Sewing Machine Operator Training Program

Training & Development represent a planned effort by an organization to facilitate employee learning of job related behaviors. Organizations spend billions each year on training. Training may occur in a variety of forms. The most common method is on the job training. In on the job training and experienced employee is asked to take a new employee under her or his wing and show the newcomer how to perform job duties. OJT has many advantages, such as few out of pocket costs for training facilities, materials, or instructor fees and easy transfer of learning back to the job. When implemented well , OJT is considered the fastest and most effective means of facilitating learning in the workplace. One type of on the job training involves moving people to various types of jobs within the organization, where they work with experienced employees to learn different tasks.  This cross training may place an employee in a new position for as short as a few hours or for as long as a year, enabling the employee to develop new skills and giving the organization greater flexibility.

Now the time has come in Industrial Engineering to start developing  workers giving them long awaited Training Program. It is recommended to start with machine operators we face low output in the sewing lines due to absenteeism and supervisors ,  managers found no / less people found in the sewing line to replaced the absent workers to perform as per the expected level. Here is no flexibility to balance the line properly to get the required out put.  As such we lose in efficiency, quantity, quality and also delivery issues. Therefore we need to design a Sewing Machine Operator Training Program for Development There Skill. In this case we need to make this program very attractive for them. We lose our out put, efficiency etc when a person gets absent who works on a critical operations/ special machine/ can be both. So whatever training program design we need to keep these things in our mind.  Also we can make this training program more attractive if it is linked with financial benefits.  So we designed a training program identifying different skills , knowledge required for each grade and what will be the salary for each grade. We followed following steps to design the Sewing Machine Operator Training Program.

Step For Operator Skill Tanning Program: 

1.      Identify the critical operations.

2.      Identify the minimum skill requirement for each line considering the items do in their line.

3.      Maintain a skill inventory for each sewing line updating regularly.

4.     Considering existing grades of operators, we can have 05 grades and those are  Grade A1 = Utility,  Grade A = Senior Operator, Grade B = Junior Operator, Grade C = Operator, Grade D = Assistant Operator.

5.   After identifying the skill requirement we need to identify who are the people should go on skill upgrading.

6.   Allocate experience worker/ coach of training school for her/ him to learn the work and in this instance need to do the formal work filling the required documents and signing by Senior Supervisor, Senior IE & Unit manager. This gives the approval to go head with the training.

7.      When the worker gets the training Supervisor, IE, training school etc should follow the training.

8.      Training period should be maximum 07 days.

9.      After the training worker will get the chance to perform the same operation in the line.

10. If the worker achieve the expected efficiency (minimum 60%), quality &maintaining the right attitude she deserves a salary increment. This increment can be done monthly basis.

11.  We have to do the training and salary increments keeping the budgeted cadre in our mind. E.G. One line can have following operators in each category.

Utility = per line one worker to balance the absenteeism. ( its not including to line cadre ) 

Senior Operators = 07 workers.

Operators = 15 workers.

Junior Operators =  12 workers.

Assistant Operator = 05 workers

12.  Before the salary increment we need to follow the formalities by assessing the worker using the     assessment form. Again this has to be sign by Supervisor, IE, UM HOU.

13.  Signed documents should go to GMO for salary increment recommendation, then need Director 

    sir, approval to proceed with the payment. After all formalities documents should go the HRD to execute the payment.