows:

  • Ease of learning
  • Efficient learning
  • Rapid learning
  • Retraining
  • Cross-training

Tags:

Post a Comment

0 Comments