The pace of change in the electronics manufacturing industry requires the continuous acquisition of new knowledge and skills to remain competitive. Companies seeking a competitive advantage through a trained workforce may not find generic certification training and related skills based training enough to clearly differentiate their firm or it may simply not meet all of the current and future training needs of the organization. The development of a custom training curriculum at the EMPF Training Center will address the specific training objectives and work environment needs of a particular organization and deliver a high value, relevant, professional product implemented at either the client’s site or at the EMPF’s state of the art facility.

The EMPF utilizes a systematic approach to the development of curriculum. The EMPF’s team of instructional designers and subject matter experts work closely with clients in order to ensure that the program is successful starting with the assessment phase, through the design, development, implementation, and evaluation of the training program.

This approach has five steps which are:

1) Identify the gap. This process is known as needs assessment. Training needs must be related to the achievement of broader organizational goals, consistent with management's strategy and objectives.
2) Define the training objective. Identify program objectives through operations analysis.
3) Design the training program. One should not select a method or technique for delivering instruction until the subject is clearly defined in terms of objectives. Place emphasis on what is needed before deciding how is to be delivered.
4) Implement the program.
5) Evaluate the program.

Identifying Training Requirements
Ideally, a training plan should be developed by a team represented by management, supervisors, workers and training providers. Begin with a discussion to identify problems occurring in operations. Input from all levels of a company will provide a forum for defining the purpose of the program. The needs assessment must identify the difference between the desired employee performance and the actual performance.

Assessment tools may include surveys, audits, job shadowing, focus groups, skills assessment tests, and self-assessment by workers. Needs analysis tools should provide accurate quantitative and qualitative information while being sensitive to company time and cost restraints.

The EMPF’s team will first meet with key members of the client organization in order to help determine needs, establish goals, and perform assessments of the performance environment, student potential, and the training site.

Establishing Training objectives
Objectives should be S.M.A.R.T. That is specific, measurable, attainable, realistic, and timely. The program objectives should be specific to the goals of the organization. If training needs are synchronized with organizational goals and can establish SMART training objectives, then the successful evaluation of the program’s results is assured. The EMPF’s team will develop performance objectives that will address the client’s requirements, needs, and ultimate project goals. Upon approval of the performance objectives by the client organization, the team will proceed with the development of assessment instruments that will determine whether the trainees have met those objectives. Assessment instruments may include written or oral tests as well as laboratory exercises.

Selecting Training Techniques
Once assessment instruments have been finalized, the instructional design team will begin the development of instructional materials and an appropriate instructional strategy (instructor-led, activity-based, computer-based, or a combination thereof). The instructional strategy will be identified as one that will effectively maximize the transfer of skills and knowledge from the classroom to the client’s work environment. Delivery methods must take into account the audience, the course content, and the training objectives. For example, there is little point in watching video tapes or listening to lectures if the objective is to demonstrate soldering skills or proficiency in a specific method of rework. Complex subjects can be simplified with demonstrations and directed activities. Tangible examples and hands-on laboratory experience help students make the transition from intellectual understanding to real-world application. The EMPF’s unique combination of its demonstration factory, technical instructors, and laboratory facilities provide a hands-on approach, which is well suited to the transfer of technology.

Designing the Program
The information gathered in the previous steps is combined with the experience of the program designers and the tools at their disposal to create the unique course content designed specifically for the individual organization. The instructional design team will be involved in the implementation of the training, and the evaluation of the instructional materials. Follow-up evaluation should verify that the goals of the project have satisfied the company’s training needs.

The standard programs offered at the EMPF are exhaustive, and cover nearly every aspect of electronics manufacturing. The standard programs target the various segments of the workforce and manufacturing supply chain. They provide a baseline of information, thus facilitating the transfer of knowledge. Typically, a custom program is based upon one or more of the standard programs, and assembles modules to emphasize or eliminate material consistent with a client’s program objectives. The EMPF Training Center offers customized training programs based on curriculum that focuses on engineering, certification, and skills based training.

Please call the EMPF Helpline for more assistance in developing custom programs.