Those responsible for training heavy-duty technicians are finding aftermarket training resources a challenge. While the OEMs do a pretty good job of providing training to their largest customers, establishing an ongoing training process that involves using aftermarket training providers requires a bit more effort. This was one of the subjects covered in a presentation by Dave Milne, president of the Automotive Training Manager’s Council, at Heavy Duty Aftermarket Week during the SOLD conference. What follows are some nuggets you can use when looking for the best training for your fleet operation.
Aftermarket training resources are out there, but aren’t as numerous as those aimed at the light vehicle market. Some involve adult education classes at local post-secondary schools that have heavy-duty programs, and you can find a list of these accredited programs at www.natef.org. Suppliers also can be a valuable resource for aftermarket training, along with tool and equipment manufacturers, industry organizations like the Technology and Maintenance Council, ATMC members and some independent training providers—trade shows are another potential source of some great training opportunities.
Some operations find that creating an in-house training program is the most effective way to address the issue. If you decide to go this route, Milne offered some advice on what you need to consider when selecting your training information and/or provider. Begin with an evaluation of your technical staff on training needs by identifying knowledge gaps. There are several ways to do this, not the least of which is to have them take an ASE certification test, if they haven’t already. The score report from ASE will show areas where an individual would benefit from additional training.
You also should consider input from supervisors, other technicians or an assessment test from one of your existing training providers, if they have one. Reviewing job performance evaluations usually will provide clues as to where some focused training will do the most good. Once you’ve determined what training needs exist, you can then start the process of finding the right training curriculum for your operation.
According to Milne, good training is based on good science and generally accepted principles. There are some common elements to look for to determine if a training program will be effective and ensure you get a reasonable return on that investment.
A good training program will incorporate the following elements:
• Program Overview explaining the subject, target audience, delivery method(s), projected class size (if appropriate), the expected results, and any innovations.
• Needs Analysis outlining why this training is necessary.
• Learning Objectives clearly defining the knowledge and skills that the trainees will learn as a result of this training
• Program Materials or take-aways associated with the instruction, i.e.: Powerpoint slide reproductions, workbooks, job aids, online resources, etc.
• Training Program Delivery Methods with available choices on whether the training is instructor-led, hands-on, online, or self-study.
• Measurement of Program’s Intended Outcomes to quantify the results of the training against the intended outcome.
These are some general tips on how to choose the right training for your needs, regardless of whether it’s in-house or external. It is likely that you will use some combination of the above, based on your own, specific training needs. But the first step to building a successful training process is to identify your own specific needs. After that, it’s just a matter of finding what works best.
